Dedicated programs

Seven people have completed the internship to date and they have all taken on full-time jobs either with Bankwest or with BHP in Perth.

"The starting premise for this type of initiative comes from the belief that the most diverse organisations are the most innovative," Mr Weir said.

While Bankwest's intake of people with autism has been relatively modest to date, it joins DXC Technology as one of the few companies to have dedicated programs designed to boost the employment of people on the spectrum.

DXC has hired 80 people with autism into a variety of technology roles as part of its Dandelion Programme and placed them in roles at ANZ Bank, the department of defence, the department of home affairs and the department of human services.

Eric Weber, 24, who participated in the Bankwest internship program last year, will join the bank's graduate development program this year, alongside his brother Luke.

Mr Weber said there weren't enough opportunities out there for people on the autism spectrum.


"Australia's got a poor track record when it comes to providing employment opportunities for people with autism spectrum disorder [ASD]," he said.

"According to the Australian Bureau of Statistics unemployment rate for people with ASD is three times that of people with other disabilities, and six times that of people without a disability."

Inclusive environments

Mr Weir said the discrepancy in the employment figures between people with and without autism was despite the fact that people with autism often outperformed in their roles.

"As you get older that only gets harder [for people with autism], as employers expect experience," he said.

The majority of big businesses are making pushes to improve their diversity, as in 2017 there were still fewer women in top roles of ASX 200 companies than men named John, Peter or David.

But while the bulk of the discussion has been centred on improving gender, ethnic and age diversity, creating inclusive environments and roles tailored to people with disabilities has received far less attention and Mr Weir believed this was part of the problem.

"It's an area that isn't getting enough air time. The focus is so much, and quite rightly, on other areas of diversity and inclusion that being able to accommodate further initiatives could be difficult for some businesses," he said.

"But if you believe that great innovation and success comes from a more diverse and inclusive workforce, then they should be broadening their horizons and perspectives as much as possible."