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Help Us Build
the Workforce of the Future

According to the Employer Assistance and Resource Network, people with intellectual and developmental differences are often lauded for exhibiting loyalty and timeliness, and for offering innovative, creative perspectives to improve policies and procedures that can increase a company’s bottom line.

We’re challenging companies of all sizes to recognize and utilize the skills, tenacity and power of people with autism, intellectual and/or developmental differences, not just because it’s the right thing to do, but because it’s good for business.

Get Started:

1

Take the Employer Self Assessment

How inclusive and accessible is your workplace?
Find out here!

2

Review Our
Resource Library

Here you’ll find a collection of resources to help your company commit to inclusion.

3

Take the Employer Pledge

Re-evaluate hiring practices, increase hiring efforts & create inclusive support systems.

Self Assessment
Employer Resources
Take the Pledge

Choose to Include: Cultivating an inclusive workplace isn’t just a choice, it’s a responsibility. It’s never too late to take the first step.
Organizations with Inclusive Cultures Are: – two times as likely to meet or exceed financial targets – three times as likely to be high-performing – six times more likely to be innovative and agile – eight times more likely to achieve better business outcomes
Think Differently About Hiring: Before posting the next job opening, think about whether a job seeker with autism, intellectual and/or developmental differences would be a good fit for the position.
Plan & Prepare: Company leadership and HR should seek out the necessary tools, information and resources to support incoming employees with autism, intellectual and/or developmental differences.
Accommodate: Workplaces that choose to hire, and their jobs positions, should be accessible to all employees with special needs.
Hire: Employers ready to hire can start by connecting with job placement programs, local transition programs and vocational rehabilitation centers.
Hire: Employers ready to hire can start by connecting with job placement programs, local transition programs and vocational rehabilitation centers.
Employee & Leadership Development: Identify opportunities that allow employees with and without autism, intellectual and/or developmental differences to develop their leadership skills and expand their responsibilities while moving up the company.

National Association of Manufacturers (NAM) D&I Roundtable

Success Stories

Employers Say:

“The Delivering Jobs campaign is a game changer, not only for the individual finding a job or starting their career but also for companies as another way to embrace and promote inclusion in the workplace. We are proud to support such a worthy cause.”

Stan Little, SunTrust Foundation, Delivering Jobs Planning Partner

“One of the things we’ve found about people with ASD (autism spectrum disorder) is that they take their work very seriously. They up the ante for all of our co-workers! This initiative is helping our bottom line by addressing key issues that we’ve struggled with in the past: turnover, productivity, and quality goals.”

Linda Behmke, Senior Project Manager of Employee Relations, Quest Diagnostic

“People with ID have had to overcome negative attitudes in society to get to this place (of employment) — more than many other people. This has given them that fighting spirit and courage to never give up…This also inspires me to be better myself. They teach us all a very valuable lesson.”

Alexandra Nguyen, Perfect Sense