Autistic and Neurodivergent Career Playbook
A practical guide to finding work that fits how your brain works. Written with clear structure, predictable formatting, and honest data about the employment landscape for autistic adults. Take what applies to you. Skip what doesn't.
988 Suicide and Crisis Lifeline: Call or text 988
Crisis Text Line: Text HOME to 741741
Autism Society Helpline: 1-800-328-8476 (1-800-3-AUTISM)
SAMHSA National Helpline: 1-800-662-4357
These services are free and confidential.
Orientation
This playbook is written for autistic adults who are looking for employment. It is also for people who support autistic job seekers: family members, partners, friends, vocational counselors, and job coaches.
The content is based on peer-reviewed research on autism employment (2018 to 2025), ADA legal frameworks, vocational rehabilitation best practices, and practical strategies used in neurodiversity hiring programs at companies including Microsoft, SAP, JPMorgan Chase, and EY. Sources are cited throughout and compiled at the end.
What This Playbook Is
A reference guide with concrete tools: employment gap scripts, interview preparation, accommodation request templates, legal rights information, and a curated list of autism-specific employment resources. Designed with clear structure, predictable formatting, and minimal visual clutter because that matters for many autistic readers.
What This Playbook Is Not
- Not medical advice. Consult doctors, therapists, and psychologists for clinical decisions.
- Not legal counsel. Consult disability rights attorneys for specific legal situations.
- Not a comprehensive guide to autism. This focuses on employment, not diagnosis or identity.
- Not prescriptive. Autism is a spectrum. What works for one person may not work for another. Take what applies, leave what doesn't.
Most legal information, phone numbers, and programs referenced are based in the United States. International resources for the UK, Canada, and Australia are included in the Resources section.
Glossary
Terms used throughout this playbook. Reference this section if you encounter unfamiliar language.
This is a long playbook. You do not need to read it in one sitting. If you are currently in burnout, shutdown cycles, or crisis, start with the Crisis Resources above and the Grounding section below. The rest will be here when you are ready.
Grounding: Before You Start Searching
Job searching while not ready leads to burnout and worse outcomes. Honest self-assessment first.
Three Readiness Paths
If bills are due this month, skip strategic job searching. Focus on survival income first.
- Apply to temp agencies: faster hiring, lower interview demands, less commitment
- Consider gig work (DoorDash, TaskRabbit, Instacart) for immediate cash flow
- Use employment gap template 1 or 2 from the Gaps section below
- Call 211 for emergency financial assistance, food banks, and utility help
- Visit FeedingAmerica.org for local food bank locations
Once survival needs are met, return to this playbook for strategic preparation.
You have 2 to 8 weeks before financial pressure becomes acute. Use that time deliberately.
- Read the full playbook: understand your rights, prepare interview responses, identify target roles
- Apply to 20 to 30 targeted positions using strategies from the Interview and Jobs sections
- Prepare accommodation requests in advance using the template in the Legal section
- Practice interview scripts aloud or with a trusted person
If any of these apply, stabilize before job searching. Searching while in crisis produces worse outcomes, not faster ones.
- Currently in frequent meltdown or shutdown cycles
- Active suicidal ideation (use crisis resources above)
- Unstable housing: secure housing first
- Autistic burnout with skill regression (unable to do things you previously could)
What to do instead: Apply for disability benefits (SSI/SSDI) if eligible. Access vocational rehabilitation services through your state (free for disabled job seekers). Build skills through free online courses. Volunteer in low-pressure environments.
Energy and Capacity Planning
Job searching requires executive function, emotional regulation, and social energy. For many autistic people these carry higher costs than for neurotypical peers. Plan for this.
High capacity week: Submit 3 to 5 tailored applications, practice one interview response, read one section of this playbook, have one informational conversation.
Low capacity week: Submit 1 application. That is enough. Maintain any certification enrollment. Respond to open conversations.
Recovery days: Schedule at least one full day per week with zero job search activity. No applications, no research, no LinkedIn. Executive function requires rest to regenerate.
The Employment Landscape
The commonly cited "80 to 85% unemployment rate" for autistic adults requires context. That figure traces to two specific sources: the Drexel University National Autism Indicators Report (NAIR, 2015 to 2017, n=4,795) which found that 85% of autistic adults receiving state developmental disability services did not have a paid community job, and a UK National Autistic Society voluntary survey (approximately 2014, n under 2,000) which found similar rates. Both studied populations already connected to disability services, not the general autistic population.
