Restaurant Inclusivity: Employing Individuals with Autism

Individuals with autism consistently experience significantly lower rates of employment compared to the general population and those with other disabilities. [1] Despite these challenges, restaurants that actively recruit and support autistic employees can benefit from their unique skills, such as heightened attention to detail and consistency. [67] However, individuals with autism encounter numerous barriers when seeking and maintaining employment in the restaurant sector, including difficulties with social communication, sensory overload, and a lack of understanding from employers. [1] To foster inclusivity, restaurants can implement best practices such as modifying hiring processes, providing workplace accommodations, and offering autism awareness training to staff. [1] A range of government and non-profit organizations offer support and resources to promote the employment of individuals with autism in the hospitality sector. [2] Several restaurants in the target regions have been recognized for their inclusive hiring practices, demonstrating the feasibility and benefits of such initiatives. [38] Autism Awareness Month in April often highlights initiatives related to autism and employment, including within the restaurant industry. [141] This article aims to provide a comprehensive overview of the current situation, emphasizing both successes and areas where further improvement is needed to foster a more inclusive restaurant industry for individuals with autism.

The Importance of Inclusive Employment

Employing individuals with disabilities, including those with autism, yields significant benefits for both the individuals and society as a whole. Meaningful employment is associated with increased cognitive function, expanded social networks, positive peer relationships, and an overall improved quality of life for autistic adults. [1] Furthermore, businesses that embrace inclusive hiring practices gain access to a wider talent pool, potentially enhancing innovation and productivity. [70] Many adults with autism possess valuable skills and a strong desire to work, yet they face alarmingly high rates of unemployment and underemployment. [2] This underutilization represents a substantial loss of potential contributions to the economy and society. [70] Addressing this disparity requires a concerted effort to understand and overcome the barriers that autistic individuals face in the workforce.

Focus on the Restaurant Industry

The restaurant industry presents a relevant and potentially promising sector for increasing employment opportunities for individuals with autism. [2] Notably, food preparation and serving-related professions have a high prevalence of employees with disabilities. [28] The diverse range of roles within restaurants, from food preparation and dishwashing to serving and hosting, may align well with the varied skills and preferences of individuals on the autism spectrum. For instance, tasks requiring meticulous attention to detail and adherence to routines, often strengths associated with autism, are crucial in kitchen and food handling roles. The structured nature of some restaurant environments, particularly in back-of-house operations, can also be beneficial. While the restaurant industry holds potential, specific data on the employment rates of autistic individuals within this sector in Canada and US states remains limited, indicating a need for more focused research.

Autism Awareness Month

April is recognized as Autism Awareness Month, a time dedicated to fostering greater understanding, acceptance, and inclusion of individuals with autism. This article aligns with the spirit of Autism Awareness Month by specifically examining the landscape of employment inclusivity for autistic individuals within the restaurant industry. By exploring current employment rates, challenges, best practices, and existing support systems, this report aims to contribute to a more informed discussion and promote actionable steps towards creating more inclusive opportunities within this sector. Furthermore, this report will investigate whether specific campaigns or initiatives related to autism and employment within the restaurant industry are particularly highlighted during April in the target regions.

Current Employment Rates

Canada

Statistics Canada’s 2017 survey on Persons with Disabilities and Employment indicated that only 33% of autistic Canadians aged 20 and over reported being competitively employed, a stark contrast to the 79% employment rate for those without disabilities. [1] Other estimates suggest the overall employment rate for autistic adults in Canada falls between 20% and 30%. [2] These figures highlight a significant employment gap. Moreover, many employed autistic individuals in Canada are underemployed, working part-time or in roles that do not fully utilize their skills and intellectual potential. [2] While some data suggests an improvement in employment rates for autistic adults in Canada from 14% in 2012 to 33% in 2017 [27], the disparity compared to the neurotypical population remains a critical concern requiring targeted interventions and greater employer engagement.

