An initiative by Projeto Acolher TEA that brings companies closer to responsible practices in inclusion, accessibility and appreciation of neurodivergent people in the workplace.
This program is being institutionally developed. At this stage, the goal is to inform, mobilize, listen to interested companies and build responsible criteria for future participation and recognition.
Voluntary and free participation
Companies do not pay to apply, be reviewed or receive possible authorization to use the seals. Financial support, sponsorship or donations do not guarantee approval, priority or a seal.
Institutional channel for companies, partners and questions about the initiative.
Voluntary and free campaign
Registration, criteria review and any future granting of institutional seals are free. No company needs to pay, donate, sponsor or purchase services to participate or be approved. Any future support for the Project will be voluntary, handled separately and will not affect the evaluation.
The Project seal is institutional in nature and does not constitute technical or government certification or a guarantee of legal compliance.
O Welcome Empowers transforms neuroinclusion into practical actions for HR, leaders and teams: accessible recruitment, communication, adaptations, inclusive culture and talent retention.
For companies, schools and clinics.
Hub for companies
All cards below are clickable and lead directly to the corresponding content within this page.
Why neuroinclusion matters
Understand why inclusion needs to involve access, permanence, development and real participation.
Hire autistic talent
A practical roadmap to get out of your intention and reach a more accessible contract.
Affordable Recruitment
Vacancies, interviews, communication and onboarding with fewer unnecessary barriers.
Adaptations at work
Adjustments to the environment, routine, communication and processes according to individual needs.
Guide for HR and leadership
Practical guidance for management, feedback, meetings and professional development.
Neuroinclusion checklist
Carry out a quick self-assessment of your company and identify next steps.
Seals and commitment
Discover the criteria of the Companies for Neuroinclusion campaign.
Cases and good practices
Videos and examples to transform concepts into concrete actions.
Legislation and references
Consult official sources on inclusion, rights and hiring of people with disabilities.
Welcome Empowers
Lectures, workshops, training and personalized programs for companies, schools and clinics.
Talk to the Project
Register the company's interest in neuroinclusion, content and future training.
Legal update · São Paulo
The law provides for municipal actions such as job and apprenticeship placement, employer awareness, job fairs and promotion of employability initiatives. It reinforces the importance of valuing talent and supporting continued access to decent work.
Information limit: the law does not guarantee automatic hiring. It establishes a public policy in the city of São Paulo, and its results depend on the implementation of the planned actions.
View official sourceQuota Law and inclusion of people with disabilities
Companies with 100 or more employees are subject to the rules of art. 93 of Law No. 8,213/1991. See official guidance from the Ministry of Labor and Employment for criteria and oversight.
Open official sourceInclusion rights and policies
Use public sources to track rights, accessibility and policies aimed at people with disabilities. Benefits, programs and obligations must always be granted according to the specific case.
Consult public referenceThis content is educational and does not replace the organization's legal, labor, tax or compliance analysis.
Why this initiative exists
A company can open a position and still maintain barriers in recruitment, communication, the sensory environment, management, feedback or growth opportunities.
Projeto Acolher TEA aims to translate neuroinclusion into practical, educational and responsible language, encouraging changes that make sense before, during and after hiring.
Neurodiversity at work
A broad topic that requires care with generalizations.
The term neurodivergence can include different conditions and profiles. Not every neurodivergent person is automatically considered a person with a disability. For this reason, the Project avoids promises, labels and broad legal claims, prioritizing clear, individualized guidance on inclusive practices.
Access to talent
More accessible processes increase the possibility for different candidates to demonstrate competence.
Clearer processes
Objective communication and explicit expectations help reduce barriers for the entire team, not just autistic people.
Sustainable inclusion
Hiring is just the beginning: permanence, development and participation need to be part of the strategy.
Cases and good practices
We selected public videos that help HR, leaders and teams discuss hiring, retention, accessibility and inclusive culture. They complement, but do not replace, well-structured internal policies.
A concrete case of the professional life of an autistic person in a corporate environment, with a focus on routine, talents and inclusion.
Event on inclusion practices, accessibility and aspects related to hiring people with disabilities at work.
Hire autistic talent
Autistic people have different profiles, backgrounds and needs. The goal is not to create a “special” process, but rather to remove requirements that are not necessary to perform the job.
Get to know Welcome CareersSeparate really essential requirements from preferences that can exclude good candidates unnecessarily.
I want to apply to the companyExplain steps, duration, format of the interview and what will be evaluated. Predictability reduces barriers.
I want to apply to the companyWhen it makes sense, offer objective questions, more response time or practical assessment rather than relying solely on social performance.
I want to apply to the companyPresent routine, reference people, tasks, doubt channels and expectations clearly.
I want to apply to the companyThere is no standard adaptation for every autistic person. Ask what helps in the real work.
