Modelo de orientação voltado para líderes e áreas de recrutamento para contratação, treinamento, retenção e acolhimento de colaboradores com transtorno do espectro autista (TEA) em empresas do setor de transporte e logística

Abstract

The present work proposes the development of a guidance model aimed at leadership and recruitment areas of companies in the transport and logistics sector, focusing on the hiring, training, retention, and inclusion of employees diagnosed with Autism Spectrum Disorder (ASD). The initiative arises from the recognition of significant gaps in the corporate environment regarding the effective inclusion of people with disabilities, especially those with mental disorders and neurodivergence, such as ASD. Initially, a sectoral analysis is carried out, which contextualizes the importance of road transport in Brazil, responsible for more than 60% of cargo and passenger movement, as well as the structural, operational, and human challenges faced by the sector. The health of workers, especially with regard to mental health, proves to be a critical issue, considering the adverse working conditions, occupational stress, and the historical neglect concerning the psychological well-being of these professionals. Based on theoretical foundations on mental health, diversity, equity, and inclusion (DEI), in addition to an extensive review of the clinical and social aspects of ASD, the work deepens the discussion on the importance of the qualified insertion of people with autism into the labor market. The current legislation, such as the Berenice Piana Law and the Quota Law (No. 8.213/1991), is considered insufficient to ensure effective inclusion, since many companies adopt a merely formalistic posture, without promoting structural and cultural changes to truly welcome these professionals. The adopted methodology combines a qualitative approach with quantitative elements, using benchmarking techniques, semi-structured interviews, and the application of questionnaires to professionals in the transport and logistics sector. The collected data made it possible to map perceptions, barriers, and good practices related to the inclusion of people with disabilities — with emphasis on ASD — and supported the construction of a practical guidance model. This model aims to empower leaders and human resources teams to effectively promote diversity, recognizing the productive potential of individuals with ASD and creating more empathetic, accessible, and efficient organizational environments. The final proposal presents itself as a concrete contribution to the transformation of the corporate environment in the logistics sector, expanding companies’ social responsibility and fostering the development of more inclusive organizational cultures. The model, although developed from a specific case company, has potential for replication and adaptation to other organizations in the sector, contributing to a structural change in how work and neurodiversity are understood and valued in Brazilian companies.