Neurodivergent People: Employment

Tom Gordon Excerpts

Tuesday 9th September 2025 Westminster Hall

[Josh Newbury (Cannock Chase) (Lab)]

It is a pleasure to serve under your chairship, Ms McVey. I am pleased to have the chance to speak on the importance of supporting neurodivergent people into work. I will focus my remarks in particular on the experiences of autistic people, drawing on the voices of my own constituents and on the work of local organisations in Staffordshire. Since being elected, I have had constituents with autism reach out to my team and me, sharing with us that they find it difficult to get into and stay in work, despite being well qualified. They have spoken candidly with me about the barriers they face, as well as the skills and determination they have and can bring to an employer. Only by hearing directly from autistic people can we get this right.

The statistics remain stark. Only around 28% of autistic adults are in any form of work, compared with more than 80% of non-autistic people. That is not about a lack of ability; it is about the barriers that are in place, and the failure to make adjustments that are both reasonable and achievable.

The evidence tells us that, even with legal protections, too many disabled people and people with neurodivergence encounter managers or decision makers who simply do not believe in non-visible impairments, or who resist making adjustments. That creates mistrust, isolation and ultimately exclusion from work. We need to reduce stigma, but we also need to make it much simpler for employers. Right now many businesses, particularly small ones, simply do not know what adjustments look like in practice, how to put them in place or how to access the funding that exists to help them to do so. If we want employers to be more inclusive, guidance, training and access to support need to be much clearer, consistent and easy to navigate.

There are many positive examples. I recently met with the Staffordshire Adults Autistic Society, which does invaluable work supporting autistic people and their families. On the national stage, the inaugural neurodiversity employers index has highlighted organisations that are showing real leadership in adapting recruitment practices and workplace culture. We know that schemes such as supported internships can provide a pathway into work for young people with special educational needs and disabilities.

However, there are gaps. Supported internships, for example, are only available to those with an education, health and care plan, and many families in Staffordshire have told me how hard it is to secure one due to delays and mismanagement locally—something that we will be debating no doubt at length in this Chamber next Monday. This is not just a moral issue, but an economic one. The brilliant organisation Pro Bono Economics has shown that, by doubling the employment rate of autistic people by 2030, we can deliver up to £1.5 billion in societal benefits each and every year. As has been mentioned already, Sir Robert Buckland’s recent review concluded that to close the employment gap, we need more than just high-level words; we need practical, bottom-up support for employers, including training and long-term programmes such as Access to Work.

[Tom Gordon (Harrogate and Knaresborough) (LD)]

One of the things that constituents have to come to me with is worries about the proposed changes—which have now been shelved—to personal independence payments. Does the hon. Member agree that the rhetoric and language of Ministers has not helped people to want to go out and seek support to get into work, due their worries about barriers they may face?

[Josh Newbury]

When we approach things such as welfare reform—this is probably also true of SEND reform—it is always bound to cause anxiety for people. We absolutely have to be mindful of that, particularly in this place, with the rhetoric we use and the way we go out to consult. I am concerned that the hon. Member is picking that up in his constituency; I have certainly had constituents reach out to me with concerns about welfare changes. It is incumbent on all of us to listen to that, to appreciate where the proposals are coming from and to try to find a common ground. We absolutely can do that in this case and in the case of PIP changes.

Above all, for me, this is about fairness. Everybody deserves the dignity of meaningful work, and everyone benefits when talent is not wasted. Autistic people have so much to offer, whether in science, like Einstein, in conservation, like Chris Packham, or in the day-to-day workplaces that keep our communities and economy running. The Government have already taken important steps, creating the independent panel, ensuring that work coaches have access to autism-specific training and providing disability employment advisors to offer specialist guidance, but the real test will be whether those reforms can deliver change on the ground in job centres, interviews and workplaces.

In the shortest line possible, everyone benefits when talent is nurtured, not wasted. My ask is that the insights of the new independent panel are coupled with autism-specific training, so that constituents such as mine and thousands of others across the country can finally see the promises of inclusion turn into the practical support they need to succeed in work.

--- Later in debate ---

[The Minister for Social Security and Disability (Sir Stephen Timms)]

I am delighted to serve with you in the Chair, Ms McVey; you have a long-standing record in this area. I congratulate the hon. Member for Ely and East Cambridgeshire (Charlotte Cane) on securing the debate and the telling points she made in opening. I am grateful to everybody who has contributed to a good debate.

