Khimanand Upreti
The launch of TestingPro in Sri Lanka is a key step toward creating real job opportunities for neurodivergent people and help them contribute meaningfully to the economy, said Head of Accelerated Quality and Test Engineering at Nagarro, Khimanand Upreti.
Nagarro, an IT firm, was co-founded by Manas Human in 1996.
He said by teaching practical skills such as manual software testing — running test cases, spotting bugs, and verifying fixes — the program prepares participants for essential roles in quality assurance, enabling them to join the formal workforce with confidence.
TestingPro is an initiative to create meaningful career opportunities for people on the autism spectrum by equipping them with practical skills in software testing roles.
Beyond individual success, TestingPro strengthens Sri Lanka’s tech talent pool and supports economic growth by tapping into an underutilised talent segment. It also encourages more inclusive workplaces where diverse perspectives are valued and understood. “It’s a win-win: companies gain skilled, reliable team members, while neurodivergent people achieve greater independence and meaningful careers. As the program grows with local partners, it aims to bring lasting change, raising awareness and making inclusion a natural part of Sri Lanka’s economy and industries,” Upreti said.
“In 2016, we launched TestingPro in Austria — an initiative to create meaningful career opportunities for individuals on the autism spectrum by equipping them with practical skills in software testing roles. Building on its success, the program expanded to India in 2023 and to Sri Lanka in May this year, as part of our ongoing commitment to empowering neurodiverse talent globally. “So far, over 100 candidates have been trained across India and Austria, with 50% of participants in India securing employment and some earning ISTQB certifications.
“Beyond skills and jobs, TestingPro is about reshaping perceptions and breaking the bias, advocating for neurodiversity, promoting inclusive workplace cultures, and driving industry-wide awareness. “The program structure prioritises neuro-inclusive learning by replacing dense text with visual slides and practical content.
“We also prioritise transparency — any program updates are communicated early and clearly through email, chat, and verbal channels.
“As part of a structured onboarding process, each employee is paired with a dedicated buddy who offers day-to-day guidance and helps them acclimate to the workplace during the initial months. This buddy is already trained and aware of neurodivergent needs. Coaches remain actively involved, continually fine-tuning the work environment and providing ongoing support.
“In parallel, we conduct sensitisation workshops for managers, peers, and hiring teams to foster empathy and understanding across the organisation,” Upreti said.
“In Sri Lanka, we are replicating this model through partnerships with local NGOs, ensuring a truly holistic and inclusive employment experience. We are also training some of our colleagues to create more awareness and set the proper foundation,” he said.