Broader studies show a range. The BLS 2024 disability employment data reports 7.5% unemployment for all people with disabilities aged 16 to 64, with an employment-to-population ratio of 38.5%, but this does not disaggregate autism from other disabilities. More recent research estimates that 40 to 60% of autistic adults are unemployed or underemployed when including people not connected to disability services (multiple studies, 2021 to 2024). Among autistic adults connected to state services, the rate remains closer to 85%.
The bottom line: autistic adults face substantially higher unemployment than both the general population and people with other disabilities. The exact number depends on which population you measure, but the structural barriers are real regardless of which figure you cite.
Why the Barriers Exist
The problem is not ability. Multiple employer reports confirm that autistic employees who are hired perform well. JPMorgan Chase reports that autistic hires in their neurodiversity program are 48% faster and 92% more accurate than neurotypical peers in comparable roles. SAP's Autism at Work program reports 90% or higher retention rates across 7 global sites. Microsoft, EY, and Auticon (approximately 1,000 autistic employees) report similar outcomes.
The barriers are in the hiring process itself. Traditional interviews reward eye contact, small talk, quick verbal processing, and social performance, none of which predict job performance, but all of which disadvantage autistic candidates. A 2023 analysis (Spectroomz, citing multiple studies) found that autistic job seekers spend an average of 12 months searching compared to 5.5 months for the general population. The difference is almost entirely explained by interview-stage filtering.
Masking at Work
Research indicates that approximately 70 to 80% of autistic adults mask at work (UCL studies; corroborated by multiple studies showing 70-80% masking rates). Masking is a primary contributor to autistic burnout, which is clinically distinct from general burnout and can involve skill regression, increased meltdowns, extreme fatigue, and loss of interest in previously engaging activities. Recovery takes months, not days.
This playbook assumes that reducing masking requirements through job selection, accommodations, and workplace fit is better long-term strategy than learning to mask more effectively. Where masking is unavoidable (such as interviews), we provide scripts and recovery plans.
Managing Employment Gaps
Employment gaps are common for autistic adults. Burnout, sensory overload from previous workplaces, mental health crises, and difficulty with the hiring process all contribute. You need to explain gaps without lying and without disclosing more than you choose to share.
You are not required to disclose autism during a job application or interview. You do need to address visible gaps in a way that is truthful, does not raise red flags, and protects your privacy.
Template 1: Health-Related (Vague, ADA-Protected)
"I took time off to address a health matter that has since been resolved. I am fully ready to work and looking forward to this opportunity."
Why this works: Autism-related burnout is a health issue. This is truthful. Under the ADA, employers cannot ask follow-up questions about the nature of the health issue. If pushed: "It was a private medical matter. I can provide a doctor's note confirming I am cleared to work."
Template 2: Family Caregiving
"I took time to care for a family member. That situation has stabilized, and I am now available for full-time work."
Why this works: Socially understood reason. Shows responsibility. True for many autistic adults (managing your own health IS caring for a family member, yourself). Employers cannot legally ask for details.
Template 3: Skill Building
"I used this period to complete training in [specific area]. I finished certifications in [X and Y] and am ready to apply these skills professionally."
Why this works: Reframes the gap as deliberate professional development. Especially effective if you completed any online courses, even free ones. List certifications on your resume.
Template 4: Freelance or Independent Work
"I worked independently as a freelance [your skill area] during this period. I valued the flexibility, and I am now looking for the structure and collaboration of a traditional role."
Why this works: Fills the gap with "work" even if the projects were personal, unpaid, volunteer, or open source contributions.
These explanations raise red flags with neurotypical hiring managers, even when they are completely true and reasonable:
- "I was dealing with mental health issues" (too specific, invites stigma)
- "I couldn't find a job" (implies inability, not circumstance)
- "I was burnt out from my last job" (suggests difficulty handling work demands)
- "I needed a break" (perceived as lack of motivation)
- Detailed autism disclosure during the interview (save for after a job offer if you choose to disclose)
The Interview
Interviews are designed by and for neurotypical communication patterns. Eye contact, small talk, rapid verbal processing, and reading social cues are rewarded. None of these predict job performance. This section provides concrete preparation for navigating interviews while conserving energy.