Bordering States of the USA

The employment landscape for autistic adults in the bordering states of the USA reveals similarly low participation rates, although specific figures vary across states and studies.

In Washington, reports indicate that up to 85% of adults with autism are unemployed. [6] One study showed that between 25% and 50% of adults with Autism Spectrum Disorder participate in any type of paid employment. [7] For individuals with developmental disabilities in Washington, the employment rate is around 12%. [5] Within the broader category of employed US adults aged 18-64 with disabilities, the prevalence is highest in food preparation and serving-related professions at 19.9%. [28]

In Idaho, the unemployment rate for working-age individuals with disabilities is estimated at 6.4%, which is double the state’s general unemployment rate. [47] While specific figures for autistic adults in Idaho’s restaurant industry are not readily available, the overall low employment rate for individuals with disabilities suggests a similar trend.

Data for Montana indicates that only 14% of adults with ASD achieved paid work in an integrated setting, with a significant majority (54%) working without pay in segregated settings, and 27% reporting no participation in work or other integrated community activities. [50] Another review suggested an overall employment rate of just 37.57% for individuals with ASD. [188]

In North Dakota, the employment rate for working-age people with disabilities is nearly 20 percentage points better than the national average. [35] However, specific data for autistic adults within the restaurant sector is limited.

Research in Minnesota in 2017 found that 38.58% of adults with ASD were unemployed, meaning 61.42% were employed. However, other sources suggest that at least 20% of autistic adults are employed. Young autistic adults in Minnesota have worked in food preparation and serving as the second most common job type. [11]

Michigan faces a significant challenge, with estimates suggesting that around 90% of adults with autism are unemployed. [14] However, vocational rehabilitation efforts in the state show a competitive integrated employment rate of 51.8% for individuals with ASD among students and youth participants. [189]

In Ohio, reported employment rates for autistic adults vary, generally hovering around 50%. [15] However, a longitudinal study indicated that only a quarter of autistic adult participants were consistently employed, with only 16.4% working more than ten hours a week. [15] Other data suggests that only 22% of autistic adults in the US are in any kind of employment. [9]

Pennsylvania’s 2017 Autism Needs Assessment revealed that 28% of adults on the spectrum were unemployed and looking for work, 30% reported working part-time, and 12% full-time. [16] More than two-thirds of adults with autism in PA were unemployed in 2011. [16]

In New York, the employment-to-population ratio for working-age people with disabilities was 26.1% in 2022, lower than the national average of 34.7%. [18] Analysts estimate the US unemployment rate for those on the autism spectrum to be as high as 85%. [42]

Vermont has a higher employment rate for working-age adults with disabilities (46.8%) compared to the US average (40.7%). [22] However, over one in three Vermonters with disabilities are employed, significantly less than those without disabilities (67%). [20]

New Hampshire also shows a higher employment rate for working-age adults with disabilities (46.8%) compared to the national average. [22] However, this still represents a significant gap compared to the employment rate of those without disabilities (81.7%). [22]

In Maine, less than 37% of people with disabilities are employed, compared to 80% of those without disabilities. [23] While specific data for autistic adults in Maine’s restaurant industry is lacking, the general trend indicates underrepresentation in the workforce.

Table 1: Estimated Employment Rates of Autistic Adults in Canada and Bordering US States (where data is available)

Country/State	Overall Employment Rate (%)	Employment Rate in Food Service (%)	Source	Year
Canada	20-33	14	Statistics Canada, TheTreetop.com	2017
Washington	15-50	19.9 (for any disability)	PMC, TheTreetop.com	2016-2020
Minnesota	20-61	14-16	MyDisabilityJobs.com, NLTS2, CSR	2016-2017
Ohio	~50	–	OJS Library, TheTreetop.com	2010-2015
Pennsylvania	12-31	–	PA Autism Needs Assessment, PhillyAP	2011-2017
New York	~15 (full-time)	–	Drexel University, SPARK Autism Study	~2009
Vermont	–	–	–	–
New Hampshire	–	–	–	–
Maine	–	–	–	–
Idaho	–	–	–	–
Montana	~14	–	National Autism Indicators Report	2017
North Dakota	–	–	–	–

Note: This table reflects the available data from the provided snippets. Many states lack specific employment rate data for autistic adults within the food service industry.