We want to achieve an overall 80% rate of employment, as key to delivering the economic growth and widely shared prosperity we all want. To achieve that, the employment rate among disabled people, those with health impairments and neurodiverse people has to increase. The disability employment gap was first measured in 1998 and fell steadily from then until 2010, when it reached about 30%, but it has been stuck there more or less ever since. It moved around a little bit, down to 28% at one point, but it is pretty much where it was in 2010. That means, as we have rightly been reminded, that many people who have a great deal to contribute and want to work have been denied the opportunity to do so. That needs to change. We specifically need to get the disability employment gap back on to a downward track.

As we have been reminded, the picture is worse still for neurodivergent people. Only 31% of autistic people are in any sort of employment, compared with 55% of disabled people overall. There is a gap within the disability employment gap, to which the Buckland review drew attention. I join my hon. Friends the Members for Dunstable and Leighton Buzzard (Alex Mayer) and for Hertford and Stortford (Josh Dean) and the hon. Member for Mid Dunbartonshire (Susan Murray) in highlighting how big a contribution neurodivergent people are making and can make if they have opportunities and if the barriers holding them back are removed. We need to do much better to deliver the economic growth we need and because good work is good for health and wellbeing.

Like others in the debate, I have made a series of visits to look at initiatives supporting people with learning disabilities into work. It is great to hear so many examples read into the record. Last December, I went to New Warlands farm in Durham, to the North East Autism Society’s vocational training centre. I met autistic adults working on the farm doing interesting things, such as making superb juice from apples grown in the orchard. The farm also had programmes on woodworking and IT.

In April, I visited Little Gate farm near Rye, mentioned by the hon. Member for East Grinstead and Uckfield (Mims Davies) when speaking for the Opposition. I was also impressed by what is happening there. We looked at two social enterprises that equip adults with learning disabilities and autism with skills and pathways into paid work. In June, I visited Northwick Park hospital, which every year recruits autistic people for supported internships, many of whom go on to permanent roles in the NHS. The staff love that impressive programme, which the hospital has been running for years. The hospital chief executive made the point that NHS staff find it extremely rewarding to support the interns and they enjoy that part of the job.

In July, I visited DHL at Heathrow to see how the DHL UK Foundation works alongside charity partners to provide work placements to 16 to 25-year-olds with learning disabilities or autism who are currently out of work. Last month, I went to Yusen Logistics in Wellingborough to see how that global supply chain logistics company is working with Mencap as part of its interns and outcomes programme, giving practical work experience to young people moving from education into employment—a difficult transition as we have rightly been reminded—or on to further study. The colleagues of the person with a learning difficulty I met in Wellingborough emphasised to me both how good he was at his job and, notwithstanding the support he needed, how much they enjoyed working with him.

[Tom Gordon]

The Minister has outlined a plethora of different places he has visited. I invite him to visit some of the fantastic organisations in my constituency, such as the Artizan café, for people who have learning disabilities and neurodivergence; Horticap, a garden centre with a similar scheme; or Henshaws college in Harrogate. I wish to press the Minister a little. He talks about how these are all fantastic organisations and schemes; many of them are charities and they face an increase in employer national insurance contributions. Will the Minister outline how he might support these fantastic organisations in helping and supporting people with neurodivergence?

[Sir Stephen Timms]

Unfortunately, I cannot promise to visit all the employers that have been mentioned in the debate, but we certainly want to support them because they are doing a great job. I will say a bit more about what we are doing, and planning to do.

We need evidence for policies to deal with the barriers that neurodivergent people face in getting into work and once they are in the workplace, such as those rightly highlighted by my hon. Friend the Member for Hertford and Stortford. We need evidence to establish and clarify the characteristics of successfully inclusive workplaces.

In January, as has been mentioned, we set up an independent panel of academics with expertise in and lived experience of neurodiversity, led by Professor Amanda Kirby. It is reviewing the evidence on neurodiversity in the workplace to assess why neurodivergent people have poorer experiences and a low employment rate, and what we can do about it. Its advice will also focus specifically on how employers can support neurodivergent people at work, which has rightly been an important theme in the debate. We need practicable strategies for employers that are simple for them to adopt, with low cost or no cost at all.

The panel conclusions will build on the Buckland review of autism employment, which focused specifically on autism. Together with my hon. Friend the Member for Ellesmere Port and Bromborough (Justin Madders), who was the Employment Minister until the weekend, I met Sir Robert Buckland after the election to discuss his valuable contribution to this policy area. I am looking forward to the panel’s findings and recommendations in the coming weeks—I think somebody asked when that would be.