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Workforce Stewardship: Golf’s Next Competitive Edge


26 February 2026
Filed under: Blog

Earlier this year, U Can Employ™ Project Manager Katie Cappelen was invited to contribute the following article to the National Golf Course Owners Association after industry-wide conversations at the Golf Business Conference focused on workforce instability, staffing burnout, and long-term operational sustainability. Because U Can Employ™ – powered by Els for Autism® and co-founded by World Golf Hall of Famer Ernie Els – was designed specifically to address workforce challenges through autism inclusive employment strategies, this article explores what inclusion looks like in practice within the golf sector and why it is increasingly being recognized as a competitive advantage.

While the piece speaks directly to golf leaders, the workforce challenges discussed are not unique to one industry. Across hospitality, recreation, retail, and other service-based businesses, employers are seeking more stable, values-driven staffing solutions. Autism inclusion offers both a practical workforce strategy and a meaningful extension of community leadership. These are two priorities that sit at the core of U Can Employ and the Employment Services Department at Els for Autism.

U Can Employ partners with companies nationwide and internationally to design and implement sustainable autism inclusive workforce strategies tailored to their operational needs.

To learn more about becoming an autism inclusive employer, contact UCE Project Manager Katie Cappelen at katie.cappelen@elsforautism.org.

For organizations in Palm Beach or Martin Counties interested in employing an individual with autism locally, please contact Manager of Employment Services Loden Coleman at loden.coleman@elsforautism.org.

Autism Inclusive Hiring for the Golf Industry:

Autism spectrum disorder (ASD) is a developmental disability characterized by challenges in social communication and interaction, along with restricted interests or repetitive patterns of behavior. According to the Centers for Disease Control and Prevention’s most recent surveillance report, approximately 1 in 31 eight-year-old children in the United States has been identified with ASD (CDC, 2025). This data highlights the reality that prevalence rates continue to rise. As this trend persists, customer bases, workforces, and membership communities are also becoming increasingly autistic.

For facilities that are full, but still stretched for labor and consistency, autism inclusion could be a practical solution. Autism inclusive hiring strengthens domestic workforce stability, helping clubs build resilience amid seasonal and visa-related labor fluctuations. Many autistic adults excel in roles that rely on routine, precision, consistency, and focused task execution – traits that align seamlessly with responsibilities in pro shops, cart fleets, merchandising, facilities upkeep, and other operational areas that often suffer from staffing gaps. By embracing inclusive hiring practices, clubs gain access to a reliable workforce whose strengths directly counter the volatility the industry is experiencing.

Beyond hiring, autism inclusion also reduces the managerial burnout that has become widespread across facilities. The communication practices that support autistic employees (clear expectations, structured workflows, predictable procedures, and straightforward messaging) typically benefit all employees, not just neurodivergent ones. Managers who implement these strategies often find themselves navigating fewer misunderstandings, handling less interpersonal tension, and spending far less time retraining new staff or putting out operational “fires.” As daily processes become more streamlined and predictable, managers regain the bandwidth needed to focus on the aspects of club leadership that actually drive member satisfaction and revenue, rather than being bogged down by constant staffing crises.

Autism inclusion also enhances customer experience at a moment when the industry must evolve to meet the expectations of a changing golfer demographic. With most clubs already operating at peak utilization, future growth depends on improving service efficiency and consistency rather than increasing volume. Autistic employees often bring exceptional strengths to guest-facing and operational roles, including attention to detail, friendly and personalized interactions, strong mental memory, and focus on accuracy. These qualities translate directly into smoother check-ins, well-maintained equipment, and an overall more consistent and pleasant experience for members and guests. As the golfing population becomes younger, more diverse, and more socially conscious, they are gravitating toward businesses that demonstrate meaningful commitments to inclusion and community values (Kallin, 2025). Autism inclusive workplaces resonate strongly with these priorities, helping clubs stand out in a competitive market where loyalty is increasingly difficult to maintain.

