"I Have Integrated Over 150 Autistic Individuals into the Tech World. Yes, It's Possible"
When Esther Tzabar decided to find high-functioning autistic individuals and place them in desirable tech positions, many thought it was an impossible mission. Today, after 14 years, she shares with excitement: "This is a dream come true."
(Pictured: Esther Tzabar)Daniel is a 25-year-old who was diagnosed with autism spectrum disorder at the beginning of elementary school. He studied in special education frameworks and only passed his high school English exams. As he entered the job market, he was assigned the role of cherry tomato manager at a supermarket chain.
His life might have stayed alongside cherry tomatoes if not for a revolutionary program led by Esther Tzabar, which trains people with autism for senior roles in high-tech. After passing suitability tests and demonstrating the required abilities, Daniel was trained as a software tester. Daniel joined a tech company manufacturing complex printing machines, and though initially managers estimated he would complete only 5%-10% of the work, after 12 years, he now tests 90% of the products with great responsibility. Daniel often expresses readiness to stay with the company for life, valuing stability and high-quality, precise work from the outset.
(Illustrative photo: Shutterstock)Giving Them a Chance
Daniel is one of 150 autistic individuals guided by the company Esther Tzabar founded. "I am from a tech background," she shares, "with various roles in different tech firms; I could have remained there until retirement but sought more meaningful life changes for others."
About 14 years ago, attending a software testing conference in Europe, Esther listened to a Danish tech professional speak about his sixth son, diagnosed with autism. Despite functional challenges, the father observed remarkable attention to detail, precision, rigor, and a need for repetition in his son, pondering whether these traits could integrate him into software testing.
His daring thought led him to initiate a project for high-functioning autistic individuals, training them for tech professions, enabling dignified employment. The satisfaction and discovery were great—many autistic people could assume tech roles with significant responsibility because of their high real abilities, rapid grasp of mathematics, and phenomenal memory for images and numbers.
Back in Israel, Esther tried to implement the project locally. "Initially," she explains, "I sought to understand autism by reaching various organizations, eventually contacting the Israeli National Association for Children and Adults with Autism. There, she realized most diagnosed were not fitting for high-tech. She approached Afi—parents of high-functioning autistic children known as 'Asperger's', finding the exact traits sought—a drive to succeed despite autism hindering them.
(Illustrative photo: Shutterstock)She then met many such individuals, including Anat Ben Meir, a professional advisor in the program, adding therapeutic insights to Esther's tech expertise. Esther's life-changing decision was to leave her job and establish AQA to locate capable autistic individuals for tech roles. "I trained them and facilitated employment," she recounts, facing unknown outcomes with determination.
Finding, Training, and Placing
Once launched, Esther discovered the project's tremendous need in Israel, lacking pathways into tech for autistic individuals. "For many, it's touching the peak and fulfilling a real dream," Esther says. However, finding suitable candidates, training them, and interacting with companies proved complex.
How do you find autistic individuals with potential?
"Candidates refer from National Insurance, which funds their courses, as do psychologists and psychiatrists aware of the program, sending suitable clients or word of mouth referrals. Admission requires several conditions: proficient English, a computer aptitude, communications capabilities for team integration, acknowledging they won't be just like others but providing a collaborative work environment."
With so many requirements, how many suitable individuals are there, in your opinion?
"We don't have exact numbers, but initially 1 in 100 diagnosed on the spectrum might be suitable; now, it nears 1 in 50. Through our company, over 150 have been trained and employed, some for 12 years, many staying with their first company due to their preference for stability and familiarity."
Esther notes most candidates are male. "90% are male," she explains, "related to the autism male to female ratio of 3-4 to one, high-functioning being one female to 8-9 males."
"Their profiles vary widely: some diagnosed young, some in regular frameworks, others in small or communication-specific classes, and older ones diagnosed around 35-40, having faced communication difficulties; it's through increased awareness or seeing relatives diagnosed that their own traits became apparent, leading to diagnosis."
(Illustrative photo: Shutterstock)How do high-tech companies respond?
"Awareness and involvement have grown, many managers willingly collaborate, partly due to legislation requiring 3% of the workforce with disabilities. Despite the law not specifying autistic individuals, many companies feel corporate responsibility beyond profits toward contributing socially. Employment of such workers aligns with these values.
"Hearing from our employees about positive social integration is touching; some get invited to outings, while team friends support them in tough times with patience and without judgment. It's heartening dedication.
Ultimately," she concludes, "this project benefits all involved: our candidates reaching senior roles, companies gaining reliable employees, and personally bringing immense satisfaction—fulfilling my lifelong goal of initiating profound life changes."
