Today we have put together a list of things that recruiters and companies should consider and know about people with autism and their worth in the job market: 

• Talent and potential 

Those with severe autism and other disabilities are believed to have less potential and talent, viewed as someone to employ to fill the quota for disabled people. However, one must understand the complexity of the TEA and know how to find the specific talent of each person, avoid relegating them to tasks considered "easy" in which they may fail miserably while they could shine in others more specific and according to their interests. 

• Creativity when carrying out aid programs to find talent 

It may be that taking the traditional surveys to find your talent the potential of the person is lost or overlooked. The person will likely have specific qualities in a particular niche, but these are overlooked if you simply limit yourself to giving talks about career opportunities and career checklists.

Ability to think “outside the box” 

Traditional job search assistance programs sometimes focus more on the offer of courses and studies available rather than on the qualities and needs of the person, and on identifying what the person has an interest in doing. Due to the rigidity of routines and restricted focus of some people with autism, it is sometimes assumed that there are no employability options. On the other hand, there are times when a person is forced into jobs that are not at all suitable for them, causing them to fail and believe that, in effect, they are not employable. Some employment agencies may quickly conclude that the person is not employable, rather than looking for a job that matches the person's talents and abilities. It should not be assumed that the person with autism will have difficulties in all areas, it may be a challenge for him to understand social norms, but he can be very good in some other area. 

• Take into account sensory problems 

These sensory dysregulations often limit the productivity of the person with autism if they are not addressed or ignored. The perception and ability to tolerate sounds / lights / other typical of the work environment can be very different from other co-workers. However, solving and solving them will make a difference and ensure the well-being of the person, allowing him to function correctly. 

The problem at this point is that the person can feel overwhelmed, hide their problems and finally leave work for fear of misunderstanding or looking too exaggerated. On the other hand, this does not mean that the work environment has to be completely silent or has to adapt completely. It may simply mean giving the person the opportunity to have a few minutes to retreat to a quieter place without this being frowned upon or prohibited (just as a smoker may be allowed to retire to smoke for a few minutes). Small changes of this style can make a total difference, not only in the well-being of the person but in the quality and quantity of their work. 

- Work from skills. 

Perhaps in people with autism it may be less obvious what their qualities are. The ideal is to identify them and work on them, instead of focusing on improving the deficit ones, which are usually, after all, the ones that least interest the person. 

• Communication does not necessarily mean a long talk

Few words are usually better than a long talk. People have a tendency to talk too fast and too much to people with autism, regardless of whether the person is verbal or not, and their level of understanding. It is quickly assumed that the person who is verbal communicates in the same way that others do, when it does not have to be that way. The person may be able to speak and use language in a common way but have difficulty understanding. There should be no problem in using more written language or shorter sentences to communicate the work to be done. It is worth informing about the written and unwritten rules of the work area. Finally, it should be noted that many people with autism have trouble understanding sarcasm, irony, and double meaning in language. Thus, it would greatly facilitate a clear and direct language about what is expected and confusion would be avoided. 

- Social expectations require instruction: 

Unwritten and taken-for-granted rules are the most confusing and problematic for people with autism. Don't assume that the person will "read" the social environment and adjust. That will not happen. Instead, help the person by telling them how they are expected to behave, and in case the person “messes up”, tell them calmly but directly. Suggesting things in a subtle way will only create more confusion. 

In the end, with small modifications, we are all equally valid to enter the labor market. It just requires a little bit of interest from businesses. A shame because a lot of talent is lost by not doing it.