It depends. There's "autistic", where (and I'm not trying to be insensitive with my description, here) someone may be wearing protective gear, rocking/spinning, groaning a lot and freak out if there is any noise or light and who are literally unable to communicate with their family in any manner beyond gesturing . . . and then there are the Slashdot hipsters who have taken to the trend of self-diagnosing with Asperger's over the last five years, because they are occasionally "socially awkward penguin" or "are really obsessive about something and detail oriented".
The article makes it pretty clear that they're talking about "socially awkward" Asperger's people (presumably legitimately so and not those climbing on board the label, because they took an online quiz) and not the ones who have actual communication issues and have difficulty functioning within their home, much less in a professional environment performing QA functions.
I have friends who have autistic children, so I really hope my description of the first case isn't made out to be cruel. In my (limited, as an outsider) experience, it is pretty accurate of the lower ends of the Autism spectrum.
There are also people who move across that continuum. My wife has a lot of classical physical autism characteristics: rocking/spinning, inability to function with noise or bright/flashing lights, finds the touch of silk, moving water, grass completely unbearable, walks on her toes all the time, among others, but can usually manage to work a real job that involves dealing with problem children for eight hours a day because she has worked out a very precise, detailed system of how she approaches the work, and she's fantastically good at what she does. If an employer is willing to go to the effort to provide the specific work environment in which a borderline autistic person can function, it could be hugely beneficial for both the employer and the employee.