"Always a glass ceiling." Gender or autism; the barrier to occupational inclusion.

Highlights • There is a paucity of research for women with high autistic traits (ATs) at work. • Few studies have considered gender, ATs and work with a reference group. • ATs, not gender, was significant to most vocational experiences. • Women with high ATs (vs women without autism) were less likely to work full-time. • Women with high ATs reported challenges gaining and maintaining employment. Abstract Background Under- and unemployment adversely affect the economic, health, and social circumstances of people with autism; notably those with a diagnosis of autism spectrum disorder or high autistic traits (HATs). However, little research has been published comparing the experiences of women to men with HATs, and women without autism (i.e., those typically developing; TD) to ascertain if employment issues are a function of gender or autistic traits (ATs). Method An anonymous online survey was conducted attracting 28 women and 18 men with HATs aged 18–68 years (M = 38.63, SD = 13.12), with a further 21 TD women and 16 TD men aged 23–62 years (M = 38.38, SD = 10.32). Quantitative data were analysed via logistic regression to ascertain the extent to which employment issues were a function of gender or ATs while controlling for confounding variables such as education, and age. Qualitative data were analysed using inductive thematic analysis, then quantitatively using chi-square or Fisher's Exact Test. Results It was found that ATs, not gender, was significant to most vocational experiences. Conclusions It is proposed that employers place greater importance on technical ability than social-communication skills when hiring and supervising women with HATs to reduce barriers and increase workplace diversity. [ABSTRACT FROM AUTHOR]

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