> I've heard it so many times about people interviewing others, as "(s)he is smart, passed all test, but weird, I don't like to work with her/him". At this point, it is systemic discrimination.
No, that's a misnomer. Systematic discrimination implies the system itself codifies this behaviour - but instead, what is codified is _team fit_, which is often based heavily on intuition. Humans are capable of being good judges of interpersonal compatibility, and the best interviewers employ an appropriate amount of intuition in the process because only a limited interaction is possible and every bit of information available deserves to have some chance of being factored into the assessment.
Let's face it: for neurotypical people, a lot of autists are very hard to get along with. Their behaviour is not always predictable in the way that we need behaviour to be in a workplace; and when more pronounced, their specific needs are not something that we want to have to address in our coworkers.
It's good that small companies are often able to accomodate folks like yourself, but expecting big companies that more often than not are looking for cookiecutter, commodity employees that will fit the HR process lifecycle. If you need more input and aren't demonstrably going to produce more output than the average worker, from their perspective you're not the best choice to hire, period.
Of course, I'm sure you'll find plenty of people who vehemently disagree with me, claim that it is in fact systemic discrimination to want something like "team cohesion", and will make you a protected class soon enough.