Cracking the Code: How Inclusive Internships Unlock Untapped Potential for Autistic Graduates
"Discover how Deutsche Bank's innovative internship program is paving the way for autistic graduates to thrive in the corporate world, creating a win-win for both employees and employers."
For many autistic individuals, the path to meaningful employment is fraught with obstacles. While studies show that autistic adults possess unique talents and a desire to contribute, they often face significant hurdles in securing and maintaining fulfilling careers. Traditional hiring processes, workplace environments, and social expectations can create barriers that prevent skilled individuals from reaching their full potential. The statistics are stark: a disproportionately low percentage of autistic adults are employed full-time compared to other disability groups.
Recognizing this disparity, forward-thinking companies are exploring innovative approaches to tap into the untapped talent pool within the autistic community. One such example is Deutsche Bank (DB), which launched a groundbreaking internship program specifically designed for autistic graduates in the UK. This program aims to bridge the employment gap by providing a supportive and structured environment where interns can showcase their skills, gain valuable experience, and build confidence.
This article delves into the experiences of those involved in DB's internship program, drawing insights from a multi-informant, longitudinal study. By examining the perspectives of the interns themselves, their hiring managers, colleagues, and buddies (mentors), we uncover the triumphs, challenges, and essential lessons learned in creating a truly inclusive workplace. The findings offer valuable guidance for other organizations seeking to unlock the potential of autistic employees and build a more diverse and equitable workforce.
Unlocking Hidden Talents: How an Internship Program Creates Opportunities
Deutsche Bank's autism internship program began in October 2016. The selection process to get in the program was rigorous. It was altered from standard DB recruiting practices by eliminating face to face first round interviews and modifying questions in the application. Candidates with an undergraduate degree within the past 3 years, and a grade of 2:1 or above, would start by submitting a CV and completing an initial application. Eight successful candidates would then move onto five DB offices in Central London. The candidates moved into teams across various business areas, including finance, operations, risk and technology. Interns were paid a competitive salary, equivalent to DB's graduate scheme.
- Structured Support: DB provided mentors, training, and altered recruiting standards.
- Weekly interactions: All interns were offered weekly lunch and learn' sessions, monthly career dinners, monthly intern lunches and ad hoc sessions.
- Wide range of participants: The study included eight autistic interns, eight hiring managers, nine DB employees who acted as buddies to the interns, and eight other DB employees who worked alongside the interns.
The Path Forward: Building Truly Inclusive Workplaces
The Deutsche Bank internship program serves as a powerful example of how companies can create opportunities for autistic graduates to thrive. By embracing neurodiversity, fostering understanding, and providing tailored support, organizations can unlock hidden talents, build more inclusive workplaces, and drive innovation. As more companies follow in Deutsche Bank's footsteps, the future of work promises to be more equitable and rewarding for all.