How It Works



How It Works

U Can Employ™ (UCE) equips companies with the essential tools and strategies for embedding autism inclusion into the company’s fabric. We will lead you through our roadmap, ensuring that your business can successfully recruit, hire, onboard, support, and retain autistic employees —strengthening workplace culture and delivering measurable return on investment.

As a member, you gain access to our comprehensive U Can Employ Roadmap, weekly virtual consultancy, access to SHRM-approved eCourses, supplemental courses through the Autism Society of America, site visits to your location of choice, and a detailed HR document review, ensuring you have the resources to sustain progress long after your membership ends.

For companies looking to start on a smaller scale, we also offer one-time services such as single site-visits, hourly consultations, HR document reviews, professional development sessions, and customized trainings. Whether you’re launching a pilot or scaling an inclusion initiative, our services are designed to increase retention, reduce turnover, and prepare your workforce for the current and future employment landscape

See Membership Plans below for more details.








How to Become an Autism Inclusive Employer: A Roadmap

Through our suite of tools, we guide you through a roadmap for employer to utilize. Here’s a preview of the steps that we focus on:

Roadmap

Step 1:

Advantages of Hiring Employees With Autism

Learn how your business can access tax benefits, increase retention rates, and create the inclusive culture and measurable environmental, social, and governance (ESG) framework that today’s buyers and potential employees expect.

Step 2:

Understanding Autism

Some 5.4 million adults in America have autism. We can help you learn more about the characteristics of autism and prepare you to interact more efficiently with employees with autism.

Step 3:

Plan for Inclusivity

We will ensure that you are ready to match employees to the right position and, when necessary, carve out roles that will utilize the strengths of employees with autism.

Step 4:

Understanding Workplace Accommodations

Workplace accommodations are typically low-cost and positively impact the entire workplace. We help you identify which accommodations are needed and understand tax deduction or rebate programs available.

Step 5:

Best Practices — Recruiting

We show you where and how to appeal to candidates with autism and connect you with key players in the autism community, including the global Els for Autism®️ Foundation.

Step 6:

Best Practices — Interviewing

Our interview strategies help you create a structured interaction that provides innovative ways for candidates to demonstrate skills so that you can more accurately gauge each candidate’s fit.

Step 7:

Best Practices — Onboarding

Comprehensive and well-planned onboarding is a key factor in ensuring a successful transition for your newly hired team members. Our Employer Toolkit makes it easier for you to set up your new employees for success.

Step 8:

Best Practices — Retaining

Our Employer Toolkit and expert consultants give you specific steps and tools for retaining employees with autism. These tools include visual schedules, task analysis, and mentoring. We will also help ensure that you are ready to promote and mentor employees with autism.

Membership Plans

Digital Resources

FREE!

Quarterly newsletters with expert tips and success stories

Links to additional resources

Monthly Virtual Networking Sessions with other companies working towards becoming more autism inclusive


Get Started
Introductory

$99 a month
30-days (one-time fee)

Access to the 5-Part Employer Training Series of eCourses for a 30-day period

Article archives and newsletter with expert tips and strategies

Initial access to employer toolkit with downloadable supports for employers

Monthly Virtual Networking Sessions with other companies working towards becoming more autism inclusive


Get Started
Standard

$79 a month (annual commitment)

Access to the full eCourse library and supplemental courses from the Autism Society of America for a calendar year

Full access to employer toolkit with downloadable supports and resources for employers

2 monthly text / email sessions with a UCE Consultant

4 online one-on-one sessions and 2 online group networking sessions with a UCE Consultant and fellow members per year

A la carte services available at a discounted rate

Monthly Virtual Networking Sessions with other companies working towards becoming more autism inclusive.


Get Started
Elite

Contact us for a customized program design and pricing

Services may include but are not limited to:

All services and resources of previous tiers

Access to the UCE Manual and Roadmap

Access to the full eCourse library and supplemental courses from the Autism Society of America for a calendar year

Review of your company’s HR policies and practices

In-person visits by a UCE Consultant

Virtual weekly meetings with one of our experienced UCE consultants

In-person or virtual trainings for your staff and managers

Monthly Virtual Networking Sessions with other companies working towards becoming more autism inclusive


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Not sure which plan best meets your needs? We can help.

