> Perhaps, but this only works in a world in which our evaluation criteria and processes are sophisticated and mature enough to be fair to all applicants.
That problem is that "fair" is a subjective notion. Most people value being fair, but they will disagree on which decisions are fair.
Perhaps, but this only works in a world in which our evaluation criteria and processes are sophisticated and mature enough to be fair to all applicants. The article illustrates a few reasons this is not the case (such as expecting candidates to look you in the eye when talking to you).
Interviewers (and systems/processes) have biases - the first step to eliminating those subtle (or sometimes not-so-subtle) biases is to be aware of them and actively work to eliminating those biases, not pretending that being {race,gender,disability,etc.}-'blind' is the same as being 'neutral' and therefore unbiased.
> Secondly, but perhaps more important, I see companies that solely hire the autistic more as taking advantage than as providing assistance.
This may be true; I'm not familiar enough with programs such as the one mentioned in the article.