Why Hiring Adults with Autism Strengthens Your Workforce
16 October 2025
Filed under: Blog, Resources for Employers/ Companies
By: Katie Cappelen, U Can Employ™ Project Manager
Millions of Americans seek meaningful work every day – a place where their skills and potential are recognized. This is true for both neurodiverse and neurotypical individuals. However, adults with autism or intellectual/developmental disabilities (I/DD) face limited opportunities. Only 22% of people with disabilities are employed, and among those with developmental disabilities, just 10% work in competitive, integrated positions (Mushtari & Munoz, 2025).
These numbers reflect a significant gap in workforce potential. Companies that intentionally build autism inclusive workplaces gain a competitive advantage through innovation, loyalty, and purpose-driven growth. Accommodations and inclusive practices – like clear communication, sensory-friendly spaces, flexible work options, and predictable routines – benefit all employees (Neff, 2023). These strategies also ease stress for team members with social anxiety, ADHD, or generalized anxiety while improving overall clarity, morale, and productivity. Supporting one group in thoughtful ways strengthens the workplace for everyone
The Business Case – Why Autism Inclusion Matters
1. Strengths That Drive Innovation : Many adults with autism bring exceptional focus, consistency, and problem-solving skills. Neurodiverse teams have been shown to be 30% more productive than typical teams (Austin & Pisano, 2017). Inclusion of autistic talent not only drives innovation but also strengthens a company’s competitive edge.
2. Loyalty and Retention : Inclusive workplaces foster stronger employee loyalty. For autistic staff, supportive cultures translate into long-term commitment and lower turnover. Personalized employment supports can improve job retention for up to 75% of neurodivergent individuals (Eser, 2025). These gains enhance ROI while building a dedicated, engaged workforce.
3. Improved Culture and Impact : Organizations implementing inclusive practices report measurable benefits: 63% note improved employee well-being, 55% stronger company culture, and 53% better people management (Miller & Thompson, 2025). Yet, only 30% of organizations have fully integrated autism inclusion into corporate strategy (Autistica, 2024).
4. High ROI on Support: Most workplace accommodations for autism inclusion are inexpensive or cost nothing. Accommodations deliver strong returns for employers. As seen through a Job Accommodation Network study, 85% employers report increased employee retention, 52% see higher productivity, and 48% save on costs of training new employees after making accommodations for employees with disabilities (Job Accommodation Network, 2025).
Even small adjustments can boost retention, performance, and overall workplace efficiency improving that autism inclusive practices are not just ethical, but smart business. With proper training and support, performance and retention often exceed expectations, offering clear ROI.
The Reality – Why Employment Gaps Persist
Despite their skills, adults with autism continue to face systemic barriers:
- Low Employment Rates: Biases in hiring and limited understanding of autism contribute to missed opportunities. Many organizations fail to recognize how autistic employees can thrive in roles with the right supports (Mushtari & Munoz, 2025).
- Inaccessible Hiring Practices: Standard interviews and online forms often overlook autistic talent. A typical interview often functions as a “social test” rather than a measure of skills, screening out many autistic individuals. This process can also screen out individuals with social anxiety, ADHD, and anti-social traits.
- Rigid Rules and Practices: Rigid rules and inflexible practices can create significant barriers for autistic employees. Policies that don’t account for individual needs – such as strict office hours, mandatory in-person attendance, or unnecessary requirements like a driver’s license – can prevent talented individuals from succeeding. For example, only 21% of unemployed autistic adults have independent transportation, making inflexible commute requirements a real obstacle (Pfeiffer et al., 2024). By adopting flexible approaches – like remote work options, adjusted schedules, or alternative methods for completing job duties – employers can remove barriers, support autistic employees, and improve workplace outcomes for everyone who benefits from empathy from supervisors.
- Limited Workplace Training: Many supervisors lack training or understanding of autism spectrum disorder, which can lead to miscommunication and preventable turnover. This gap in education can also affect customer satisfaction in front-facing roles. By creating an autism inclusive workplace, your company shows autistic customers and even caregivers that you are welcoming and supportive, fostering positive experiences for all.
- Policy Gaps: Federal and state programs often prioritize compliance over true inclusion, highlighting the need for proactive employer leadership to embed inclusion rather than simply “checking a box.”