The Business Case for Inclusion

Skills and Contributions Often Associated with Autism

Individuals with autism frequently possess a range of skills that can be highly valuable within the restaurant industry. Their notable attention to detail allows for accuracy in tasks such as food preparation, order taking, and inventory management. [2] A strong sense of consistency and reliability ensures that tasks are performed to a high standard repeatedly, which is crucial for maintaining food quality and customer satisfaction. [4] Many autistic individuals thrive on routines and structured tasks, making them well-suited for roles like dishwashing, stocking, and certain food preparation duties. [68] Their systematic approach and methodical thinking can be beneficial in organizing workflows and ensuring efficiency in back-of-house operations. [9] Furthermore, autistic individuals are often recognized for their honesty and integrity, contributing to a trustworthy work environment. [4] They can also bring unique perspectives and strong problem-solving skills to the team, offering innovative solutions to challenges. [69] Once comfortable in their role, autistic employees often demonstrate significant loyalty and professional commitment, leading to a more stable workforce. [73] These attributes can be particularly advantageous in various restaurant roles, highlighting the potential for a mutually beneficial employment relationship.

Benefits for Restaurants

Actively employing individuals with autism can provide numerous benefits for restaurants. A significant advantage is reduced employee turnover and increased retention rates. [70] Autistic employees, once well-integrated into a supportive environment, often demonstrate strong loyalty to their employers. This stability can lead to improved productivity and efficiency as experienced employees become proficient in their roles. [4] Hiring individuals from diverse backgrounds, including those with autism, can also foster an enhanced workplace culture and morale, promoting a more inclusive and understanding atmosphere for all employees. [70] Embracing neurodiversity contributes to increased company diversity and inclusion, which is increasingly valued by both employees and customers. Restaurants may also be eligible for tax credits and financial incentives for employing individuals with disabilities, providing an additional economic benefit. [72] Furthermore, a commitment to inclusive hiring practices can positively impact a restaurant’s public perception and brand image, demonstrating social responsibility and attracting customers who value inclusivity.[4] These benefits underscore that creating an inclusive workplace is not only a socially responsible action but also a strategic business decision with tangible advantages.

Navigating the Job Market: Challenges and Barriers

Difficulties in Seeking Employment

Individuals with autism often face significant challenges when seeking employment in the restaurant industry. The traditional job application process, particularly the interview, can be a major hurdle due to difficulties with social communication and interaction. Many autistic individuals may struggle with open-ended questions, making small talk, and interpreting non-verbal cues, which are often central to conventional interviews. Furthermore, there is often a lack of understanding and accommodations from employers during the hiring process. [1] Employers may not be familiar with autism or how to adapt their hiring practices to be more inclusive. Stigma and misconceptions about the capabilities of autistic individuals also contribute to employment barriers. Preconceived notions about limitations can lead to discriminatory practices and a reluctance to hire someone on the spectrum. [2] Autistic individuals may also find it difficult to navigate the implicit social cues and “unwritten rules” of the workplace, which can be crucial even during the application stage. [1] Additionally, biases related to both autism and race can further compound the difficulties faced by autistic individuals of color in the hiring process. [2] These challenges highlight how traditional hiring methods often fail to recognize the skills and potential of autistic candidates.

