Modernizing your cultural infrastructure through autism inclusion CULTURE & PEOPLE

By Erin Brooker Lozott, Ed.D., BCBA-D, CCC-SLP, Program Director, Els for Autism & Marlene Sotelo, Ed.D., BCBA-D, MT-BC, Executive Director, Els for Autism Inclusive workplace practices are not just a social good. They’re a strategic business advantage that enhances resilience and performance across the organization.

For many in the tech world, the word “modernization” and the benefits it delivers apply exclusively to IT infrastructure. Yet there is another vast infrastructure within every enterprise that is also essential to its future readiness and equally worthy of assessment, investment and innovation: its culture.

Just as connected, silo-free data running on state-of-the-art platforms and hardware enables better decision making and outcomes, a workplace culture built on current evidence-based employee experience and engagement practices leads to happy, engaged, high-performing employees who fuel business growth and innovation. Among the most overlooked, yet high yielding of these practices is autism inclusiveness. Autism inclusion encompasses a holistic approach that prioritizes human capital and creates a more equitable and productive environment for all employees.

Autism spectrum disorder, often referred to as autism, is a complex developmental brain disorder that is often diagnosed in early childhood. Autism is a spectrum because there is a wide variation in the type and severity of symptoms that individuals with autism may experience impacting social skills, communication abilities and behavior across the lifespan.

With more than 5.4 million autistic adults in the U.S. alone¹, it is safe to say that autism is present within most organizations and a significant part of the talent pool companies recruit and hire from. With the 317% increase in autism since 2000² and more than 70,000 individuals with autism entering adulthood each year³, the autistic community has the potential to play a significant role in the current and future workforce.

This demographic shift presents an untapped opportunity for businesses to foster innovation, creativity and productivity by embracing autistic employees in the workplace. Yet, according to the U.S. Bureau of Labor Statistics⁴, only one in five individuals with disabilities are employed, highlighting a crisis in unemployment for those individuals and missed opportunities for companies and the overall economy.

¹Dietz, P. M., Rose, C. E., McArthur, D., & Maenner, M. (2020). National and State Estimates of Adults with Autism Spectrum Disorder. Journal of autism and developmental disorders, 50(12), 4258–4266.

²U.S. Centers for Disease Control and Prevention. (2024). Data and Statistics on Autism Spectrum Disorder.

³Roux, A. M., Miller, K. K., Tao, S., Rast, J. E., Ventimiglia, J., Shattuck, P. T., & Shea, L. L. (2023). Unrealized Cross-System Opportunities to Improve Employment and Employment-Related Services Among Autistic Individuals. The Milbank quarterly, 101(4), 1223–1279.

⁴U.S. Bureau of Labor Statistics. (2023, March 5). Employment–population ratio for people with a disability increases to 21.3 percent in 2022. The Economics Daily.

The unique value of autistic employees

Autistic individuals possess a unique blend of skills and perspectives that can significantly benefit any organization, including strengths in analytic and technical skills like attention to detail, pattern recognition and logical reasoning. These strengths are invaluable in fields like software development, data analysis, cybersecurity and engineering.

An autistic individual’s ability to demonstrate exceptional focus and dedication to their work often leads to high levels of productivity, a strong work ethic, and can lead to a unique perspective, prioritizing facts and logic over social and emotional components in decision making. While some may interpret this type of thinking and focus as a limitation, it can also be a significant asset. Intense focus and attention to detail help individuals with autism identify patterns and nuances that others might miss, which in turn can drive breakthrough innovations and improve operational efficiency across industries.

With more than 5.4 million autistic adults in the U.S. alone, it is safe to say that autism is present within most organizations, and a significant part of the talent pool companies recruit and hire from.

One example of this is illustrated by an employee with autism working in the accounting department of a non-profit company. As part of their role, the employee was responsible for reviewing and logging past and current bills. In reviewing the company’s water bills, the employee noticed a hidden tax in each one that should not have been included due to the company’s non-profit status. By bringing this finding to the supervisor and ultimately to the CFO, the company was able to contact the water company and get a refund exceeding $20k. This real-life story highlights the positive impact autism inclusiveness can have on employee experiences and business outcomes.

