Most good ideas in business don’t start with a committee or a consultant’s slide deck. They start with a simple yes.
That’s how Bettaway president John Vaccaro describes the beginning of his company’s now four-year partnership with WeMake – Autism at Work. This New Jersey-based nonprofit has helped transform Bettaway’s warehouse into a national case study in how to successfully integrate adults on the autism spectrum into industrial labor environments. What began as one company’s response to a workforce challenge – and a personal mission – has become a model program that others can follow.
“We didn’t go into this for publicity,” Vaccaro said. “I just knew there had to be something better for these young adults – people like my own son. All it really takes is wanting to do the right thing and saying yes to the opportunity.”
A Program Built on Real Work
Bettaway is a pallet provider and packaging service provider to some major brands. Since 2022, Bettaway has provided more than 27,000 hours of vocational immersion to students and adults with autism across 35 school districts. This program has proven successful in the long-term with an 85% retention rate among those who move into paid employment. Their work isn’t contrived or ceremonial. It reflects the same repetitive, hands-on tasks that pallet and warehouse operators battle with every day: repacking damaged loads, box assembly, restacking shifted pallets, sanitation, variety-pack assembly, office work and light quality control functions.
Vaccaro uses a term familiar in the special-needs community: job sampling. “You expose these employees to different responsibilities,” he explained. “When you find the right match, that’s when independence and sustainability happen.”
The results at Bettaway speak for themselves. On manual variety-pack lines, WeMake participants achieved better than 99% accuracy while exceeding productivity goals. “They’re our best workers,” Vaccaro said. “They show up. They’re loyal. They want to be there.”
Why This Works for Pallet and Lumber Operations
Walk through any pallet plant or sawmill and you’ll see the same pockets of opportunity Vaccaro describes. Jobs that demand consistency, focus, and attention to detail—traits many people on the autism spectrum possess in abundance.
Positions that could be strong fits include: pallet inspection and grading, packaging assembly, counting and labeling, sorting or stacking boards, debris removal and sanitation, office tasks (filing, scanning and data entry), and basic quality checks.
And as WeMake’s executive director Moe Siddiqu described, pallet and warehouse environments have something going for them that many industries do not: tactile, manual, purposeful work.
“Box trays still need to be folded. Mixed loads still need to be rebuilt,” Siddiqu said. “These are real jobs with real impact. And every warehouse in America already uses temp labor. We cost the same – but we deliver triple the value through stability, accuracy and retention.”
 100vw, 1284px” data-lazy-src=”https://palletenterprise.com/wp-content/uploads/2026/01/image-11.png” data-pin-no-hover=”true” />WeMake provides trained supervisors, guiding each participant until they can work independently. Once they meet those expectations, workers on the autism spectrum are paid at the same rate as other employees performing equivalent tasks.</p>
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<p><strong>The Barriers Are Smaller Than You Think</strong></p>
<p>When discussing challenges, Vaccaro is refreshingly blunt. “I haven’t had a single negative impact,” he said. “No injuries. No insurance issues. No operational disruptions.”</p>
<p>WeMake provides trained supervisors, guiding each participant until they can work independently. Bettaway covers the cost of these coaches – an investment Vaccaro says pays off through productivity and loyalty. Participants go through a 90-day unpaid training period while they learn expectations and safety rules. Once they meet those expectations, they are paid at the same rate as other employees performing equivalent tasks.</p>
<p>“Business owners sometimes think this means free labor or good PR,” Vaccaro said. “Neither is true. You do this because it’s right – and because it works.”</p>
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<p><strong>A Model the Industry Can Replicate</strong></p>
<p>Vaccaro is realistic: not every company can run a full-scale program the way Bettaway has. But every operation can start with one worker and one champion.</p>
<p>“You need the want,” he said. “You need somebody inside the company who cares – what I call the mama or the papa – someone who will shepherd the process.” After that, the steps are simple: identify appropriate tasks, reach out to a local school district or autism program, and begin job sampling.</p>
<p>“The first step is always yes,” Vaccaro said. “Say yes, and the path opens from there.” Siddiqu echoed that sentiment, noting WeMake has already supported more than 250 families, 35 school districts, and surpassed one million total vocational immersion hours. “This is not charity,” Siddiqu said. “This is building a stable, accurate, dependable workforce.”</p>
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<p><strong>CHECKLIST: Questions Pallet & Lumber Companies Should Ask Before Starting an Autism Employment Program</strong></p>
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<p><strong>1. Motivation & Commitment</strong></p>
<p>Why do we want to do this—mission, workforce needs, or both? Who will be the internal champion (“mama or papa”) who owns the program?</p>
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<p><strong>2. Fit Within Your Operation</strong></p>
<p>Which tasks are repetitive, consistent, and suitable for job sampling? Do we have roles that don’t require forklifts, nail guns, or high-risk equipment? Can we outline a progression from simple to more advanced tasks?</p>
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<p><strong>3. Facilities & Support</strong></p>
<p>Where will participants work, and do we have (or can we create) a low-sensory break area? How will we integrate the program visibly into our culture rather than hiding it?</p>
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<p><strong>4. Partner Organizations</strong></p>
<p>Which local schools, autism programs, or nonprofits can provide training and job coaches? Will the partner provide supervisors, and at what cost? What training do our employees need to support participant?</p>
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<p><strong>5. Productivity & Expectations</strong></p>
<p>How will we evaluate job sampling vs. paid employment? Do we want a 90-day training window like Bettaway uses? How will we measure success—in productivity, retention, or community impact?</p>
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<p><strong>5. Cost Structure</strong></p>
<p>What is the budget for job coaches and facility modifications? Are we prepared to treat this as a long-term investment rather than a short-term cost?</p>
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