A La Carte Service Options

Not ready for a membership? We have options for businesses looking for a la carte services. Whether a company is looking for a one-time training, a site visit, or help updating internal policies, our services allow them to choose the specific support they need without a long-term commitment. This approach makes it easier for each company to engage with our mission and take meaningful steps towards autism inclusion. We can cater any service to your company and can create a new service to help you in your specific needs. Some a la carte options that we offer include:

  • Autism Inclusion Training Sessions

    Interactive, customized workshops designed to educate and empower your organization at every level—from executives to entry-level staff. Formats can include an hour professional development training, half-day or full-day workshops, multi-sessional learnings, etc. These can be catered to a unique department (employee resource groups, leadership teams, human resources team members, or mentorship groups).

    Why does it matters? Most companies want to “do better” with inclusion—but internal teams often don’t have the lived experience or specialized training to build effective autism-informed strategies.

  • Autism & Employment Consultation Sessions

    Personalized coaching sessions that equip companies with the tools to support autistic employees with confidence, clarity, and care. Bringing in outside autism experts provides fresh perspective, insights rooted in lived experience through working with adults with autism, credibility and accountability in your inclusion goals, troubleshooting for solutions for current staff, real-world strategies beyond textbook theory, comfort and validation for autistic employees who may feel unseen.

    Why does it matter? even the most well-intentioned managers can struggle to support autistic employees without proper tools. Traditional leadership advice often emphasizes "soft skills" or interpersonal savvy that may not apply equally across disabilities. A single conversation can either alienate or empower an autistic employee. Consultation gives your managers and staff the ability to choose the latter—consistently.

  • Company Document Review

    Our autism experts will help reframe your human resources documents to be inclusive, transparent, and accessible. We help reframe your materials to prioritize skills, clarity, and inclusion—so your best candidates and employees aren’t left out due to outdated standards. Materials can include annual performance review templates, interview forms and questions, job descriptions, accommodation requests and processes, employee handbooks, onboarding documents, etc.

    Why does it matter? Many of these documents were created without autistic experiences in mind. Traditional performance reviews often place a heavy focus on social traits (like eye contact, small talk, or group participation) that can unfairly disadvantage autistic individuals—even when their work performance is exceptional. Similarly, interview questions that rely on abstract thinking or cultural “fit” can rule out candidates who are highly qualified but process or communicate differently.

  • Workplace Environmental & Autism Inclusivity Review

    We evaluate your workplace (onsite or virtual) to identify potential sensory and physical barriers for employees with autism, offering practical recommendations for improvement. Included elements are sensory reviews and accessibility and wayfinding audits. A staff training can also occur during this review. All suggestions can be written into a report for your company's future use.

    Why does it matter? Many autistic employees experience sensory sensitivities that impact focus, comfort, and retention. A simple lighting fix or sound-buffering strategy can make a huge difference in creating an inclusive space. An external review from an autism expert may also reveal easy solutions to workplace inclusion for all employees. See below for an example of an environmental assessment.

  • Autism Inclusive Toolkit Creation

    Custom-built, practical tools designed to support autistic employees and help your team implement inclusive practices with confidence—day to day, not just during trainings. These can be customized per role, employee, and task. The toolkit can include visual schedules, task breakdowns, "how to support me" profiles, communication preference cards, social scrips for workplace scenarios, workplace maps, accommodation menus, etc.

    Why does it matter? Inclusive workplaces aren’t built from policy alone—they’re built from day-to-day tools that help everyone navigate work successfully. For autistic employees, these resources can reduce ambiguity and anxiety, encourage independence and proactivity, prevent miscommunication before it happens, and offer dignity and agency in how support is provided. When inclusion is practical, it becomes sustainable.


Contact us at ucanemploy@elsforautism.org for more menu items and to discuss the right option for your company. For a quote or call to discuss further, please contact the UCE Project Manager at katie.cappelen@elsforautism.org.