I want to apply to the companyInclusion continues after admission: feedback, development, recognition and growth opportunities also matter.
I want to apply to the companyAffordable Recruitment
Processes that are heavily based on improvisation, eye contact, quick responses or generic “good communication” can eliminate competent candidates based on criteria that are not essential to the position.
Send time, duration, address or link, format, steps and necessary documents.
Take it to HRAsk clear questions, allow time for answers, accept requests for clarification and consider practical assessment when relevant.
Take it to HRGive objective feedback. If hired, explain routine, team, priorities, communication channels and how to request adaptations.
Take it to HRAdaptations at work
The need must be analyzed individually. Not every autistic person needs the same adjustments and not all adjustments involve financial costs.
See accessible communicationNoise reduction, more predictable working position, adjusted lighting or the possibility of using sensory resources when compatible with the function.
Written instructions, recorded priorities, direct language and confirmation of what was agreed.
Anticipation of changes, clarity of schedules, tasks and responsible parties.
Flexibility of format for interview, meeting, training or feedback when it does not alter the essential function of the position.
Guide for HR and leadership
Just training the selection process is not enough. The team that receives, monitors, gives feedback and defines opportunities needs to know how to reduce barriers without infantilizing or assuming incapacity.
Prefer objective instructions, explicit priorities and concrete examples when necessary.
I want to develop thisCombine frequency, format and criteria. Avoid relying solely on implicit social cues.
I want to develop thisAnticipate the agenda when possible, allow written participation and leave decisions recorded.
I want to develop thisNoise, lighting, temperature and circulation may require simple adjustments for some people.
I want to develop thisCommunicate changes in advance when possible and indicate who can answer questions.
I want to develop thisDon't limit the person to repetitive tasks by stereotype. Development must start from real skills, interests and objectives.
I want to develop thisNeuroinclusion checklist
Mark the items that are already part of the organization's practice. This self-assessment is educational and does not constitute an audit, certification or legal opinion.
0/6
There is plenty of room to move forward.
Proposed commitments
These points will guide materials, conversations with companies and the future development of participation criteria.
Review barriers in selection, interviews, communication and onboarding.
Learn moreChallenge stereotypes and recognize that people can communicate, learn and work in different ways.
Learn moreConsider retention, development, routine, leadership, feedback and growth opportunities.
Learn moreConsider reasonable adjustments to the environment, processes, communication and organization according to individual needs.
Learn moreStrengthen respect, listening and safe channels to prevent discrimination and humiliation.
Learn moreTreat neuroinclusion as an evolving organizational practice, not an isolated marketing action.
Learn moreInstitutional recognition
The copper identity represents institutional support for the initiative. The gold identity represents a future stage of commitment to neuroinclusion criteria. One does not replace the other. Participation in both categories is voluntary and does not involve fees for registration, review or the seal.
Copper · Neuroinclusion Supporter
Institutional recognition for supporting companies, according to participation and brand-use rules.
Gold · Commitment to Neuroinclusion
Future stage linked to criteria, evidence, monitoring and a validity period.
Transparency: the seals above are part of the campaign’s visual identity. Display on the website does not mean granting, technical certification or government recognition of any company. Participation, criteria, validity and authorization for use follow Program Regulation Version 1.0.
Seal criteria and rules
Every company is reviewed according to the intended category. Registration records interest but does not create a partnership, authorize brand use or guarantee a seal.
View Regulation V1.0Internal effective date: 08/20/2026 · Code REG-EN-001
Copper Seal
Gold Seal
Protection and responsibility
The Program does not require a named list of neurodivergent employees or clinical diagnoses to grant a seal. Unnecessary sensitive data should be avoided or anonymized. The seal does not replace legal obligations, audits or independent professional assessments.
The company registers its information and goals in the form.
The contact is reviewed to understand needs and possible ways to connect.
Any future partnership, support or seal use will depend on specific rules and proper formalization.
Interested companies
This form records initial interest voluntarily and free of charge. Submitting it does not create a partnership, sponsorship, certification or right to use the Project brand, and there is no fee for registration or review.
Institutional channel
Would you rather talk before submitting the form?
Talk directly with Projeto Acolher TEA on WhatsApp.
Voluntary and 100% free registration
There is no registration, review or seal-granting fee.
At this stage, Projeto Acolher TEA remains an initiative undergoing institutional development. The campaign is voluntary and free. Information about possible partnerships or forms of support will be handled separately and updated as formalization progresses.
Conversation about potential, barriers and practices for more inclusive professional environments.
External content selected as an educational complement. The information and opinions presented in the video are the responsibility of the channel that published it.
Open on YouTubeThe next reading was chosen due to the relationship between this subject and the content that helps to deepen it.
Each card leads to complementary content, not just a generic page.
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