Executive Function Support: Before the Interview
Research shows that executive function difficulties are a primary barrier to autistic employment, sometimes exceeding social challenges (multiple studies cited in NAIR and vocational rehabilitation literature). External scaffolding helps.
- Research the company: 15 minutes. Website, recent news, Glassdoor reviews. Write 3 facts on a notecard.
- Prepare 3 STAR method stories (structure explained below).
- Write 2 to 3 questions to ask the interviewer. Having them written reduces working memory load.
- Choose outfit the night before. Prioritize comfort and sensory tolerance over fashion.
- Plan route, arrival time, and parking. Arrive 10 minutes early. Novelty increases anxiety, so reduce unknowns.
The Interview Kit (Sensory Support)
Items to bring that support regulation during the interview:
- Water bottle: Counters dry mouth from anxiety and creates natural pauses for thinking
- Notepad and pen: Write down questions as asked. Shows engagement and provides EF support.
- Pocket fidget: Something discreet in pocket or lap. Smooth stone, fidget ring, sensory bracelet.
- Phone silenced: One fewer variable to manage
The STAR Method
Most behavioral interview questions follow "Tell me about a time when..." The STAR method structures your answer so you do not lose track mid-response.
- S (Situation): Set the scene. 1 to 2 sentences.
- T (Task): What needed to be done. 1 sentence.
- A (Action): What you did. 2 to 3 sentences. This is the most important part.
- R (Result): What happened because of your action. 1 to 2 sentences. Include a number if possible.
Question: "Tell me about a time you solved a difficult problem."
S: "Our data entry system kept crashing during peak usage."
T: "I was asked to identify the cause and prevent future crashes."
A: "I tracked error logs over two weeks and identified that crashes occurred when multiple users accessed the same record simultaneously. I proposed a queuing system to prevent overlap."
R: "After implementation, crashes decreased by 90% and data entry speed increased 15%."
Eye contact. Neurotypicals interpret lack of eye contact as dishonesty or disinterest. Options: look at the interviewer's forehead or bridge of nose (indistinguishable from eye contact at conversation distance). Glance at eyes briefly every 10 to 15 seconds then look at your notepad. Take frequent notes (provides a reason to look down). If comfortable, frame it: "I focus better when looking at my notes rather than maintaining constant eye contact."
Small talk. Interviews typically begin with social greetings. Prepare 2 to 3 generic responses in advance: "Traffic was fine, thank you" or "Yes, this is a nice space." Keep to one sentence. Ask "How about you?" to redirect attention. Small talk is a social ritual, not a test.
Vague or broad questions. "Tell me about yourself" causes processing paralysis for many autistic people because the scope is too wide. Prepare a 60-second script in advance and memorize it word for word: "I am a [job title] with [X] years of experience in [field]. My main strengths are [three things]. I am interested in this role because [one specific reason]." Practice aloud until automatic.
Processing speed. If you need time to formulate an answer: "That is a good question. Let me think about that for a moment." This is normal in interviews and buys 5 to 10 seconds of processing time without penalty. You can also write the question on your notepad to help hold it in working memory.
Unexpected questions. If a question catches you off guard: "I have not encountered that specific situation. Here is a related example that shows how I approach similar challenges." Then redirect to a prepared STAR story.
After the Interview: Recovery
Interviews consume extraordinary amounts of energy for autistic people. Social performance, sensory management, executive function demands, and masking all run simultaneously. Plan for recovery.
- Do not schedule more than one interview per day
- Plan a sensory-friendly activity immediately after: quiet walk, favorite food, dark room, stim toys
- Expect that shutdown or meltdown may occur within 24 hours. This is normal. Plan for it.
- No other demanding tasks for the rest of the day
Follow-Up Email Template
Send within 24 hours. Copy and modify:
Subject: Thank you - [Your Name] - [Job Title] Interview
Dear [Interviewer Name],
Thank you for meeting with me about the [Job Title] position. I appreciated learning about [specific thing they mentioned]. My experience with [your relevant skill] aligns well with that work.
I am interested in this role and available if you need additional information.
Best regards, [Your Name]
Your Legal Rights and Accommodations
In the United States, the Americans with Disabilities Act (ADA) classifies autism as a covered disability. This gives you legal protections during hiring and employment.