Honesty and direct communication styles are also often seen in autism which are critical for high power teams and success in all aspects of life. When these are embedded into a workplace culture, companies can foster transparency and build trust within teams, leading to more efficient and productive collaborations.

Creating an autism inclusive workplace requires a multi-faceted approach that goes beyond simply recruiting and hiring autistic individuals. It necessitates a fundamental shift in organizational culture, including the following guiding principles and best practices:

Transparency and open communication: Ensuring transparency and open communication, which encourages employees to discuss their needs and preferences without fear of judgment or stigma.
Flexible work arrangements: Implementing flexible work arrangements, such as remote or hybrid work options, to improve the work experience for autistic employees and support mental health and wellbeing of all employees.
Clear and concise communication: Providing clear and concise communication, which is essential for all employees, but it is particularly important for autistic individuals who may have challenges in understanding messages with ambiguity or abstract/figurative language.
Autism sensitivity training: Offering autism sensitivity training to all employees to increase understanding, again reduce stigmas and promote a more inclusive and supportive environment.
Mentorship: Creating an infrastructure for mentorship and support by pairing autistic employees with mentors to provide coaching and guidance on the job and maintain accessibility in the workplace.
Reasonable accommodations: Providing reasonable accommodations such as quiet workspaces, adjusting lighting and noise levels, restructuring job duties and adapting styles of supervision to support employees with autism is crucial. Further, while technology is a valuable tool for all, it can also serve as a significant accommodation for individuals with autism. Technology, including AI, can help level the playing field, ensuring that each employee has the support and resources needed to succeed in their role.

By actively recruiting, hiring, supporting, and retaining autistic employees, organizations gain access to an untapped and diverse talent pool with unique strengths that can significantly contribute to their success.

The role of technology

Technology plays a crucial role in creating a more inclusive and accessible workplace for all individuals, but especially those with autism. Assistive technologies, such as screen readers, text-to-speech software, and noise-canceling headphones, can help autistic employees overcome communication and sensory challenges. Project management software can also support workplace success by providing the infrastructure for organizing tasks, tracking progress, and meeting deadlines.

Communication tools, such as Slack and Microsoft Teams, are effective in supporting asynchronous communication and offering a platform for connecting and collaborating effectively while minimizing in vivo and high demand social interactions.

Just as it has demonstrated its value across industries such as healthcare, finance and education in recent years, AI is now emerging as a valuable tool in supporting autistic and other neurodiverse individuals. AI tools, such as speech recognition and predictive text embedded in speech generating or augmentative and alternative communication (AAC) devices, can be particularly helpful for

individuals who cannot rely on spoken language alone to meet all their daily communication needs. Emerging AI trends supporting individuals with autism and other neurodiverse needs include advancements in natural language processing (NLP) and machine learning, which expand the use of AI to assist with various work tasks, such as writing emails, generating reports and conducting research, all significant for success in employment.

⁵Orbegozo, R., & Girvin, N. (N.D.). 5 AI Tools to Enhance Neurodiverse Learning and Inclusion in the Workplace. GP Strategies.

A few examples of AI tools that can enhance the learning of individuals with autism or those who identify as neurodiverse and ensure accessibility and inclusivity for all employees include⁵:

While AI can improve the likelihood of success for all employees, precision AI, like precision medicine designed to match each individual patient’s needs, should be developed for autism to provide individualized supports and better outcomes. With that in mind, AI creators must also consider the ethics and safety concerns that come with new technologies and embed safety features to address potential misuse.

Individuals with autism may have difficulty understanding how AI technologies curate and generate data and may struggle to identify inaccurate or misleading information

This lack of transparency and understanding can make it hard to validate, cite and ultimately trust the information generated, furthering increasing the vulnerability of an autistic or neurodiverse individual. Additionally, safeguarding the privacy and security of sensitive data belonging to autistic or neurodiverse individuals is essential to safe use of AI in the workplace. Companies can ensure they are considering ethics and safety when using AI by adhering to the 10 guiding principles of the UNESCO Recommendation on the Ethics of Artificial Intelligence.⁶

When AI and autism are combined, the power of different or neurodiverse minds are unleashed leading to new and exciting innovations. Companies are now in a place where they can strategically redesign roles based on the potential impact of AI to help build a better workforce for years to come.

