Autism is trending.
Here is what needs to change.
This campaign is defining what those commitments will now be measured against.
Autism is already in policy documents, workforce strategies, and corporate diversity reports. Organisations are already making public commitments to neurodiversity.
If you have made a public statement about neurodiversity and cannot demonstrate outcomes, that gap will be visible. June 18 is not the deadline. It is the day the gap becomes public.
A one-page briefing is available to download and share inside your organisation. One page. Designed to circulate internally.
The cost is not ours alone.
Excluding autistic people from the workforce is an economic problem, not a welfare one. When autistic employees burn out because systems were not designed for them, that is a design failure. When public money funds programs about autistic people that autistic people had no hand in designing, that is extraction, not inclusion.
Six actions. No hedging.
This campaign is built on lived experience, evidence, and repeated structural failure. These are actions with clear mechanisms behind them. They apply globally. They can be implemented now.
01.
Make the process accessible before you invite us in.
If your process excludes neurodivergent people, your invitation is not real.
Tenders, hiring, consultations, and applications must be designed to include autistic people by default.
Not as an accommodation. As a standard.
02.
Hire for the skill, not the performance of the skill.
If the only pathway into your organisation is a traditional interview, you are selecting against a significant part of the workforce.
Skills-based pathways must be standard. Not something people have to request.
03.
Fund autistic-led organisations, not just programs about us.
There is a difference between funding the problem and funding the solution.
A defined percentage of autism-related funding must go directly to autistic-led organisations.
That percentage should be set, published, and tracked.
04.
Measure whether people are okay, not whether they comply.
If your metrics reward compliance, your system is optimising for the wrong outcome.
Measure wellbeing. Measure sustainability. Measure whether people can actually participate without harm.
05.
Consultation is not co-design. Autistic people must be in paid, decision-making roles in any system that affects them.
Anything else is extraction.
Pay us to design it, not just to review it.
06.
Publish what you actually did, not what you intended.
Statements are not outcomes. If you have a neurodiversity commitment, publish measurable results annually.
Retention. Adjustments made. Procurement decisions. Visibility without accountability is marketing.
How?
The how matters as much as the what. Each action has a mechanism behind it: something concrete that can be implemented now, without a new strategy or a budget cycle.
01 - Start here
Audit one existing process. One tender, one consultation, one hiring round. Map where it excludes people and remove what is not essential to the task. Publish what you find and what you changed.
02- Change the front door
Add one alternative pathway to your next recruitment round. A work sample, a portfolio review, a structured task. Make it available by default, not by request.
03- Follow the money
Calculate what percentage of your autism-related funding goes directly to autistic-led organisations. Name the number. Set a target. Report against it next year.
04 - Ask the right question
Replace one compliance metric with a wellbeing indicator co-designed with autistic people in your organisation. Publish what it measures and what it finds.
05 - Pay from the start
Budget for autistic co-designers in your next project from inception. Not at the review stage. From the first meeting.
06 - Publish the record
Write one public report on what your organisation actually did this year to include autistic people. Not intentions. Actions, outcomes, numbers.
This campaigN makeS visible who is acting and who is not.
Over 200 organisations across 22 countries are already using the campaign toolkit, including more than 30 councils and government departments. These organisations did not wait to be asked. They acted.
Organisations with public neurodiversity commitments and no demonstrable outcomes will be visible in that gap.
Accountability looks like this when people are paying attention.
For government departments and institutions
A one-page briefing document is available for internal circulation. It summarises the six actions, the scale of the campaign, and what action looks like in the next 90 days.
You’ve read the demand.
Now let's talk.
If you represent a government department, an employer, or an institution — and you want to understand what action looks like for your organisation — this is where that conversation starts.
If you are media and need a briefing, a spokesperson, or campaign data, reach out here.
If you want to contribute to keeping this campaign free and global, we want to hear from you.