More broadly, autism inclusion aligns naturally with the industry’s ongoing shift toward stewardship and community engagement. Golf leaders are working to evolve the public perception of clubs – from exclusive enclaves to community assets grounded in responsibility and sustainability. As mentioned at GBC 2026, owners have already shown a willingness to adopt environmentally conscious practices when framed as stewardship, and neuroinclusion represents a parallel opportunity for human-centered stewardship. By foregrounding autism inclusion as part of a club’s identity and values, facilities reinforce their commitment to forward-thinking leadership, social responsibility, and long-term sustainability. In doing so, they not only strengthen their workforce and elevate customer experience but also position themselves as the kind of modern, community-minded organizations that the future of the sport depends on.

Autism Inclusion as a Business Strategy: Key Takeaways for Golf

1. Autism inclusive hiring offers a stable, domestic workforce solution at a time when the industry is struggling with seasonal staffing volatility, no-shows, and the unpredictability of the H2B lottery. Autistic employees often thrive in roles that require routine, consistency, accuracy, and structure – precisely the areas where many clubs experience the greatest operational gaps.

2. Inclusive communication practices reduce managerial burnout and improve overall team performance. The clarity, structure, and predictability that support autistic employees lead to smoother operations for everyone. Managers regain capacity as misunderstandings decrease, turnover drops, and daily processes become more efficient.

3. Autism inclusion enhances customer satisfaction and strengthens member loyalty by improving the reliability and quality of the service experience. As golf’s customer base becomes younger, more diverse, and more socially conscious, inclusive practices align directly with the values that influence purchasing, loyalty, and brand perception.

4. Positioning autism inclusion as an act of social stewardship aligns with the industry’s evolving identity. Just as golf facilities have embraced environmental sustainability, neuroinclusivity allows clubs to demonstrate leadership, community commitment, and long-term vision. These are all qualities that modern golfers increasingly expect from the courses they choose to support.

Case Study: Autism Inclusion at Arcis Golf

As the industry increasingly recognizes the operational and cultural value of autism inclusion, it becomes equally important to highlight what this looks like in practice – not just in principle. One of the strongest examples comes from within the golf industry itself. Arcis Golf, one of the largest operators in the United States and an NGCOA member, has demonstrated how intentional education, communication, and inclusive hiring can take shape across a major portfolio. Their work with UCE and Els for Autism at The Club at Weston Hills reflects a leadership team willing to invest in internal training, create meaningful employment opportunities for autistic adults, and strengthen support for individuals and families affected by autism at their facilities. Beyond on-property inclusion, Arcis has deepened its commitment through multi-year advocacy efforts, including national “Round Up” campaigns that have raised nearly one million dollars over six years. These operational and philanthropic initiatives form a blueprint for the industry, which provides evidence that autism inclusion is not only achievable, but replicable, scalable, and beneficial across public, private, and municipal settings.

Next Steps: How Industry Leaders Can Get Ahead of the Curve

As more facilities recognize the operational and cultural advantages of autism inclusion, the next step is moving from awareness to action. The clubs that position themselves as early adopters will be the ones that benefit most. This will be seen through steadier staffing, stronger customer satisfaction, and a reputation that resonates with today’s values-driven golfers. Fortunately, you don’t have to build this foundation alone.

U Can Employ (UCE), powered by Els for Autism and co-founded by World Golf Hall of Famer Ernie Els, offers golf organizations a clear, practical path to get started. Through specialized training, consultancy, on-site assessments, and tailored hiring support, UCE helps clubs build repeatable systems that make inclusion both achievable and sustainable. The model is designed and tailored specifically to each business, so they can begin seeing impact quickly and with confidence.

For leaders looking to replicate the kind of success demonstrated by Arcis Golf, the next steps are simple: seek out education that demystifies autism in the workplace, audit your current communication and workflow systems, and implement hiring practices that welcome neurodivergent talent rather than unintentionally filtering it out. By partnering with UCE and Els for Autism, clubs gain access to experts who understand both sides of the equation – golf operations and autism best practices – and who can guide teams through meaningful, practical improvements.

The industry is evolving, and those who begin this work now will ultimately set the standard. Autism inclusion is not only a workforce solution; it’s an opportunity to lead with purpose, modernize your culture, and align with the expectations of the next generation of golfers.

To learn more visit U Can Employ and Els for Autism or contact me at katie.cappelen@elsforautism.org.

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