10:00 am to 12:00 pm (Eastern Time)

Pillars of Inclusion in the Workplace & Introduction to Rising Tide Car Wash

Featured Speaker — Thomas D’Eri
Co-Founder of Rising Tide Car Wash; Forbes 30 Under 30

In this engaging session, Tom shares the powerful journey behind the creation and evolution of the company. The first segment explores Rising Tide’s origin story, focusing on the Why, What, and early days, highlighting key lessons learned from building a business designed to employ individuals with autism. This interactive segment concludes with a Question and Answer session.

The presentation then transitions into a deep dive into the Pillars of Inclusion, where Tom explores critical frameworks for creating an inclusive workplace:

1. Hiring for Inclusion A presentation and reflection on intentional hiring practices that embrace neurodiversity.
2. Clarity in Everything A session on how clear communication systems and processes reduce barriers for all employees, followed by reflection questions.
3. Designing for Strugglers A focused discussion on designing environments and workflows that support those who struggle, ensuring systems work for everyone.
4. Creating Psychological Safety Insights into fostering a culture of safety where team members feel valued and supported, complemented by reflection exercises.
5. Creating Accountability Final reflections on balancing inclusion with high expectations and accountability, ensuring both individuals and the organization thrive.

Learner Outcomes

Learners will be able to:

1. Describe the origin and evolution of Rising Tide Car Wash, including its mission, early challenges, and key lessons learned.
2. Identify the core pillars of inclusion and understand how they support neurodiverse employees and enhance organizational performance.
3. Apply inclusive hiring practices that foster diverse and capable teams.
   Describe the importance of clarity in communication, processes, and expectations to create a supportive work environment.
4. Design workflows and environments for strugglers, ensuring accessibility and success for all team members.
5. Implement strategies to create psychological safety, enabling team members to feel valued, heard, and respected.
6. Establish systems of accountability that balance support with high expectations for performance and growth.

12:45 pm to 2:15 pm (Eastern Time)

The Advantages of Hiring People with Autism

Featured Speaker — Thomas D’Eri
Co-Founder of Rising Tide Car Wash; Forbes 30 Under 30

In this compelling and practical session, Tom shares how businesses can gain a powerful competitive advantage by embracing neurodiversity, particularly by hiring individuals with autism. Drawing on over a decade of experience leading one of the most innovative social enterprises in the country, Tom will challenge conventional thinking about disability and business. Through the Rising Tide story, Tom will showcase how the company’s success has been fueled by its inclusive hiring practices, achieving industry-leading outcomes in key operational and cultural areas, including: Significantly lower turnover rates due to a highly engaged and loyal workforce. Exceptional safety records and strong process adherence, driven by employees’ natural strengths and dedication. Enhanced customer service through authentic, purpose-driven interactions that deepen connections with customers and the broader community. Creating a sense of purpose for staff, fostering pride, belonging, and motivation across all levels of the organization. Building more resilient and scalable systems, designed to empower neurodiverse employees while benefiting the entire workforce. Tom will also break down the common misconception that people with autism are only suited for certain types of roles. He will highlight a sales case study that shatters this myth, proving that with the right systems, support, and expectations, individuals with autism can thrive in customer-facing, relationship-driven positions. Attendees will walk away inspired and equipped with practical insights on how to tap into an underutilized talent pool while creating a more resilient, profitable, and socially impactful business.

Learner Outcomes

Learners will be able to:

1. Explain the business case for hiring individuals with autism, including the operational, cultural, and financial benefits.
2. Describe Rising Tide Car Wash’s success story as a model for inclusive employment and business growth.
3. Identify how neurodiverse teams contribute to lower turnover, improved safety, and stronger process adherence.
4. Explain how hiring individuals with autism enhances customer service, deepens community engagement, and creates a stronger sense of purpose for staff.
5. Recognize how inclusive employment drives the development of more resilient and scalable systems that benefit all employees.
6. Challenge common misconceptions about people with autism in the workplace, using the Rising Tide sales case study as an example of untapped potential.
7. Apply inclusive hiring and management strategies to drive both social impact and business performance in their own organizations.

2:30 pm to 4:00 pm (Eastern Time)

Building Inclusive Employment Programs that Work for Business and Employees

Featured Speaker — Thomas D’Eri
Co-Founder of Rising Tide Car Wash; Forbes 30 Under 30

In this action-oriented session, Tom provides a practical roadmap for organizations seeking to create sustainable, scalable employment programs for individuals with autism and other disabilities. Drawing from Rising Tide’s experience and a proven general employment program launch model, Tom will guide attendees through every step of the process — from addressing initial employer fears to launching a full-scale, integrated employment program. Key Topics Include: Understanding Employer Fears & Priorities: Explore common misconceptions and concerns employers face when considering neurodiverse hiring, and what they truly value from employees. Learning from Rising Tide’s Launch Process: Tom will share the journey of Rising Tide’s pilot and scale-up process, offering key lessons learned and how they can be applied to any industry. Generalized Employment Program Launch Model: A step-by-step guide to designing and implementing an inclusive employment program, including: Building a support team and defining clear roles. Establishing success criteria, conducting a role audit, and structuring roles effectively. Developing a training prototype, recruiting the first cohort, and running the first operational phase. Iteration cycles to refine recruiting, training, supports, and operations before scaling to a full-time, integrated program. Applying the Model Across Industries: Learn how this model has been adapted for businesses beyond car washes, including restaurants, dry cleaners, hotels, and more, ensuring success by: Acting as a bridge between employees, families, and employers. Preparing clients for the realities of the workplace and ensuring they are truly ready to work. Coaching families to support the employee’s independence and accountability. Helping clients navigate challenges and failures at work effectively. Leveraging Tools for Scalable Success: Explore practical tools such as Drive, Canva, ChatGPT Internal Knowledge, and Opus to create, manage, and scale inclusive employment programs with efficiency and clarity. Attendees will leave with a clear framework and actionable steps to help employers feel confident in hiring neurodiverse talent while ensuring both the business and the employees thrive.

Learner Outcomes

Learners will be able to:

1. Identify common fears and misconceptions employers have about hiring individuals with autism and articulate the core values businesses prioritize when considering inclusive hiring.
2. Describe the Rising Tide Car Wash employment program launch process, including key lessons learned and how they informed a generalized, repeatable model. Apply the generalized employment program launch model to their own organization or industry, including steps such as role identification, success criteria setting, role audits, role structuring, training prototypes, recruiting, and iterative scaling.
3. Explain how to build an internal and external support team that ensures employees, families, and employers are aligned and equipped for success.
4. Coach clients and their families on personal accountability, workplace expectations, and how to navigate setbacks and failures.
5. Utilize digital tools like Drive, Canva, ChatGPT Internal Knowledge, and Opus to support the design, delivery, and scaling of employment programs.
6. Adapt and customize the model for various industries (e.g., restaurants, dry cleaners, hotels), ensuring the process is flexible and business-aligned.