Barriers to Maintaining Employment

Once employed in the restaurant sector, individuals with autism can encounter several barriers that may make it difficult to maintain their employment. Sensory sensitivities are a significant factor, as the restaurant environment is often noisy, brightly lit, and fast-paced, potentially leading to sensory overload. [2] Difficulties with social interactions with both colleagues and customers can also pose ongoing challenges in a customer-facing industry. Autistic employees may struggle with interpreting social cues, engaging in small talk, and navigating complex interpersonal dynamics. Challenges with time management and task prioritization can also arise, particularly in roles requiring multitasking and flexibility. The need for clear and direct communication is paramount, and misunderstandings can occur if instructions are vague or rely on implied meanings. Anxiety and stress can be triggered by unpredictable schedules, changes in routine, and the sensory demands of the environment. [1] Finally, a lack of support and understanding from supervisors and coworkers can exacerbate these challenges, leading to feelings of isolation and difficulty in navigating workplace expectations. [2] The often-dynamic and less structured nature of restaurant work, compared to some other sectors, can, therefore, present considerable obstacles for autistic individuals seeking to maintain stable employment.

Creating Inclusive Culinary Workplaces: Best Practices and Strategies

Inclusive Hiring Practices

To create more inclusive hiring practices in the restaurant industry, several modifications can be implemented. Restaurants should consider providing interview questions in advance to allow autistic candidates time to prepare thoughtful responses. [90] Offering alternative interview formats, such as written responses to questions or working interviews where candidates can demonstrate their skills in a practical setting, can be more effective than traditional conversational interviews. The focus during interviews should be on evaluating the candidate’s specific skills and abilities relevant to the job, rather than solely on their social interaction skills. [72] Interviewers should also be mindful of eye contact and other non-verbal cues, recognizing that differences in these areas do not necessarily indicate a lack of engagement or competence. [79] Partnering with disability organizations and job coaches can provide valuable expertise in adapting the hiring process and identifying qualified candidates. [2] These adjustments can create a more equitable and effective hiring process that allows autistic individuals to showcase their talents and secure employment opportunities.

Workplace Accommodations and Supports

Implementing appropriate workplace accommodations and support is crucial for fostering an inclusive environment for autistic employees in restaurants. Providing quiet break areas or sensory-friendly spaces allows individuals to de-escalate when feeling overwhelmed by the sensory demands of the workplace. Offering noise-canceling headphones or earplugs can help to reduce auditory distractions in busy restaurant settings. [2] Adjusting lighting to minimize glare or flickering can create a more comfortable visual environment. Efforts should also be made to minimize strong smells in the workspace, which can be particularly bothersome for some individuals with autism. [79] Utilizing visual aids, checklists, and written instructions for tasks can provide clarity and structure, aiding in task completion and reducing anxiety. [72] Ensuring clear and structured communication and avoiding jargon and implicit meanings are essential for effective collaboration. [2] Establishing predictable routines and schedules can also help autistic employees feel more secure and organized. [79] Designating a point person whom the employee can approach with questions or concerns can provide a crucial layer of support. [91] Where feasible, offering flexible work arrangements, such as varied start and end times or the option for some tasks to be completed in a quieter setting, can also be beneficial. [2] These accommodations, tailored to individual needs, can significantly enhance the workplace experience for autistic employees.

Training and Awareness Programs

Investing in training and awareness programs is vital for creating a truly inclusive restaurant workplace. Autism awareness and neurodiversity training should be provided to all staff members, including managers, supervisors, and coworkers, to foster understanding, empathy, and effective communication. [81] Programs like Autism Speaks’ Workplace Inclusion Now (WIN) offer valuable resources and guidance for employers seeking to create inclusive environments. [70] Additionally, organizations such as Spectrum Works and Auticon provide specialized training and support for both employees and employers. [95] The involvement of job coaches and mentors can also be highly beneficial, providing individualized support to autistic employees, assisting with onboarding, and facilitating communication with the team. [2] Educating restaurant staff about autism and neurodiversity helps to challenge stereotypes, reduce stigma, and promote a more accepting and supportive workplace culture where autistic employees feel valued and understood.