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Service Highlight: Environmental Assessment of Your Workplace

Creating an inclusive workspace for employees with autism is crucial for fostering inclusivity, enhancing productivity, and promoting employee well-being for all employees at your business. Environmental assessments play a vital role in identifying and addressing potential sensory challenges that autistic individuals may face in the workplace. By evaluating factors such as lighting, noise levels, workspace layout, and communication methods, businesses can make informed adjustments to create a more accommodating environment for employees with and without autism. Our expert UCE consultants specialize in conducting comprehensive environmental assessments and site visits tailored to your organization's needs. We work closely with you to identify areas for improvement and implement effective strategies that support autistic employees, ultimately leading to a more inclusive work environment for all.

Let our team help you transform your workplace into an autism inclusive space that empowers autistic adults to thrive and contribute their unique talents to your organization's success. Click here to contact the UCE team.



  Lights
Autistic employees may be unusually sensitive to bight lights or fluorescent lights due to sensory processing differences.
Potential solutions include: natural lighting, alternative lighting, desk lamps, anti-glare filters, transparent window shades, and LED filters.
  Noise
Employees with autism may struggle to tolerate loud noises or may be distracted by certain sounds.
Potential solutions include: cubical doors, fans, flexible scheduling or remote work, noise-cancelling headphones, quiet areas, room dividers, and sound machines.
  Smell
Strong or unpleasant scents can overwhelm sensory systems and make it harder to focus on work.

Potential solutions include: air cleaning systems, air diffusers, air purifiers, chemical sensitive cleaning products, low odor paints, and face masks. An individual with autism may also request to be further away from areas with higher smells, including staff lounges or kitchens.
  Visual Schedule
Many people with autism are highly visual and absorb information well when it is presented through visual supports. A visual support is the use of a picture or other visual item designed to communicate with an individual who struggles to understand or use language. Visual supports help create structure and expectation, reduces anxiety, increases independence, and reduces the need for ongoing instruction.

Below is an example of a visual schedule used by an autistic adult working for the Big Easy™ Café at the Els for Autism Foundation®

  Visual Menu
A visual menu is a tool that uses pictures, icons, and simple graphics to represent food options, making it easier for individuals with disabilities, especially those with autism, to navigate restaurant menus. By replacing complex text with clear, visual representations, it helps reduce stress, confusion, and sensory overload for individuals who find visual information easier to process than written text. This simple tool enables people with autism to make independent, confident choices and fosters a more inclusive, accessible dining experience for all guests.
  Task Analysis
For some autistic employees, it can be helpful to break down a skill or task into smaller, sequential steps that can be taught and reinforced. These improve comprehension by simplifying complex or multi-step tasks, reduces the need for ongoing instruction and support, and reduces anxiety and increases independence.

Below is an example of a task analysis that can be used in the food industry to help employees measure out the ingredients for smoothies. This helps ensure that your business is catering to the needs of autistic individuals and can help support staff that may need to use it as a resource, as well.

  Accessible Seating
Accessible seating refers to designated areas in a restaurant or workplace that are specifically designed to accommodate individuals who use wheelchairs or have other mobility challenges. These seats are strategically placed in easily accessible locations and comply with ADA (Americans with Disabilities Act) guidelines, ensuring there is enough space for wheelchair users to sit comfortably and maneuver through the restaurant. Accessible seating typically includes wider aisles, tables with enough clearance for wheelchairs, and adjustable seating options.

By offering these accommodations, restaurants create an inclusive and welcoming environment, allowing all guests—regardless of their mobility needs—to enjoy a comfortable and dignified dining experience. This commitment to accessibility promotes equal access to services and ensures that everyone can fully participate in the dining experience without barriers.
  Color Choices
The colors used in a workspace can significantly impact mood, focus, and overall well-being—especially for individuals with autism. Certain colors can create a calming and structured environment, while others may cause sensory overload or anxiety. Soft, muted tones like blues, greens, and earth tones are often ideal for promoting relaxation and concentration, whereas overly bright or highly contrasting colors may be overwhelming.

Thoughtful color selection can enhance productivity, reduce stress, and create a more inclusive and supportive workspace for autistic and neurotypical individuals.


If you are near The Els Center of Excellence® in Jupiter, Florida, please visit us for breakfast or lunch at the Big Easy™ Cafe by Ernie Els (pictured above)! The Big Easy Cafe and Els for Autism are official autism inclusive employers that conducted an environmental assessment with a UCE Consultant. To learn more about the Big Easy Cafe and to view their menu, visit Big Easy Cafe - Els for Autism.