Tapping an untapped workforce

More than 700,000 autistic people will transition into adulthood in the U.S. in the next decade. And 85% of autistic college graduates are unemployed or underemployed.

The Autism Hiring Program in the Hussman Center for Adults with Autism within the Institute of Well-Being at Towson University partnered with the Autism Society of Maryland (AUSOM) to help these highly skilled and eager adults navigate the job search process and become a part of the workforce. The program comes at no cost to participants.

“We focus on long-term retainment of employability skills,” says Kimberly Hubscher, Autism Hiring Program coordinator. “We want to encourage and empower all the candidates to learn the skills in our program, find opportunities and make connections with potential employers that are eager to embrace neurodiversity.”

The first cohort completed the Autism Hiring Program in December 2024 and included Andrew Martini ’23. He graduated with a degree in music from the College of Fine Arts and Communication and saw the program as a path to supplementing his income and a way to learn additional skills that will also help him benefit in other aspects of his life.

“My main job right now is to be a professional vocalist on the weekend, but I wanted something more consistent. Since graduating from the program, I’ve gotten a couple of job offers,” Martini noted. 

One was a food prep chef position for Aramark’s Tiger Hospitality Catering Team, which Martini ultimately ended up accepting. Ebony Harris, Tiger Hospitality’s HR manager, was thrilled to have Martini join the team. “We want to continue to diversify the workplace, and by hiring neurodiverse candidates, our entire staff can begin to normalize interacting with autistic adults too.”

About the program

As part of the 10-week schedule, participants meet weekly to discuss different topics of professionalism, such as communication, disclosure, interview skills, networking, problem-solving and anxiety in the workplace. Guided by Hubscher, the candidates share advice with each other, discuss hesitations they may have and determine solutions.

Also weekly, the cohort members meet one-on-one with Hubscher to work on their professional goals. Departments across campus have been engaged in developing skills assistance for program participants. For example, the Department of Human Resources conducted mock interviews with candidates to help prepare for the real thing.

“The program was all around very helpful,” says Martini. “I hadn’t ever applied to a ‘real job,’ so all the information helped quell my nerves. The mock interviews were the most helpful, and I learned all about resume building.”

But the program was more for Martini than professional development. “I was able to network and share achievements that might go unappreciated to others,” he shares. “If you’re struggling, other people are in the same boat as you. When you achieve things, you get to share in the successes.”

Beyond the program

“I like to tell people that we understand that getting hired and getting the job is the first step—it's not our end goal,” Hubscher explains. “It’s one thing to get a job, it’s another thing that both parties feel supported in maintaining long-term employment.”

Program graduates meet with her as frequently as they’d like, often starting with weekly meetings and then fading to monthly and then as needed. The meetings are a place for graduates to ask questions, discuss challenges or talk about whatever they’d like. Graduates are also invited to attend monthly alumni meetings with AUSOM, where they can connect and continue learning from each other.

Employers, like Harris, can also request training. Hubscher and the Autism Hiring Program help employees understand and overcome challenges that may happen after hiring an autistic adult. This training helps neurotypical employees work through skills like self-regulation, de-escalation and other accommodations to help the workday go smoothly. Employers learn about implementing neuro-affirming practices, which help them adjust biases and behaviors. The program also offers support with onboarding and access to resources that enhance workplace success.

“Before hiring Andrew, we already had several neurodiverse employees, and we really wanted to learn to be better managers and how to handle different situations better,” says Harris. “The trainings are a great opportunity to put tools in our toolbox to work through any challenge that comes up—whatever the issue, whatever the background.”

Hubscher and her team can provide trainings to employers before hiring candidates. They focus on a variety of topics, from finding autistic candidates to enhancing accommodating interview procedures.

“Hiring autistic adults benefits everyone the workplace,” notes Hubscher. “I’ve heard several cohort members mention that they just want to be given a chance at something, to be given a chance to show their skills. They’re tired of hearing ‘no.’ This program helps employers understand how eager, determined and talented this untapped workforce is and how it can benefit their business.”