The Ecosystem of Support: Government and Non-Profit Initiatives

Government Initiatives

Various government initiatives in Canada and the bordering US states aim to support the employment of individuals with disabilities, including autism. In Canada, programs like EmploymentWorks® provide support for autistic adults seeking employment. [4] The government also supports initiatives like “The Inclusive Workplace,” a resource for job seekers and employers. [178] In the United States, the Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in employment, requiring employers to provide reasonable accommodations. [15] State vocational rehabilitation (VR) agencies in states like Washington [105], Idaho [108], Montana [112], North Dakota [113], Minnesota [116], Michigan [121], Ohio [124], Pennsylvania [127], New York [128], Vermont [131], New Hampshire [84], and Maine [66] offer a range of services, including job training, career counseling, and support for employers hiring individuals with disabilities. Some states, like New York, have specific initiatives to increase state workforce positions for people with disabilities.[18] Federal programs like the Work Opportunity Tax Credit (WOTC) also incentivize employers to hire individuals from certain target groups, including those with disabilities.[72]

Non-Profit Organizations and Support Programs

A multitude of non-profit organizations and support programs across Canada and the bordering US states are dedicated to promoting the employment of individuals with autism in various industries, including hospitality. In Canada, organizations like Autism Alliance of Canada have employment initiatives like Ready, Willing & Able. [4] Canucks Autism Network (CAN) also works to create employment opportunities for autistic adults. [45] In the US, Autism Speaks offers employment toolkits and the Workplace Inclusion Now (WIN) program. [2] The Autism Society has local affiliates across the US and in states like Idaho [106] and Maryland [181] that offer employment support programs. Organizations like Spectrum Works [95] and Auticon [4] specialize in job training, internships, and employment opportunities for autistic individuals, often partnering with businesses to create inclusive workforces. Other notable organizations include the Winters Center for Autism in New York [129], the Els for Autism Foundation [183], and local initiatives like Mind Shift Works serving North Dakota, Minnesota, and Wisconsin. [150] These organizations provide a range of services, including job exploration counseling, work-based learning experiences, workplace readiness training, self-advocacy support, and assistance with postsecondary education and employment placement. They also work with employers to provide training and resources for creating inclusive work environments.

Leading by Example: Showcasing Inclusive Restaurants

Several restaurants in Canada and the bordering US states have gained recognition for their commitment to inclusive hiring practices for individuals with autism, demonstrating various successful approaches. In Canada, some cafes like those featured by the Canucks Autism Network [138] actively hire and support autistic employees, often through partnerships with organizations like Ready, Willing & Able. [177] In the US, numerous examples highlight effective strategies. Soul Cafe in West Bloomfield, Michigan, provides training and employment for people with disabilities, including autism, through a supportive program that also includes an art studio and a bakery to cater to different preferences and skill sets. [143] So Much To Give Inclusive Cafe in Cedars, Pennsylvania, was founded with the specific mission of employing individuals with disabilities, creating a welcoming environment, and offering various roles suited to different abilities. [145] Café Joyeux, with a location in New York City, follows a model of employing and training people with mental and cognitive disabilities, providing ongoing support and opportunities for growth. [164] Sleepy Coffee Too in Sleepy Hollow, New York, is a non-profit cafe dedicated to providing job training and inclusive employment for people with disabilities in a supportive environment. [166] The Flip Side in Laconia, New Hampshire, partners with local disability services to offer meaningful employment opportunities for individuals with developmental disabilities, focusing on their strengths and providing necessary training. [171] Potter’s House Bakery and Cafe in Rochester, New Hampshire, collaborates with autism organizations to provide job skills training and employment for teens and young adults on the autism spectrum. [172] In The Loop Cafe in Seattle, Washington, is a unique cafe led by young adults passionate about inclusion, with autistic individuals working as baristas and receiving specialized training. [142] These restaurants often partner with autism support organizations to facilitate recruitment, provide job coaches, and train staff on how to best support their neurodiverse employees. Many also focus on creating sensory-friendly environments and adapting tasks to match individual strengths, fostering a culture of understanding and acceptance.