Section 3: How Employers Can Bridge the Gap Through Autism Inclusion
- Adopt Strengths-Based Hiring Practices
Replace traditional interviews with work samples, skills-based assessments, video modeling, or job trials. Flexibility allows applicants to demonstrate their skills effectively, benefiting both autistic candidates and others who may struggle with social “tests.” Avoid demanding eye-contact asking back-to-back questions without pause, vague questions like “Where do you see yourself in five years?” and focus on skills relevant to the job rather than social performance. - Understand Job Coaching and Proactively Support Onboarding
Job coaches can help ease transitions, strengthen communication, and set up systems for long-term success. However, autism is a spectrum, and not every individual will require a job coach or the same accommodations. For employees who don’t use a job coach, provide clear contact information and step-by-step onboarding instructions, while keeping an open dialogue to understand and meet each person’s unique needs. - Address Flexibility Needs
All employees benefit from empathy and flexibility from their supervisors, but this is especially important for staff with autism. Flexibility can include providing a quiet space for breaks, offering remote work on certain days, or adjusting job responsibilities to better suit individual needs. For example, limiting the requirement for a driver’s license when it isn’t essential and encouraging open communication about transportation challenges can make a big difference. These accommodations support not only autistic employees but also benefit the entire team, fostering a more inclusive and adaptable workplace. - Train Supervisors and Teams
Ongoing autism inclusion and neurodiversity training help leaders build inclusive cultures and improve retention. Trainings foster conversations about accommodations, encourage mutual support amongst coworkers, and create a workplace where even caregivers of neurodiverse employees feel supported. - Engage with Experts
Collaborate with organizations specializing in autism employment, like U Can Employ™, for guidance and policy support. Companies don’t need to be experts themselves, they need to know where to turn for expertise and how to view the employment landscape through an autistic lens. This human-centered approach transforms recruiting, hiring, onboarding, and retention for all companies.
Conclusion: The Future Workforce Is Increasingly Autistic
The statistics tell a clear story – there’s a vast pool of capable, motivated adults with autism ready to contribute meaningfully to the workforce. By embracing autism inclusion, employers don’t just open doors; they unlock innovation, strengthen culture, and build a workforce that is prepared for the future workforce.
Inclusive hiring isn’t just the right thing to do – it’s the smart thing to do.
About U Can Employ
U Can Employ (UCE), powered by Els for Autism Foundation®, supports companies in becoming autism inclusive employers so they can better recruit, hire, onboard, and retain individuals with autism. Through expert consultancy, site visits, policy reviews, environmental assessments, and tailored training, UCE equips businesses with tools to transform internally and support every employee.
Employers that complete UCE’s services can earn the Autism Inclusive Employer Badge, signaling their commitment to inclusion and workforce innovation. When you work with U Can Employ™, you’re not just learning, you’re leading. Our Autism Inclusive Employer Badge celebrates companies taking real action to build more accessible workplaces.
What It Means to Earn the Autism-Inclusive Employer Badge
- By earning your badge, your organization demonstrates:
- Commitment to Inclusion: A proven dedication to building a workplace where autistic employees are supported and valued.
- Engagement with U Can Employ Services: Completion of UCE consulting, training, or assessment services that strengthen autism inclusion practices.
- Inclusive Hiring & Retention Efforts: Implementation of strategies that expand opportunities and remove barriers for autistic talent.
- Policy & Environment Review: Willingness to evaluate and improve workplace policies, communication, and environments for accessibility.
- Ongoing Growth: A continued partnership with UCE to sustain and expand inclusion efforts over time.
- Public Recognition: Authorization to display the official Autism Inclusive Employer Badge on your website, social media, and physical location for that calendar year.
Learn more at ucanemploy.com or contact our team at ucanemploy@elsforautism.org to start building your autism inclusive workforce today.
References
Austin, R. D., & Pisano, G. P. (2017, May 18). Neurodiversity as a competitive advantage. Harvard Business Review. https://hbr.org/2017/05/neurodiversity-as-a-competitive-advantage
Autistica. (2024, December 04). The first NDEI® Market Report. https://www.autistica.org.uk/news/ndei-market-report-2024
Eser, A. (2025, May 30). Zipdo Education Report 2025 : Neurodiversity Statistics . Zipdo. https://zipdo.co/neurodiversity-statistics/?utm_source
Job Accommodation Network. (2025, September 17). Low Cost, High Impact. https://askjan.org/topics/costs.cfm
Miller, J., & Thompson, E. (2024, March 21). Embracing neurodiversity: why employers should prioritise including people who think differently. People Management . https://www.peoplemanagement.co.uk/article/1866078/embracing-neurodiversity-why-employers-prioritise-including-people-think-differently
Mushtari, A., & Munoz, J. (2025, September 15). Broadening Employment Opportunities for Adults with Autism and/or Intellectual/Developmental Disabilities (I/DD): A Call to Action. Autism Spectrum News. Broadening Employment Opportunities for Adults with Autism and/or Intellectual/Developmental Disabilities (I/DD): A Call to Action. https://autismspectrumnews.org/broadening-employment-opportunities-for-adults-with-autism-and-or-intellectual-developmental-disabilities-i-dd-a-call-to-action/
Neff, M., (2023, April 18). Autism In The Workplace: How To Be Autism-Affirming. Neurodivergent Insights. https://neurodivergentinsights.com/autism-in-the-workplace/?srsltid=AfmBOoq6pqikca-TEzpIuvT-sDmQPtlIN6K3w7qfduVP_YvNA9v8bkGZ
Pfeiffer, B., Song, W., Davidson, A., Salzer, M., Feeley, C., & Shea, L. (2024). Transportation use and barriers for employed and unemployed autistic adults. Autism in Adulthood: Challenges and Management, 6(2), 241–246. https://doi.org/10.1089/aut.2022.0069
U Can Employ / Els for Autism Foundation®. (2025).https://ucanemploy.org