Source: NYT > Business
This program works because it reverses typical hiring logic: instead of forcing neurodivergent candidates into existing interview and social performance requirements, restaurants structure roles around documented strengths in pattern recognition, consistency, and detailed execution—skills that map directly to line kitchen work. The economics work for both sides. Autistic workers gain stable employment with clear hierarchies and repeatable tasks. Restaurants address chronic labor shortages and gain employees with measurably lower turnover in high-burnout positions. The program scales because it's operational efficiency, not disability inclusion theater built on moral arguments alone.