Abstract
Drawing on a socio-relational approach to disability, the career experiences of eleven autistic employees and thirteen line managers are explored, using semi-structured interviews and questionnaires conducted within the qualitative paradigm. Findings indicate that ableist HRD practices, social constructions of skill and disability made by decision makers and managers represent socio-cultural impositions which shape career experiences for autistic people. This paper extends knowledge about the career challenges facing neurodivergent people which appear in promotion processes and leadership development programmes. Career development experiences are also shaped by the views and approach to inclusivity on the part of line managers. It also shows that autistic employees have doubts about their skills and are unsure about career progression towards a management role. The paper calls for greater knowledge and understanding of the ways in which neurodivergent employees can contribute, by advancing leadership development experiences and career progression practices which serve this population better.