What the ADA Protects
- Employers with 15 or more employees must provide reasonable accommodations
- You cannot be fired or denied employment because of autism
- Employers cannot ask about disabilities before making a job offer
- Requesting accommodations is protected. Retaliation for requesting them is illegal.
Common Workplace Accommodations
| Challenge | Accommodation |
|---|---|
| Sensory overload from office noise | Noise-canceling headphones, quiet workspace, remote work option |
| Fluorescent lighting causes migraines or overload | Desk lamp instead of overhead lights, repositioned workspace |
| Executive function difficulty with task initiation | Written task lists, weekly check-ins with manager, project management software |
| Social exhaustion from constant collaboration | Email communication for non-urgent matters, reduced meeting frequency |
| Difficulty with ambiguous instructions | Written instructions with examples of expected output, clear deadlines |
| Need for routine and predictability | Consistent schedule, advance notice of changes, structured onboarding |
When and How to Disclose
You are not required to disclose autism at any point. If you choose to disclose, the recommended timing is: after you receive a job offer but before your start date. This way you are protected by ADA anti-discrimination provisions, and accommodations can be in place on day one.
Accommodation Request Email Template
Send to HR after accepting a job offer:
Subject: Accommodation Request - [Your Name]
Dear [HR Contact],
I am writing to request workplace accommodations under the Americans with Disabilities Act. I have autism spectrum disorder, which affects [specific area: sensory processing / executive function / social communication].
To perform my job effectively, I would benefit from:
1. [Specific accommodation]
2. [Specific accommodation]
3. [Specific accommodation]
I am happy to discuss these requests and provide documentation if needed. I am looking forward to starting in this role.
Best regards, [Your Name]
Employers can only deny accommodations if the accommodation creates "undue hardship" (extremely expensive or fundamentally changes business operations) or you cannot perform the essential functions of the job even with accommodations. "We don't want to set a precedent" is not a valid reason.
If your employer refuses reasonable accommodations, fires you for being autistic, creates a hostile work environment, or retaliates after you request accommodations:
Contact the EEOC (Equal Employment Opportunity Commission): Phone 1-800-669-4000 or file online at the EEOC Public Portal. You have 180 days from the discrimination incident to file.
Contact the Disability Rights Network (NDRN.org) for free legal advocacy in your state.
The Job Accommodation Network (AskJAN.org) provides free consultation on accommodation requests.
Doctor's documentation template if your employer requests medical verification:
"To Whom It May Concern: [Patient Name] is under my care for Autism Spectrum Disorder (DSM-5 code F84.0). This condition affects [specific area]. To perform essential job functions, [Patient Name] would benefit from the following workplace accommodations: [list]. Please contact me for additional information. [Doctor Name], [License Number]."
Finding Jobs That Fit
Not all jobs require the same amounts of sensory tolerance, social performance, and executive function. Identifying roles that align with how your brain works produces better outcomes and reduces burnout risk.
What to Look For
- Clear, structured tasks with defined outputs rather than ambiguous expectations
- Objective performance metrics ("process 50 records per day") rather than subjective ones ("demonstrate leadership")
- Behind-the-scenes work rather than constant client-facing interaction
- Sensory-controlled environment: quiet office, remote option, or outdoor work
- Predictable schedule with advance notice of changes
- Written communication culture rather than constant meetings
What to Avoid
- Heavy customer interaction requiring constant masking
- Ambiguous expectations ("be a team player" without concrete definition)
- Open-plan offices with constant noise and visual distraction
- Unpredictable schedules with weekly shift changes
- Commission-based pay tied to social performance
- Extensive travel that disrupts routine
Job Categories by Fit
Technology and IT: Software developer, data analyst, database administrator, QA tester, technical writer, cybersecurity analyst. Often remote-friendly. Clear logic, pattern recognition, minimal social performance.
Research and science: Laboratory technician, research assistant, archivist, data scientist, statistician. Structured methods, objective metrics, focus on accuracy.
Creative and design: Graphic designer, video editor, animator, technical illustrator. Often solitary work with portfolio-based hiring, which reduces interview-stage filtering.
Skilled trades: Electrician, machinist, HVAC technician, automotive technician. Clear right-and-wrong answers, systems-based thinking, less office politics. See our Find Your Skilled Trade page for ROI data and apprenticeship paths.