Autism Awareness Month: Spotlight on Employment Initiatives

Autism Awareness Month in April often serves as a focal point for highlighting initiatives related to autism and employment within the restaurant industry in Canada and the bordering US states. For example, Chuck E. Cheese has historically participated in Autism Awareness Month by hosting “Sensory Sensitive Sundays” at participating locations across the US and Canada, offering a calmer environment with dimmed lighting and lower volume levels for families with autistic children. These events sometimes include fundraising efforts to benefit autism organizations like Autism Speaks. [141] While not always specific to employment within their own restaurants, these initiatives raise awareness and promote understanding within the broader community. Some restaurants may also use April as an opportunity to highlight their existing inclusive hiring practices or announce new partnerships with autism employment programs. Organizations like the Autism Society of Maryland actively promote their Autism Hiring Program throughout the year, and their efforts likely gain additional visibility during Autism Awareness Month. [181] Similarly, Autism Alliance of Canada often features employment-related resources and success stories on its website and social media during April. [177] While specific large-scale campaigns solely focused on restaurant employment of autistic individuals during April across all target regions were not prominently evident in the research material, Autism Awareness Month generally provides a platform for increased discussion and promotion of inclusive practices that can indirectly benefit employment opportunities within the restaurant sector.

Recommendations

Synthesis of Findings

The current landscape of restaurant inclusivity for individuals with autism in Canada and the bordering US states reveals a significant disparity between the employment rates of autistic adults and their neurotypical peers. While the restaurant industry presents a potentially suitable environment for leveraging the unique skills often associated with autism, numerous challenges persist in both securing and maintaining employment. Best practices for creating inclusive culinary workplaces include modifications to hiring processes, the provision of tailored workplace accommodations, and comprehensive autism awareness training for all staff. A network of government and non-profit organizations offers crucial support and resources to facilitate these efforts. Examples of restaurants actively engaging in inclusive hiring demonstrate the feasibility and mutual benefits of such practices. Autism Awareness Month in April provides an opportunity to further highlight the importance of employment inclusion, although specific large-scale initiatives within the restaurant industry during this month appear limited.

Areas for Improvement

Despite the progress made by some restaurants and support organizations, several areas require further improvement. The overall employment rates for autistic adults remain low across all regions, indicating a persistent need to address systemic barriers. Stigma and a lack of understanding about autism continue to be significant obstacles for both job seekers and employees. More research is needed to gather specific data on the employment rates of autistic individuals within the restaurant industry in each state and province. Furthermore, there is a need for greater awareness among restaurant owners and managers about the benefits of hiring autistic employees and the relatively low cost of implementing effective accommodations.

Actionable Recommendations

To foster a more inclusive restaurant industry, the following recommendations are offered:

For Restaurants:

• Implement inclusive hiring practices by adapting interview formats, focusing on skills, and partnering with disability employment organizations.
• Offer a range of workplace accommodations to address sensory sensitivities, communication needs, and preferences for structure and routine.
• Invest in autism awareness and neurodiversity training for all staff members to promote understanding and create a supportive work culture.
• Actively partner with autism support organizations to access resources, training, and potential employees.
• Cultivate a supportive and inclusive work culture that values the contributions of all employees and fosters open communication.

For Policymakers:

• Develop and fund initiatives that specifically promote autism employment within the hospitality sector.
• Provide resources and incentives for restaurants to hire and retain autistic individuals, such as tax credits and grants for accommodations.
• Support and expand vocational rehabilitation and job coaching programs tailored to the needs of autistic individuals seeking employment in the restaurant industry.
• Raise awareness among employers and the public about the capabilities and benefits of employing autistic individuals.

For Support Organizations:

• Expand job training and placement programs with a specific focus on the skills and demands of the restaurant industry.
• Offer comprehensive resources and guidance to both autistic job seekers and restaurant employers on best practices for inclusive employment.
• Actively advocate for policy changes that promote greater employment opportunities and inclusivity for individuals with autism in all sectors, including hospitality.

