Employing Autistic Workers: 4 Tech Companies that Value Neurodiversity

In the information technology (IT) sector, businesses are recognising the benefits of hiring diverse talent, including individuals with autism. It is becoming commonplace for many IT companies to actively seek out autistic candidates for their unique skills and perspectives. For instance, Microsoft and SAP are corporations that are known to be open to hiring people with autism. This is partly because software developers are required to work independently and possess strong attention to detail, qualities that are often found in people with autism. It is evident that companies now understand the importance of diversity and the value that individuals with autism can bring to the workplace.

If you are in search of answers to these questions, let us commence.


  • What is the importance of employing individuals with autism?
  • Leading technology companies that give priority to hiring people with autism
    • Microsoft
    • SA
    • IBM
    • DELL
  • The Benefits of Employing Individuals with Autism
  • Effective Techniques for Recruiting Autistic Employees in Your Company
    • Stage 1: Adapt the Interview Process
    • Stage 2: Establish a Diverse and Inclusive Work Environment
    • Stage 3: Foster Self-Awareness in your Organisation’s Workplace Culture
  • Ultimately, it is worth contemplating hiring individuals with autism for your company.

What is the importance of employing individuals with autism?

Individuals with disabilities make immeasurable contributions to companies every day. Their capabilities are evident in the diverse roles they play, ranging from entrepreneurs and innovators to community leaders. They are active members of all kinds of businesses, from upper management to the most fundamental operations. Through their commitment and diligence, they exemplify the potential of disabled individuals and the worth they add to the workforce.

Although people with disabilities make up a considerable portion of the population, studies show that their employment rate is significantly lower than that of the general population. This is especially true for those with Autism Spectrum Disorder (ASD). It is estimated that ASD affects roughly 1% of the world’s population, yet only around 20% of those individuals are employed, indicating an alarmingly low rate of autism employment. Additionally, many of those who are employed are in positions that do not align with their abilities and expertise.

Several studies have shown that individuals with autism have exceptional intellectual abilities, such as exceptional attention to detail, unwavering commitment to tasks, and inventive problem-solving approaches. Despite these valuable strengths, they frequently struggle to obtain employment as a result of their challenges with demonstrating the verbal and nonverbal communication abilities that are crucial to a successful job interview.

Although many businesses may be hesitant to consider hiring individuals with autism, there are numerous Information Technology (IT) companies that have taken an active approach by creating an inclusive and supportive atmosphere where all individuals can flourish. These companies recognise that by fostering a culture that celebrates and incorporates diversity, they can reap the rewards of the unique perspectives and talents of all their employees.

Within this article, you will find a compilation of companies that are leading the way for neurodiversity in the tech industry by hiring individuals with autism.

Without further ado, let’s begin.

Leading Tech Companies that Prioritize Hiring Individuals with Autism

The employment of individuals with autism is becoming increasingly prevalent in the Information Technology (IT) industry. Several prominent IT companies have made changes to their hiring procedures and work environments, such as providing additional break time and introducing sensory-friendly equipment, among other initiatives. Additionally, numerous software companies that employ autistic individuals have begun to offer remote work options to accommodate neurodiverse employees. To demonstrate, here are four IT companies actively seeking to hire individuals with autism:

  1. Microsoft

    In 2015, Microsoft initiated ‘The Microsoft Hiring Program’ in collaboration with Specialisterne and Provail, two organisations that specialize in providing training and assistance to individuals with autism spectrum disorders. The program was created in affiliation with the multinational technology company, Microsoft Corporation, based in Washington.

    The company has adopted a customized strategy to attract and recruit individuals with autism and has established an interview process that places emphasis on preparation and evaluation. This approach enables candidates to highlight their strengths and gain insight into Microsoft’s reputation as an employer of choice.

    Is Microsoft employing individuals with autism? To learn more, please visit the Microsoft Careers website.
  2. SAP

    In 2013, SAP introduced their ‘Autism at Work’ programme, aimed at leveraging the unique strengths and perspectives that individuals with autism can offer an organization, with a focus on nurturing creativity and innovation.

    The recruitment of autistic employees typically takes at least four weeks to complete, involving evaluations and workshops, as well as a facility tour. Moreover, a one-on-one interview, a group interview, and individual assessments are all key components of the recruitment process. As part of its company-wide initiative, SAP has prioritized autism awareness, aiming to educate its employees on common misconceptions and challenges associated with neurodiversity.

    Is SAP seeking to hire individuals with autism? For more information, please visit the SAP career website.
  3. IBM

    Adults with autism have the opportunity to join the IBM Ignite Autism Spectrum Disorder program, which assists autistic candidates with the transition to their new roles and the onboarding process. Furthermore, the renowned New York-based establishment provides individuals with autism with noise-cancelling headphones to help them cope with potential sensory overload.

    In addition, IBM Watson has developed a useful tool named the ‘Content Clarifier’ to aid people in understanding complex instructions. This tool can simplify difficult terminology, rearrange phrases, and provide contextual information such as phonetic pronunciations, images, maps, and links to external sources. By doing so, the Content Clarifier can help simplify the comprehension of intricate content.

    Is IBM seeking to employ individuals with autism? For more information, please visit the IBM Careers website.

    Related article: Is Your Brand Strong Enough to Attract Top Executive Talent?
  4. Dell

    The ‘Dell Autism Hiring Program’ provides job seekers who are neurodivergent with career preparation training and full-time job prospects.

    Candidates are required to undergo a pre-screening process to demonstrate their interest in the position. Eligible candidates are then invited to participate in a two-week assessment to evaluate their skills and ascertain their true potential.

    Is Dell actively seeking to hire individuals with autism? For further details, please visit the Dell Careers website.