⁶UNESCO. (N.D.). Recommendation on the Ethics of Artificial Intelligence.

Gen Z and Millennials, who make up nearly half of the U.S. workforce, expect companies to build inclusive cultures. This affects their career and spending decisions more than it did for any previous generation.

The universal benefits of an autism inclusive culture

The benefits of an autism inclusive workplace extend far beyond the contributions of autistic employees. An inclusive culture fosters a sense of belonging for all employees, leading to increased job satisfaction and reduced turnover. It also underscores diversity which provides a workforce with a wide range of perspectives and experiences more likely to generate creative and innovative solutions.

Companies that prioritize inclusion and diversity are seen as more attractive employers, engaging top talent from a wider pool of candidates. Gen Z and Millennials, who make up nearly half of the U.S. workforce, expect companies to build inclusive cultures. This affects their career and spending decisions more than it did for any previous generation.^{7, 8}

A recent Boston Consulting Group (BCG) survey of 28,000 employees across 16 countries found that nearly 25% have a disability or health condition affecting their daily life.⁹ However, most companies report that only 4 to 7% of their workforce identify as having a disability. This significant discrepancy highlights a critical issue for organizations aiming for diversity, equity, inclusion and employee well-being. Employees with disabilities are significantly more likely to disclose their conditions to employers in companies that prioritize accessibility and support. Over 80% of employees with disabilities in such companies disclose their conditions, compared to only 67% in companies with low levels of investment in accessibility. When employees feel comfortable and supported, they are more likely to be productive and efficient.

⁷Deloitte. (2023). Deloitte’s 2023 Gen Z and Millennial Survey reveals workplace progress despite new setbacks. ⁸O’Boyle, E. (2021). 4 Things Gen Z and Millennials Expect From Their Workplace. Gallup Workplace. ⁹Boston Consulting Group (2024). Many CEOs May Not Realize They’re Underdelivering on Disability Inclusion.

Taking action on inclusion

The process of building an autism inclusive workplace begins with assessing your company’s current culture and identifying areas for improvement in terms of accessibility, diversity and inclusivity.

Throughout the assessment process, companies can identify open positions matching the unique strengths of individuals with autism and accommodations that would not only help individuals with autism but benefit all employees. Equipping managers with inclusive leadership skills, including the ability to provide clear and consistent expectations, practice active listening and empathetic communication and recognize and utilize the unique strengths of each individual, creates a supportive and productive environment for the entire team.

From there, the next critical step involves developing a comprehensive plan for autism inclusion. This plan should:

Define the company’s overall goals for autism inclusion.
Determine the specific areas of focus, such as recruitment, hiring, onboarding, training and employee support.
Set measurable goals and objectives for each area of focus.
Create actionable steps needed to execute the plan (e.g., develop a detailed roadmap with specific actionable steps for each objective, assign responsibilities to specific individuals or teams and establish timelines and deadlines).

To effectively build and execute the plan, it can be helpful to collaborate with autism employment specialists. These professionals can equip a company with the essential tools and strategies for embedding autism inclusion into the company’s fabric while guiding teams on best practices in recruiting, onboarding, supporting and retaining employees with autism.

Finally, ongoing autism sensitivity training is crucial for ensuring that all employees understand and embrace the organization’s shift toward autism inclusion.

Expand the impact of modernization with a holistic and inclusive approach

In today’s competitive business world, creating a truly modernized workplace requires a holistic approach that prioritizes human capital and fosters a culture of inclusion and belonging. By embracing autism inclusion, organizations can unlock a vast pool of untapped talent, improve employee engagement and retention and drive innovation and growth.

Building an autism inclusive workplace is not just a social responsibility; it is a strategic and ethical imperative for businesses seeking to thrive now and in the future. By implementing the strategies discussed here, companies can create a more equitable, productive, and fulfilling work environment for all employees while experiencing the significant business benefits that result from becoming an autism inclusive employer.