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1. Introduction

Globally, people with disabilities represent approximately 15% of the population (World Health

Organization, World Report on Disability, 2011). An estimated 785 to 975 million are of
working age and face disproportionately high levels of unemployment, particularly in regions

where inclusive labour policies are limited (World Bank, Disability Inclusion Overview, updated
2023). For individuals on the autism spectrum, employment prospects are even more

concerning: fewer than 10% are in paid employment, compared to 45% of individuals with
other disabilities and nearly 66% of people without disabilities (National Autistic Society UK,

Autism Employment Gap report; Office for National Statistics UK, 2021). Nevertheless, it is
worth emphasising that, in the last decade, the number of diagnoses of neurodivergent

conditions, such as autism spectrum disorder (ASD), has been increasing worldwide.
"Neurodivergent" describes individuals whose selective neurocognitive

functions/neurodevelopmental differences fall outside prevalent societal norms. They do not
necessarily have a neurodevelopmental disorder (Shah et al., 2022). ASD is "a complex
developmental condition involving persistent challenges with social communication, restricted

interests and repetitive behaviour" (American Psychiatric Association, 2013). The World Health

Organization estimates that approximately one in 100 children worldwide has ASD (World
Health Organization, 2023). An extensive systematic review of 66 population studies refined
this figure to 0.77 %, or roughly one child in 130 (Issac et al., 2025). The upward trend

reported over recent decades is driven mainly by broader diagnostic criteria and increased

societal awareness (Zeidan et al., 2022). Autistic individuals frequently encounter barriers to
employment due to systemic and social factors. Challenges related to communication, sensory
processing, and social expectations can make traditional hiring and work environments

inaccessible. Nevertheless, exclusion often begins even earlier, rooted in persistent stigma,
stereotyping, and a lack of public understanding of autism and neurodiversity. Many employers

lack adequate knowledge or tools to accommodate neurodiverse candidates. Without inclusive
recruitment processes or supportive work practices, qualified individuals are often excluded

— not due to their skills, but due to inflexible systems. There is a pressing need for adapted
education and vocational training opportunities tailored to autistic learners, especially in high-

contact sectors like tourism and hospitality. At the same time, businesses must receive
targeted training to implement inclusive practices in hiring, onboarding, and ongoing staff

development.

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Project Number 2023-1-IT01-KA220-VET-000152721