The Problem With PR-Driven Hiring
Every April, during Autism Awareness Month, big corporations announce “Autism at Work” programs with glossy press releases and LinkedIn campaigns. They declare, “We value neurodiversity.” It looks great for marketing, earns applause, and might even win awards.
But here’s the uncomfortable truth: a hiring program without structural support is just PR.
Bringing autistic people through the door without building the systems needed for them to succeed is not inclusion. It’s a setup for failure. And too often, that’s exactly what happens.
What Happens After the Headline?
Programs driven by optics instead of strategy often result in:
- Employees placed in overwhelming or inaccessible environments
- Managers untrained to lead neurodiverse teams
- Ambiguous communication and unclear expectations
- No career progression, leaving employees stuck in entry-level roles
The outcome? Burnout, resignation, or termination. And yet another story of failure that never makes it into the press release.
Stop Using Temporary Contracts as a Test
Short-term contracts or “try before you buy” programs are another common pitfall.
Don’t hire autistic people on temporary contracts and then make them re-compete in biased recruitment processes. These systems exclude us in the first place. Real inclusion means building pathways to permanency that bypass broken recruitment structures.
Inclusion Isn’t About Hiring—It’s About Infrastructure
Inclusion begins after the hire. A job offer is not the finish line—it’s the starting point.
To support autistic employees effectively, companies need:
- Manager Training That Works: Not just “be patient.” Training on communication, sensory differences, executive function challenges, and strengths-based leadership.
- Clear Communication Channels: Structured instructions, documented processes, and regular feedback reduce ambiguity.
- Sensory-Friendly Environments: Quiet spaces, noise-cancelling options, or remote work flexibility.
- Career Development Opportunities: Real progression plans that prevent employees from being stuck in repetitive roles.
Why This Matters
This isn’t charity—it’s smart business. Autistic employees offer deep focus, pattern recognition, creative problem-solving, and loyalty. But without proper systems, these strengths go underutilized.
Inclusion isn’t an initiative—it’s an investment. Like any investment, it requires time, resources, and commitment.
Steps Companies Can Take
Before launching an autism hiring program, ask:
- Are we prepared to make systemic changes to support employees long-term?
- Do we have leadership buy-in beyond PR?
- Have we trained managers to lead neurodiverse teams?
- Are career progression and permanency included in the plan?
- Will success be measured by outcomes, not optics?
If the answer is no to any of these, don’t launch the program yet. Build the infrastructure first.
Inclusion Isn’t a Headline—It’s Hard Work
Stop and ask:
Is this about real inclusion—or is it about a headline?
Because if it’s the latter, you’re not helping us—you’re setting us up to fail.
Resources for Real Change
Professional consultants, organizations, and frameworks exist to help companies create neurodiverse-inclusive workplaces. Find them. Invest in them. Learn from autistic voices—not just during Autism Awareness Month, but all year round.
Real change comes from systems, not slogans.