Administrative and back office: Bookkeeper, data entry specialist, medical coder, inventory specialist. Predictable tasks, clear procedures, minimal customer interaction.
Library and information services: Library assistant, cataloger, archivist, digital collections specialist. Quiet environments, systematic work, clear organizational systems, and strong accommodation cultures.
Government: Many government roles offer structured work, predictable schedules, and strong accommodation policies. See our Government Careers playbook.
When evaluating potential workplaces, look for these signs of a neurodiversity-friendly environment:
- Written communication is standard. Meeting agendas circulated in advance. Action items documented. Instructions provided in writing, not just verbally.
- Flexible work arrangements exist. Remote options, flexible hours, or quiet workspaces are available without requiring disclosure.
- Performance is measured by output, not presence. Results matter more than "looking busy" or attending optional social events.
- Accommodations are normalized. Standing desks, noise-canceling headphones, and adjusted lighting are available to everyone, not just those with documented disabilities.
- The interview process is transparent. Questions provided in advance, clear timelines, and structured formats signal an inclusive culture.
Companies with Neurodiversity Hiring Programs
- Microsoft Autism Hiring Program (since 2015): replaces traditional interviews with practical assessments
- SAP Autism at Work (since 2013): 90%+ retention rate across 7+ global sites
- JPMorgan Chase Neurodiversity Hiring (since 2015): 48% faster, 92% more accurate, 300+ employees
- EY Neuro-Diverse Centers of Excellence (since 2016): analytics, AI, cybersecurity roles
- Auticon (since 2013): approximately 1,000 autistic employees, 90%+ retention
- Ford FordInclusiveWorks
- IBM Neurodiversity initiative
What neurodiversity hiring programs actually look for is not social performance. It is evidence that you can do the work.
In our programs, we replace traditional interviews with practical assessments, work trials, or skills demonstrations. We want to see your problem-solving process, your attention to detail, and your ability to complete structured tasks. A portfolio, a code sample, or a detailed description of how you approached a past project tells us far more than eye contact or small talk ever could.
If you are applying to a neurodiversity program: be direct about your strengths. Tell us what you are good at and what kind of environment helps you do your best work. That honesty helps us set you up for success from day one.
For People Supporting an Autistic Job Seeker
If you are a family member, partner, friend, or supporter of an autistic person who is looking for work: this section is for you.
What Helps
- Ask "How can I help?" and accept the answer. They may say "nothing right now." That is valid.
- Offer specific, concrete assistance. "Should I proofread your resume?" is more useful than "Let me know if you need anything."
- Respect their timeline. Job searching takes longer for autistic people (12 months average versus 5.5). That is expected, not failure.
- Celebrate small progress. 3 applications in a week is real when each requires heavy executive function.
- Provide quiet space after interviews. They may need to shut down. This is recovery, not rudeness.
- Do not take withdrawal personally. Shutdown is sensory recovery, not rejection.
- Believe their experience. If they say an interview was overwhelming, believe them.
What Hurts (Even with Good Intentions)
- "Just be yourself" the hiring process rewards masking, not authenticity
- "Make eye contact" painful for many autistic people, uses energy better spent on answers
- "You're being too picky" they are filtering for jobs that will not cause burnout
- "Everyone struggles with job searching" minimizes disability-specific barriers
- Forwarding every job listing you see overwhelming and implies they are not trying
- "What's taking so long?" creates shame
- Comparing to siblings or neurotypical peers different process entirely
Understanding Autistic Burnout
Autistic burnout is clinically distinct from general burnout. It results from chronic masking, sustained sensory overload, executive function demands without recovery, and prolonged social performance. Signs: increased meltdowns/shutdowns, loss of previously held skills, extreme fatigue, loss of interest in special interests, increased sensory sensitivity.
Recovery takes months, not days. Reducing demands is more effective than pushing through.
When to Step In vs. Step Back
Step in when: Crisis (suicidal ideation, inability to function). They explicitly ask for help. They are being discriminated against. EF is blocking a specific task they would accept help with.
Step back when: They are managing (even slowly). They say "I've got it." You are more anxious than they are. They need recovery space.
