Autistic graduate unlocking door to inclusive office.

Cracking the Code: How Inclusive Internships Unlock Untapped Potential for Autistic Graduates

Nico Varela in Business & Economy August 2025 • 5 min read.

"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

Autistic graduate unlocking door to inclusive office.

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.

Training was offered to the DB staff by a UK charity, Ambitious about Autism. DB also offered the selected interns weekly lunch and learn' sessions, monthly career dinners, monthly intern lunches and ad hoc sessions. All interns also got a buddy(mentor), to give any additional support and answer questions. Overall, the program's structure was intended to allow a safe, comfortable and accessible work environment. Thirty-six adults took part in this study, including 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.

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 study used semi-structured interviews, to gather qualitative research from participants. Before the internship started, interns and managers had individual interviews, to assess their hopes and expectations for the programme. All participants were asked to share their experiences of the internship period, and emphasis was placed on understanding perceived barriers and opportunities for success.

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.

About this Article -

This article was crafted using a human-AI hybrid and collaborative approach. AI assisted our team with initial drafting, research insights, identifying key questions, and image generation. Our human editors guided topic selection, defined the angle, structured the content, ensured factual accuracy and relevance, refined the tone, and conducted thorough editing to deliver helpful, high-quality information.See our About page for more information.

This article is based on research published under:

DOI-LINK: 10.1017/jmo.2018.66, Alternate LINK

Title: ‘Sometimes You Just Need Someone To Take A Chance On You’: An Internship Programme For Autistic Graduates At Deutsche Bank, Uk

Subject: Organizational Behavior and Human Resource Management

Journal: Journal of Management & Organization

Publisher: Cambridge University Press (CUP)

Authors: Anna Remington, Elizabeth Pellicano

Published: 2018-11-05

Everything You Need To Know

What specific accommodations did Deutsche Bank provide within their internship program to support autistic graduates?

The Deutsche Bank internship program specifically supports autistic graduates through several key accommodations. It includes adjustments to the standard recruiting process by eliminating face-to-face first-round interviews and modifying application questions. Once selected, interns receive structured support such as weekly lunch and learn sessions, monthly career dinners, dedicated buddies (mentors) for guidance, and training for Deutsche Bank staff provided by 'Ambitious about Autism'. These provisions create a comfortable and accessible work environment that addresses the unique needs of autistic individuals, fostering their success and integration into the corporate setting.

In what ways did Deutsche Bank alter its standard recruiting practices to be more inclusive of autistic applicants for the internship program?

Deutsche Bank's internship program altered its standard recruiting practices in two significant ways to accommodate autistic applicants. First, they eliminated face-to-face first-round interviews, recognizing that these can be particularly challenging for some autistic individuals due to social anxiety or difficulties with non-verbal communication. Second, they modified the questions on the application to be more direct and less ambiguous, ensuring that candidates could accurately and effectively showcase their skills and experiences. These changes aimed to reduce barriers and provide a more equitable opportunity for autistic graduates to demonstrate their capabilities.

Who were the key participants involved in the study investigating Deutsche Bank's autism internship program, and how did their involvement contribute to the research?

The study investigating Deutsche Bank's autism internship program involved a wide range of participants to gather comprehensive insights. It included eight autistic interns who were the primary focus of the study, eight hiring managers who supervised the interns, nine Deutsche Bank employees who acted as buddies (mentors) providing support and guidance, and eight other Deutsche Bank employees who worked alongside the interns. This multi-informant approach, involving semi-structured interviews before, during, and after the internship, allowed researchers to capture diverse perspectives on the program's impact, challenges, and successes, contributing to a richer understanding of inclusive workplace practices.

What types of weekly and monthly support did Deutsche Bank offer to the autistic interns in the internship program?

Deutsche Bank offered a wide range of support to the autistic interns involved in the internship program to foster a safe, comfortable, and accessible work environment. This included pairing each intern with a buddy(mentor) for additional support and guidance. Additionally, 'Ambitious about Autism', provided training to Deutsche Bank staff, promoting understanding and awareness of autism. The interns had access to weekly lunch and learn sessions, monthly career dinners, monthly intern lunches, and ad hoc sessions. These sessions offered opportunities for learning, networking, and addressing any challenges or questions that may arise during the internship.

Based on the Deutsche Bank internship program, what key lessons can other companies learn to create similar successful programs for autistic individuals?

Deutsche Bank's internship program serves as a model for other companies by demonstrating the value of neurodiversity and the potential of autistic individuals in the workplace. By implementing tailored support structures like mentors ('buddies'), workplace adjustments, and autism awareness training for staff, companies can unlock hidden talents and foster inclusive work environments. The program's success highlights the importance of adapting recruitment processes and workplace cultures to accommodate diverse needs, leading to a more equitable and innovative workforce. Companies could also partner with organizations specializing in autism employment to provide additional resources and expertise, maximizing the program's effectiveness and impact.