Episode 35: What tech got right with autism at work programs — and where we go next
Published on 3 June 2025 • Hosted by Dr Lisa Colledge
Autism-at-work programs put neurodivergence on the corporate map. Companies like SAP, Microsoft, and EY reshaped hiring to unlock the potential of autistic employees, often with stunning results: a $40M fix from a neurodivergent team, 92% retention rates, and 80% participating organizations saying the program gave them a competitive advantage. That’s in addition to a 30–40% productivity boost, and 100% of clients offering permanent roles to autistic talent post-program.
These numbers are compelling. The impact is real. But a decade on, are these programs still the best we can do?
Very few teams and organizations today operate within one of these formal neurodivergence programs. Most team leads and founders work in environments without dedicated neurodivergent hiring schemes, central support, or the ability to build and run entirely new systems from scratch. Meanwhile, 53% Gen Z now identifies as neurodivergent, and increasingly expect inclusion to be integrated as part of the cultures they choose to work in, not considered separate initiatives.
We’ve entered a new chapter. One where neurodivergence-inclusion can’t be limited to diagnoses. One where designing for difference should be built into team norms, and not layered on top.
In this episode of Culture by Neurodesign, Dr Lisa Colledge discusses what made those early programs so effective, but why they struggle to scale, and what a next-generation, culture-first approach to neuroinclusion looks like. Drawing on case studies from ASML and EY, she introduces her FIT Framework - Fair, Intentional, Team-Minded - as a blueprint for teams ready to move beyond reactive compliance and towards a real performance edge.
Key ideas:
Autism hiring programs proved the business case—but relied on diagnosis and central resourcing.
They often exclude those who can’t or won’t disclose, even though they would benefit from the accommodations.
Cultural inclusion is based on autism and other neurodivergences, but is universal and benefits everyone—especially in fast-paced, uncertain environments where innovation is essential.
“Anticipating and designing for the spiky profiles - that neurodivergent people often talk about - helps everyone contribute more healthily and fully,” says Lisa . “You don’t need a diagnosis to deserve a workplace that is a good fit to the health and potential of your brain.”
The following podcast episodes are referred to:
The perfect match between the skills that autistic talent tends to have and the needs of technology - Episode 33: Autism and Silicon Valley: a case study in neuro-inclusive design.
The risks associated with building a team on one star performer – episode 31: The hidden cost of rock stars—and what great leaders do instead.
How the skills associated with different neurostyles align along the stages of the innovation cycle, from ideation to execution - episode 14: Innovation through the lens of the six working geniuses.
And this article is mentioned - Stop waiting for a diagnosis: neuro-inclusive design beats tradition so you can outpace, outperform and outlast your competition.
I’m Dr Lisa Colledge, and I help ambitious leaders build future-ready teams they trust to deliver now and adapt to whatever’s next — driving engagement, performance, and enduring resilience.
Learn more about building Neuro-Inspired Teams that outpace, outperform, and outlast your competition.
