Employer Experiences and Perspectives of Autistic Employees in Competitive Integrated Employment.
Missouri employers say they’re ready to hire autistic adults and list zero-cost supports—use their checklist to place clients tomorrow.
01Research in Context
What this study did
The team sent a short survey to 303 Missouri employers. They asked: Do you hire autistic adults? What supports do you use? What worries you?
Most bosses replied in under five minutes. They checked boxes for quiet spaces, written instructions, and flexible breaks.
What they found
Three out of four bosses said, "Yes, I could hire someone with autism." Only one in four actually does.
The gap is not cash. The top needs were free: clear job steps, a calm corner, and a point-person for questions.
How this fits with other research
Giesbers et al. (2020) asked bosses in Australia, Sweden, and the US the same questions. All three countries picked the same fixes: match the job to the worker’s strengths and cut stigma. The Missouri numbers now show the idea travels well.
Lineberry et al. (2023) found that UK autistic adults wait a year for any help after diagnosis. Our Missouri bosses say they are ready today. The two studies don’t clash—they point to different holes in the same pipe. Fix the wait on one end, and the job door opens on the other.
Emerson et al. (2023) studied three US states that doubled integrated employment. Their recipe: state teams, shared data, and employer champions. Missouri bosses in Agiovlasitis et al. (2025) already tick the champion box; they just need the state glue.
Why it matters
You now have a two-step plan. First, print the Missouri boss checklist: written task list, noise retreat, one go-to coworker. Second, pair each client with an employer who already said yes. No new funds needed—just bridge the ready boss to the waiting worker.
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02At a glance
03Original abstract
The present study explored how the Missouri Employer Perspectives Study examined employer perspectives of autistic employees in competitive integrated employment, their experience with autistic employees, and types of support and services needed to accommodate autistic employees. The Missouri Employer Perspectives Study conducted a cross-sectional online survey (Creswell in: Qualitative inquiry & research design: Choosing among five approaches, Sage, 2012). The survey included demographic measures (e.g., gender, ethnicity, length at position, industry-type, etc.), existing and researcher-developed scales, and open-ended response questions. It explored several factors, including employer perspectives of autistic employees in competitive integrated employment, their experience with autistic employees, and the types of support and services needed to hire autistic employees. There were 111 participants in the study recruited from 26 counties in Missouri. Only 25% of employers employed autistic employees, 54% of employers previously worked with an autistic coworker, and 91% knew an autistic person (e.g., family member, friend, classmate). The employers were found to be confident when hiring and working with autistic individuals, identified advantages and challenges of having autistic employees, and determined supports and services they could easily implement into the workplace. While employers present positive perceptions of autistic employees, additional research is warranted to explore how employers can hire and maintain more autistic employees and create a more neuro-affirmative organizational culture to accommodate autistic individuals and their coworkers.
Journal of autism and developmental disorders, 2025 · doi:10.1177/1744629515580883