 

Accountific Commitment

Accountific plays a vital role in supporting restaurants in creating inclusive workplaces, particularly for individuals with autism. Our tailored accounting solutions and expert bookkeeping services can help restaurants streamline their operations, allowing them to focus on implementing inclusive hiring practices and workplace accommodations. By automating tasks like payroll, expense tracking, and inventory management, Accountific frees up valuable time and resources that can be directed towards training staff, adapting the work environment, and fostering a supportive culture for all employees, including those with autism. Furthermore, our real-time financial visibility empowers restaurants to make informed decisions about resource allocation and investments in inclusivity initiatives, demonstrating that social responsibility and financial success can go hand in hand.

Creating a truly inclusive restaurant industry requires a collaborative effort from restaurants, policymakers, support organizations, and the broader community. By recognizing the valuable contributions of individuals with autism and actively working to remove barriers to employment, stakeholders can pave the way for a more equitable and prosperous future where everyone has the opportunity to thrive.

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100. Exploring employment engagement and neurodiversity within the international hospitality and tourism industry – Autism Canada 
101. Retail and Hospitality Careers – ACT – Autism Community Training 
102. FoodAbility – Business & Ability Meet Here 
103. Employment Resources – Autism Society of Washington 
104. UW Employment Program | UW IHDD – Institute on Human Development and Disability 
105. Division of Vocational Rehabilitation | DSHS – Washington State Department of Social and Health Services 
106. Local Support | Autism Society 
107. Our Services | RISE Services, Inc. 
108. Willing and Able: A Job Hunting Guide for Idahoans with Disabilities – Idaho Department of Labor 
109. Employment | Unemployment | Disability – The Crisis Hotline Idaho 
110. Eriks Ranch & Retreats – Lodging in Montana | Minnesota 
111. Montana Campground Welcomes All: KOA Site Becomes Autism-Friendly 
112. Disability Employment and Transitions Division – Montana State Legislature 
113. North Dakota Vocational Rehabilitation – ND Health and Human Services 
114. Employment – North Dakota Autism Center 
115. Find or Keep Employees | Health and Human Services North Dakota 
116. Minnesota cuts employment services for people with disabilities – Star Tribune 
117. Autism Support Services in Minnesota | Maangaar Global 
118. Disability Services – Goodwill Easter Seals 
119. Opinion: We can make workplace inclusion standard practice – Crain’s Detroit Business 
120. Employment Initiatives – Autism Alliance of Michigan 
121. Employment Resources: Individuals and Families – State of Michigan 
122. Workforce Initiatives – Hospitality Institute of Ohio | Columbus, OH 
123. Initiatives and Collaboration – OCALI 
124. Business Enterprise Program Fact Sheet – Opportunities for Ohioans with Disabilities 
125. Leadership Team | PA Inclusive – Guiding with Knowledge 
126. Employment Information for Individuals with Autism – PAAutism.org 
127. Employment First for Individuals with Disabilities | Department of Labor and Industry 
128. Employment Initiatives | Council on Developmental Disabilities – NY.gov 
129. Programs & Services – Winters Center for Autism 
130. Career Services for Persons with Disabilities | Department of Labor – NY.gov 
131. HireAbility Vermont
132. Way2Work Continuum – Champlain Community Services 
133. Employers – HireAbility Vermont 
134. Kessler Foundation, Changing the lives of people with disabilities 
135. Workforce Innovation & Opportunity Act (WIOA) – CAPHR 
136. AANE Homepage – AANE 
137. Hiring People with Disabilities – Become an Employment Partner – PRIDE Industries 
138. New Toronto cafe hires people with intellectual and developmental disabilities – YouTube 
139. Business owner makes money by hiring disabled workers – YouTube 
140. Accessibility Accommodations | McDonald’s – Corporate 
