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reduce first-week dropout rates and help autistic employees settle in more quickly. These

aren’t expensive interventions — just thoughtful ones.

In the development phase, autistic staff — like anyone else — need mentorship, coaching,

and transparent pathways for growth. But too often, they’re excluded from advancement
simply because managers aren’t sure how to support them.

Finally, retention depends on sustained support. This might mean regular check-ins, attention
to sensory needs, or flexible working options. When those things are in place, long-term job
stability becomes much more likely — as the data in the box highlights: a one-year follow-up

showed 100% retention in a supported-employment programme with low-cost adaptations.

So the big idea here is: structure, communication, and proactive support across the entire

employment cycle can turn short-term hires into long-term team members.

Suggestions

Ask the room:

“At which stage in the employment cycle do you think your organisation is strongest? And

which stage might need the most improvement?”

“Have you ever lost a new hire within the first week or month? What kind of onboarding might

have changed that outcome?”

Small group prompt:

Invite learners to brainstorm one practical action they could take at each stage — recruitment,
onboarding, development, and retention — to better support neurodivergent staff.

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