Divergent Blog

Autism in the workplace is still too often framed as a problem to manage rather than a difference to understand properly. That is one reason so many autistic employees end up spending energy not just on their jobs, but on decoding vague expectations, managing sensory overload, navigating unclear communication and masking their natural way of working. Practical support makes a difference because many workplace difficulties linked to autism are not caused by lack of ability. Th

Last year, the NAS South Hampshire Branch Autism Seminar brought together autistic people, allies, and experts for a day of meaningful discussion and practical insight. Held on Saturday 17 May 2025 at Chandlers Ford Methodist Church, this volunteer-led event stood out by blending scientific understanding with lived experience. The seminar featured two autistic speakers who focused on mental health, personal stories, and strategies that truly help in everyday life. This post

Interviews often measure how well someone tolerates ambiguity, speeded conversation, bright rooms and unfamiliar tech—not whether they can do the job. UK law expects employers to remove that disadvantage where it’s linked to disability. The result should be a fair test of the role , not of coping with the format. Here’s how to run interviews that hold standards high and stay lawful. Your legal footing (two plain-English rules) First, the Equality Act 2010 requires employers t

Autistic people have long faced barriers to work that have nothing to do with talent and a great deal to do with how workplaces are designed. The UK government’s Buckland Review of Autism Employment reported that only around 3 in 10 autistic people of working age are in employment , compared with around 5 in 10 disabled people overall and 8 in 10 non-disabled people . The review also noted that autistic graduates are significantly less likely to move quickly into full-time