Additional Companies that Hire Individuals with Autism:

  • Ernst & Young Ltd.
  • J.P. Morgan Chase
  • Ultranauts
  • Aspiritech
  • Daivergent
  • Spectroomz

The Benefits of Employing Individuals with Autism

Research indicates that companies that hire individuals with autism can experience several advantages. Organizations that employ individuals on the autism spectrum often have a more positive and efficient work environment, and they may also achieve superior results within a shorter period of time. Additionally, there are several other benefits to recruiting autistic individuals, including:

  1. Workplace Innovation

    To succeed in the market, companies must be adaptable and open to change. Hiring a diverse range of staff, including individuals with autism, can assist companies in presenting themselves in the best light possible. This will allow them to stay competitive and leverage the advantages that a varied and distinct workforce can offer.
  2. Access to a Wider Talent Pool

    Companies have access to a larger pool of talented and skilled individuals.
  3. Enhanced Productivity

    Managing neurodiverse employees prompts managers to recognize the importance of using clear, concise language and providing detailed instructions. This ensures that the workplace is inclusive and beneficial for all personnel, resulting in improved productivity.

Useful Approaches for Recruiting Individuals with Autism in Your Company

Step 1: Adjust the Interview Process

Recruitment managers frequently underestimate the ability of candidates with autism because they rely on conventional recruitment methods that place a strong emphasis on evaluating hard skills such as data analysis, software comprehension, and project management expertise. Unfortunately, these methods are not well-matched for applicants with autism, who may struggle to showcase their technical abilities during the interview process. Consequently, many individuals with autism are unable to demonstrate their technical proficiency and are unable to participate in the hiring process.

So, how can you create a more inclusive interview process? Here’s how:

  • When hiring individuals with autism, employers should ask questions that evaluate the candidate’s sensitivity and decision-making abilities. During the interview process, employers should inquire about the candidate’s past work experience and the methods they employed to make decisions. This allows employers to gain a better understanding of the candidate’s skills and how they will fit into the position.
  • To reduce overstimulation, conduct virtual or in-person interviews in several sessions or spread them out over several days.
  • It is worth considering offering remote work opportunities to potential candidates as this allows us to assess their creativity, communication skills, and other abilities via DIY case studies, presentations, and quizzes. This provides us with an effective way of evaluating candidates and enables us to make the best hiring decisions possible.

Step 2: Establish a Balanced Working Environment

People with autism are acutely sensitive to their surroundings and may be easily affected by external stimuli. For example, when an autistic individual is in a waiting room with other candidates, they may struggle to communicate due to the unfamiliarity of the situation. This can result in communication barriers that are compounded by the individual’s autism.

So, how can you establish a harmonious environment? Here’s how:

  • Achieving an appropriate work-life balance is crucial for anyone to have a satisfying life. For individuals with autism, it is especially important to take suitable steps to manage their work-life balance effectively. One approach is to define work hours and response times explicitly to inform them of when they should work and when they should take a break. Additionally, it is essential to encourage and remind people with autism to take breaks to avoid overworking, which they may be inclined to do.
  • Make ‘no meeting days’ and ‘do not disturb mode’ a standard practice on work messaging applications within your company.
  • Proactively ensuring a healthy, efficient, and secure workplace for all employees is crucial. This entails eliminating individuals who display toxic behaviours, such as intimidation, belittlement, or fear-mongering. Such behaviours can adversely affect workplace morale and have a particularly harmful impact on retaining your most valuable employees. As a result, it is critical to take immediate action to remove such individuals to maintain a positive and thriving work environment.

Related article: These Metrics are Used by Netflix, GitHub, and Honeycomb.io to Keep Getting Better

Step 3: Promote Self-awareness in Organisational Workplace Culture

Research has revealed that heightened sensitivity associated with certain genes is connected to increased self-awareness in people with autism. This increased self-awareness could be advantageous in the workplace, as studies have indicated that self-aware employees tend to perform better than their counterparts who lack such awareness. Therefore, individuals with autism who have heightened sensitivity may have a competitive edge in the workplace.

So, how can a company integrate self-awareness into its culture? Here’s how to achieve it:

  • It is vital for team members to be aware of each other’s work routines, and to facilitate this, we recommend creating a User Handbook. This guide should contain information on the optimal work environment for people with autism, along with their preferred communication methods and any other relevant details. By providing this information, we can guarantee that our team has the necessary resources to collaborate effectively and achieve our objectives.
  • People with autism typically have a heightened sense of self-awareness and understand their distinct strengths and abilities. Hence, it is crucial to offer them opportunities to leverage their natural talents in areas such as communication, problem-solving, and project management. By enabling them to select tasks that align with their competencies, we can support their growth and maximise their potential.
  • Train managers and team leaders on frequent personality variations. Acknowledgment and appreciation of diverse traits associated with autism should begin from the top-down.

Lastly, contemplate hiring individuals with autism for your company

People with autism who work in conventional office environments can augment the creativity of their coworkers. Additionally, they frequently possess sought-after skills such as adaptability and ingenuity that employers look for.

Organisations that aim to embrace and encourage neurodiversity within their company may face opposition from employees and other stakeholders. Nevertheless, experts advise that the most effective approach to fostering a neurodiverse workplace is to highlight the potential advantages that such an environment can bring, such as greater creativity and productivity resulting from diverse perspectives. By proactively addressing any worries or apprehensions associated with this transition, companies can establish a positive environment in which all employees feel appreciated and included.

Works firmly believes that progress towards diversity and inclusion in the industry cannot be achieved through isolation. To encourage the sharing of ideas and effect genuine change, we must create an open and collaborative environment. For this reason, Works is dedicated to establishing an inclusive workplace that advocates for equity and does not differentiate based on physical or mental capability.

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