141. Chuck E. Cheese Brings “Fun”-Raising And Focus To World Autism Month 
142. New Lake City café provides unique opportunity for Neurodiverse 
143. 7 restaurants at the forefront of accessible dining in America – OpenTable 
144. Employment Program | Spectrum Works | United States 
145. She knew her son and other people with disabilities have so much to give. So, she opened a cafe to employ them. – CBS News 
146. Autism-Friendly Activities in Montana – belikebuddy 
147. Autism – dphhs 
148. Autism-Friendly Family Fun 
149. Autism-friendly ideas for your family’s next vacation – Big Sky Therapeutic Services 
150. Mind Shift – ND, MN, & WI – Autism Employment 
151. 9 Amazing Restaurants That Hire People with Disabilities – Taste of Home 
152. Any F&B places that are open to hiring persons with autism/asperger’s? : r/askSingapore 
153. Join Our Team – AuSM – Autism Society of Minnesota 
154. Autism Spectrum Disorder Jobs, Employment in Minnesota | Indeed 
155. Careers at White Castle | Apply Online at White Castle 
156. 14 MI businesses that employ adults with developmental disabilities – Gander Newsroom 
157. How Michigan’s Soul Cafe finds work for people with disabilities 
158. Job / Career Programs for Kids with Autism | Columbus OH – CAP4Kids.org 
159. Mom opens cafe to employ people with disabilities – YouTube 
160. KultureCity – Making the nevers possible 
161. Donate – Autism Village 
162. Our Story – Brother Andre’s Cafe 
163. Café Skippack, PA | So Much To Give Inclusive Café 
164. New York cafe hires and trains people with autism – YouTube 
165. Mission Café Joyeux: employment of disabled workers 
166. Sleepy Coffee Too – Where Kindness Is Served One Cup At A Time. 
167. Jobs | Two Brothers Tavern in Middlebury, VT 
168. Crew Member – Job Search – Wendy’s Careers 
169. Autism-Friendly Activities in Vermont – Be Like Buddy 
170. Chuck E. Cheese Expands ‘Sensory Sensitive Sundays’ in Northeast Region in Partnership with Center for Autism and Related Disorders 
171. A Taste Of Inclusivity: The Flip Side Partners with StaffWorks – Lakes
172. Bakery In Rochester Helping Kids With Autism – 97.5 WOKQ 
173. Lifecare Community Dining Options – Piper Shores 
174. National Autism-Friendly Opportunities – Maine Access to Inclusive Education Resources 
175. Autism-Friendly Activities in Maine – Be Like Buddy 
176. Sensory-Friendly Dining Events: Sensory Sensitive Sundays – Trend Hunter 
177. Employment Initiatives – Autism Alliance of Canada 
178. The Inclusive Workplace – Autism Alliance of Canada 
179. Creating Opportunities for People with Disabilities to THRIVE – Aramark 
180. Elevate workplace culture with autism inclusion | University of Toronto Alumni 
181. Autism Hiring Program – Autism Society of Maryland 
182. Which Companies Hire Neurodivergent People? – Thrive Autism Coaching 
183. Employment Programs – Els for Autism 
184. The Best Jobs for Adults with Autism – Apex ABA Therapy 
185. Eden II Programs Partners with TAO Cares for World Autism Awareness Month 
186. Restaurant work social skills question: r/KitchenConfidential – Reddit 
187. Hospitality: A Leading Sector for Jobseekers with Special Needs 
188. Competitive Integrated Employment for Youth and Adults with Autism 
189. Michigan Autism Spectrum Disorder (ASD) State Plan – Annual Report 
190. Disability Employment Awareness Month – Maine.gov 
191. Current Landscape of Employment for ASD – OCALI 
192. The goal is to not only have an environment in which families with special needs can eat and enjoy themselves, but also to offer – University of Wisconsin–Madison
193. Employment Fact Sheet | Minnesota Council On Disability

 

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David Monteith, founder of Accountific, is a seasoned digital entrepreneur and a Xero Silver Partner Advisor. Leveraging over three decades of business management and financial expertise, David specializes in providing tailored Xero solutions for food and beverage businesses. His deep understanding of this industry, combined with his proficiency in Xero, allows him to streamline accounting processes, deliver valuable financial insights, and drive greater success for his clients.