Rethinking Employment Research on Autism: A Scientometric Analysis of Paradigm Change

Abstract

Background:

Autistic adults experience disproportionately low employment rates, shaped by systemic and structural barriers that extend beyond individual skills. Although research on autism and employment has grown, it remains fragmented across disciplines and undersynthesized. Addressing these gaps requires not only stronger empirical evidence but also reflection on how knowledge in this field is organized and shared.

Methods:

We analyzed 1279 publications on autism and employment (1982–2025) indexed in Scopus. Document co-citation analysis was conducted in CiteSpace, supported by citation burst detection, dual-map overlays, examination of journal productivity, and international collaboration.

Results:

The analysis revealed three broad stages of development: individual-focused intervention, sociocontextual framing, and organizational inclusion. Thematic clusters showed a shift from behavioral and skill-based interventions to neurodiversity-informed approaches, emphasizing discrimination, the double empathy problem, and inclusive employment practices. However, research remains fragmented, dominated by Western perspectives, and limited in autistic-led contributions.

Conclusions:

This scientometric review shows that autism and employment research have shifted from individual-focused interventions toward more systemic and neurodiversity-informed approaches, yet remain fragmented across disciplines and heavily concentrated in Western contexts. To address these gaps, future research should prioritize organizational-level inquiry (e.g., workplace norms, human resource practices, and evaluation systems), strengthen integration between psychology, organizational studies, and policy research, and expand participatory, autistic-led designs that are attentive to global and cultural diversity.

Community Brief

Why is this an important issue?

Autistic adults face very low employment rates worldwide, with many also underemployed or working in roles that do not match their skills. These barriers create stress, mental health difficulties, and lead to missed opportunities for both autistic people and society. Importantly, these challenges are shaped not only by individual support needs but also by workplace norms, recruitment practices, and organizational structures. Tackling this gap is essential for fairness and inclusion.

What is the purpose of the review?

We wanted to understand how research on autism and employment has changed over time, which approaches have shaped the field, and what important gaps remain. Instead of reviewing individual study results, this review looks at the overall patterns in how this research has been carried out and what topics have received the most attention.

What did the authors do to review the literature?

We analyzed 1279 research papers on autism and employment published between 1982 and 2025 using a large-scale mapping approach known as scientometric analysis. By looking at how studies refer to one another, we identified the main research topics, the most influential work, and how the focus of the field has changed over time.

What studies did the authors find?

The literature has grown rapidly since 2010. Early work focused on teaching individual skills and behavior training, meaning structured programs designed to teach specific work-related behaviors, such as completing tasks or following workplace rules. Later work increasingly recognized social and contextual barriers, including stigma, misunderstanding, and discrimination. More recent research has begun to examine organizational inclusion, workplace norms, and the responsibilities of employers. Most studies come from the United States, the United Kingdom, and Australia, with little representation from other regions. Autistic perspectives are still limited in shaping research priorities.

In summary, what did those studies show?

Overall, the literature shows that improving employment outcomes for autistic adults cannot rely on individual training alone. Supported employment approaches, such as ongoing individual support including job coaching and workplace adjustments, may help autistic adults at work. However, substantial barriers remain, including misaligned workplace expectations, performance evaluation systems, and organizational cultures that have received limited empirical attention.

What are the remaining gaps in the literature?

Key gaps remain. Research is fragmented across disciplines that rarely interact, with limited engagement from fields such as management, human resources, and policy studies. The literature is heavily concentrated in Western countries, and autistic-led and participatory research remains rare.

Based on this review, what do the authors recommend?

Future research should focus on strength-based approaches and include autistic people as equal partners through participatory and autistic-led designs. It should also expand beyond Western countries so that findings reflect a wider range of cultural experiences. At a broader level, research needs to look at how organizations and policies can change, and connect more closely with areas such as management and human resources to support real and lasting inclusion.