In a global society experiencing an increasing shortage of qualified workers and the recognition that individuals with autism spectrum disorder (ASD) can be effective employees, there is an uptick in private sector initiatives to address employment needs through the recruitment of workers with ASD. A case study methodology with consensual qualitative research analysis was used to gain a rich understanding of employment of people with ASD at a medium-sized clothier in collaboration with a service provider for people with ASD. Perceptions of implementation and effectiveness were collected. Results suggest the hiring of people with ASD was positively perceived by employees. Components of this success included changes to the physical work environment, diversity training specific to individuals with disabilities, and a company climate of engaging and supporting employees with ASD. This research suggests that the collaborative initiative may prove a meaningful model for other companies interested in employing people with ASD.

Apply It! • Make a profound impact. Because of limited resources, most school systems are leaving those with autism wandering and wondering in physical education classes. This is a squandered opportunity because autism parents have rated exercise as the no. 1 treatment as it has been shown to extend beyond the health-related benefits. Those with autism need to be able to access fitness centers and trainers to benefit from exercise programming. • Understanding autism and exercise. Teaching exercise to those with autism is 75% understanding autism and 25% understanding exercise. This community learns differently and to create successful exercise programs requires embedding evidence-based teaching practices, structured routines, and setting individualized goals. The goal may simply start with just being in the facility for 30 minutes.

Youth and adults with autism are being recognized for their ability to contribute to the labor market. This recognition has led to a growing number of employer-driven initiatives to recruit and hire from among this population. This descriptive case study presents a company-driven collaboration between a global consultancy management firm and a private human services provider to implement effective disability-related employer practices to hire and retain an employee with autism. Perceptions of implementation, effectiveness, and outcomes were collected. Results suggest that the changes made to accommodate a worker with autism were perceived positively by employees and had the potential to increase company performance. Company characteristics and proactive modifications to the workplace were identified as keys to success. Positive impacts on company performance, employee perceptions of the company, and overall perspectives regarding disability were reported across different levels of the company. Recommendations for future implementation and replication are discussed. This case study implicates a potential model for companies to use when working to recruit and retain employees with autism. Rehabilitation counselors have an opportunity to help this growing number of motivated employers create effective initiatives that benefit both the company and the employee with autism.

As employers increasingly view disability as a form of diversity that can enrich the workplace and improve performance, a company in the industrial sector in the Midwest created an innovative initiative for employing an individual with autism spectrum disorder (ASD). A case study methodology was utilized to gain a better understanding of effective employer practices in hiring and integrating employees with ASD. The case study was framed by Yang and Konrad’s (2011) model of diversity in the workplace as well the Interactional Model of Cultural Diversity (IMCD; Cox, 1993), with specific focus on the four organizational contexts of the model, namely, organizational culture and acculturation processes, structural integration, informal integration, and institutional bias. Results indicate that the autism initiative had an overall positive impact on the company, with reports of stronger company performance and improved company climate. These results as well as others aligned with tenets of the theoretical framework implemented. Rehabilitation counselors can support employers looking to increase the disability diversity in their company through the theoretically supported insights of this case study. Doing so may help to address the current shortage of skilled workers in the workforce.

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