Resources and Recommended Reading
Crisis and Mental Health
- 988 Suicide and Crisis Lifeline: Call or text 988
- Crisis Text Line: Text HOME to 741741
- Autism Society Helpline: 1-800-328-8476
- SAMHSA: 1-800-662-4357
Employment Services
- Job Accommodation Network: AskJAN.org
- Vocational Rehabilitation: RSA.ed.gov
- AbilityJOBS: AbilityJobs.com
- Autism Society: AutismSociety.org
Legal Rights
Free Skill Building
- Google Career Certificates: grow.google/certificates
- Coursera: Coursera.org (free audit)
- Khan Academy: KhanAcademy.org
- LinkedIn Learning: Free with many library cards
Related MintCareer Playbooks
- Find Your Skilled Trade ROI data, apprenticeship paths
- Government Careers USAJobs, accommodation frameworks
- Career Pathways Economy trends through 2034
- Career Certifications Guide 47 free certifications
- Depression & Anxiety Career Guide energy management, interview anxiety, ADA disclosure
International Resources
United Kingdom: National Autistic Society (autism.org.uk) and ACAS (acas.org.uk).
Canada: Autism Canada (autismcanada.org) and Canadian Human Rights Commission (chrc-ccdp.gc.ca).
Australia: Autism Awareness Australia (autismawareness.com.au) and JobAccess (jobaccess.gov.au).
Recommended Reading
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Crisis Numbers
- 988 Suicide and Crisis Lifeline: call or text 988
- Crisis Text Line: text HOME to 741741
- Autism Society: 1-800-328-8476
- SAMHSA: 1-800-662-4357
Key Rights (ADA)
- Autism is a covered disability under the ADA
- Employers with 15+ employees must provide reasonable accommodations
- You cannot be asked about disabilities before a job offer
- Requesting accommodations is legally protected
- File complaints with EEOC within 180 days: 1-800-669-4000
Numbers to Know
- Autistic unemployment (service-connected): ~85% (Drexel NAIR 2017, n=4,795)
- Autistic unemployment (broader): 40-60% (multiple studies, 2021-2024)
- Masking at work: 70-80% of autistic adults (UCL studies; corroborated by multiple studies showing 70-80% masking rates)
- Average job search: 12 months vs 5.5 months general (Spectroomz 2023)
- Neurodiversity program retention: 90%+ (Microsoft, SAP, JPMorgan, Auticon)
- JPMorgan autistic hires: 48% faster, 92% more accurate (program data)
Job Search Checklist
- Choose your readiness path (1, 2, or 3)
- Write your employment gap explanation using a template
- Prepare at least one STAR story
- Assemble your interview kit
- Research one neurodiversity hiring program
- Look up your state vocational rehabilitation office
- Draft your accommodation request letter
- Identify 5 target roles that fit your needs
Disclosure Timing
- Before job offer: not recommended (risk of discrimination)
- After job offer, before start date: recommended (ADA protection + day-one accommodations)
- After starting: possible, but accommodations harder to establish retroactively
- Never: your right. You are not required to disclose at any point.
Disclaimer: This playbook is for informational purposes only and does not constitute medical advice, legal counsel, career counseling, or therapeutic guidance. Autism is a spectrum, and individual experiences vary widely. Employment outcomes depend on market conditions, individual circumstances, geographic location, and many other factors outside anyone's control. Statistics cited are from published research and may not represent all autistic populations. Consult licensed professionals (doctors, therapists, attorneys, vocational counselors) for decisions about your health, benefits, legal rights, and career path. Crisis resources listed are US-based; international equivalents are provided where available.
Sources: Drexel University National Autism Indicators Report (NAIR 2015-2017, n=4,795 DD service users), UK National Autistic Society survey (approximately 2014, n under 2,000), BLS 2024 disability employment data (16-64 age range, employment-to-population ratio 38.5%), multiple studies 2021-2024 (40-60% broader unemployment estimates), JPMorgan Chase Neurodiversity Hiring Program data (48% faster/92% more accurate), SAP Autism at Work program data (90%+ retention, 7+ global sites), Microsoft Autism Hiring Program reports, Auticon employment data (approximately 1,000 employees), UCL masking studies; corroborated by multiple studies showing 70-80% masking rates, Spectroomz 2023 analysis (12-month average job search citing multiple studies), UK HESA 2012-2018 (n=1.3M graduates, autistic employment outcomes), Fertifa 2024 (neurodiversity program retention data). All figures are estimates current as of February 2026.
Autistic and Neurodivergent Career Playbook
Version 2.0 | Last updated: February 2026