How to Hire Your First Autistic Employees

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Autism at work is a hiring program designed to include autistic people in the workplace (it’s much needed since there are almost no jobs for people with autism and Aspergers). Companies like SAP, Microsoft, E&Y and more already hire autistic adults and adults with Aspergers. This complete guide shares their experiences, learnings, and insights. But while we can see evidence from huge corporations who successfully launched this program, I believe there can be a leaner version of that program, that fits smaller companies, startups, and SMBs who want to hire neurodivergent employees. Actually, I think there is probably a better chance that involving neurodivergents in smaller companies is easier (although the lack of resources) since the company is more flexible and it’s easier to raise awareness for autism. I hope the following guide, which is based on the above complete guide (but not endorsed by) + other resources on the Spectroomz blog (like to autistic-friendly employer meter) will help you do that.
1. Sell (and be sold on) the idea of hiring autistic people to your team and decision-makers. Here’re the benefits of hiring autistic people (ROI):

• Autistic people possess many desired skills, but generally have excellent tech orientation, which makes them a great talent for tech companies. There is an increasingly huge need for such employees (see HBR).
• Highly retained employees (to SAP 1% increase in general employee retention worth US$ 50M/year).
• Tens of thousands of $ worth of tax benefits.
• It adds to the general diversity of the company, which according to scholars and researches contributes to the ability to meet customer needs, creativity, innovation, and the accessibility of products.
• It enhances the company’s brand as an inclusive employer, and therefore attracts top talents. Anyone wants to work in an inclusive workplace that is open to everyone.
• Managers of autistic people become better managers to their neurotypical employees as well. They are more inclusive, give better feedback and set clear expectations.
• Existing autistic employees (who kept it confidential so far) will be happier (as indicated by Microsoft). According to a survey by StackOverflow, 2.6% of the programmers indicated they are autistic.
• Many scholars identify autistic people as trustworthy, innovative, attentive to details, analytical thinkers, productive, reliable and more. Many of them become masters of their trade and therefore are immune to boredom.
• Now, go and search for these keywords in your current job listings and see for yourself you are already looking for such candidates.
• With 500,000 teens entering adulthood in the upcoming 10 years (in the US), and with direct and indirect annual costs of US$ 236 Billion to the American taxpayer, hiring autistic people and providing them with the professional fulfillment is both socially and economically right.
• Being more diverse means getting more diverse customers = more income.

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