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Zero Exclusion

Managers should ensure all employees, regardless of their Autism spectrum condition or prior

experience, have access to employment and necessary support.

Integrated Employment and Treatment

Managers should acknowledge and accommodate employees’ ongoing therapies (if

applicable), ensuring understanding and flexibility in work arrangements.

Competitive Employment

Managers should offer fair opportunities in diverse hospitality roles, promoting equity and

combating stigmas.

Rapid Job Search and Systematic Development

Hospitality Organisations should collaborate with organizations specializing in Autism-friendly

recruitment and retention strategies.

Consistent, Long-term Support

Managers should provide sustained mentorship, Autism-friendly environments, team-building

activities, and individualised accommodations.

Embracing Individualism

Managers should match Autistic employees to roles that align with their strengths and interests

to enhance satisfaction, retention, and performance.

Fair Compensation

Employment contracts should clearly outline fair wages, benefits, and opportunities for career

advancement to empower Autistic employees to thrive professionally.

5 | P a g e

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