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5. Inclusive Employment

Inclusive employment for individuals is not only a cornerstone of Article 27 of the UN

Convention on the Rights of Persons with Disabilities—which affirms the right of every person
with a disability “to work, on an equal basis with others,” in an inclusive and accessible labour

market—but also directly advances the United Nations’ 2030 Agenda for Sustainable
Development. By ensuring that people with autism have equal access to job opportunities,

reasonable accommodations, and supportive work environments, we uphold the Convention’s
mandate against segregation and exclusion while promoting SDG 8 (“Decent Work and

Economic Growth”) and SDG 10 (“Reduced Inequalities”). This dual alignment means that
when tourism and hospitality organisations commit to inclusive employment practices—

treating individuals with autism as equals, valuing their contributions, and providing the tools
they need to thrive—they are both fulfilling an internationally recognised human right and

embodying the 2030 Agenda's principle of "leaving no one behind." In doing so, they create
a more diverse and resilient workforce, foster social cohesion, and contribute materially to
sustainable economic growth and social inclusion across communities.

5.a. Value, impact and requirements

Many companies today promote diversity but fail to fully understand its value or the crucial
role of inclusion. While diversity is widely accepted as a core value, it cannot thrive without

inclusion. Businesses must see Diversity, Equity, and Inclusion as strategic assets rather than
just corporate social responsibility initiatives.

Hiring individuals with autism contributes to a more diverse workforce, enhancing innovation,
creativity, accessibility, and customer focus. Companies that embrace inclusion tend to make

better decisions, attract and retain top talent, and strengthen their organisational reputation.
Inclusive environments foster a sense of belonging, where employees feel accepted, valued,

and respected. This sense of inclusion is key to employee engagement and retention.
Managers with autistic employees often become better leaders, offering more precise

feedback and setting well-defined expectations. Conversely, a lack of diversity and inclusion
seriously threatens a healthy company culture. Inclusive employment has numerous benefits.

It positively affects overall workforce morale, as non-disabled employees often feel more
connected to a company that values all community members. Managers also improve their

ability to understand employee needs and enhance communication. Productivity tends to
increase while absenteeism and turnover decrease. Many employees with disabilities perform

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Project Number 2023-1-IT01-KA220-VET-000152721