Published by: Telstra Exchange
Written by: Natalie Falzon
For disadvantaged communities, workplace doors may be frequently found to be more closed than open. The statistics tell us this is likely the case for those on the autism spectrum. Unemployment and underemployment rates for this cohort reveal an uncomfortable truth: there are barriers to autistic young people finding work.
Enter Autism CRC, a partner backed by Telstra Foundation’s Tech4Good Challenge program and driven to empower autistic people to use their strengths and realise their potential. Based on six years of foundational research, they arrived at the conclusion that self-determination is key to improving autistic young people’s employment prospects. So, Autism CRC set out to create a service to encourage and enable this cohort to make informed choices and take definitive action around their own career and education paths.
From the start, myWAY Employability has been designed for and with the autistic community. Initial research indicated that early engagement would be key to establishing a truly relevant service that could factor for a literal spectrum of user requirements. And so, myWAY Employability was developed via a collaboration between Autism CRC and Curtin University that involved more than 300 people (including young people aged 14–30), parents, allied health professionals, disability service providers and educators. A collaborative Human-Centred Design approach, built on learnings and skills imparted by the Tech4Good Challenge’s educational phases, helped the team to explore needs and preferences, identify potential solutions and develop the concept that became myWAY Employability. Click here to read the rest of the story.
Published by: Medical News Today
Written by: Nicole Washington
Awareness of autism and its symptoms has grown in the past decade. However, many individuals still face autism discrimination in the workplace.
Autism, also called autism spectrum disorder (ASD), may mean an individual experiences social awkwardness, difficulty communicating, or difficulties understanding people’s emotions and points of view, to name just a few symptoms.
Legally, employers in the United States cannot discriminate against an individual because they have a disability. As per this law, employers cannot refuse to hire qualified, capable job candidates because they have autism.
That said, for individuals with autism, the workplace can still be challenging to navigate. Employers must understand how to treat employees with autism, and accommodate them and their needs.
Keep reading to learn more about autism discrimination in the workplace, including the rights of autistic people, some examples of reasonable adjustments employees can make, and some tips on how to deal with autism discrimination at work.
According to the U.S. Equal Employment Opportunity Commission (EEOC), discrimination means treating someone differently or less favorably for a specific reason, such as a disability.
Discrimination can take place anywhere, including in school, public areas, or the workplace. The EEOC protects against discrimination, including autism discrimination in the workplace.
ASD is a developmental condition that can affect a person’s communication, behavior, and interactions with others. According to the Centers for Disease Control and Prevention (CDC), doctors in the U.S. diagnose around 1 in 54Trusted Source children with ASD. ASD is more than four times as common in boys than girls. Click here to read the rest of the story.
Published by: HR Drive
As employers begin to focus on reopening workplaces to greater in-person participation amid promising news about the Covid-19 pandemic, it’s important for managers and HR leaders to keep in mind that for families of children with autism spectrum disorder (ASD), this will be yet another transition in a year that has ripped routines to shreds.
“Employers need to be hyper-aware that this is a time when these families will actually need more support,” said Mike Civello, Senior Vice President of Rethink Benefits. “Many of us are so excited to transition back to anything that feels like ‘normal,’ but in many cases, there are complex family situations that will require additional support. A specialized helping hand during this significant home and life transition is critical for this group.” Click here to read the rest story.
Published by: JD SUPRA
Written by: Dentons
It is estimated that 15% of the UK population are neurodiverse. Many workplaces will already be accommodating neurodiverse employees but without the proper awareness and understanding of how best to support these employees
With Learning Disability Week taking place this month we have taken the opportunity to explore neurodiversity in the workplace and what employers should be doing. As a starting point, it is worth noting that ACAS has produced some very helpful guidance for employers, managers and employees.
What is neurodiversity?
Put concisely, people think differently. Neurodiversity is the way the brain processes and interprets information. One in seven people are neurodivergent, meaning that their brain processes information differently to most. Neurodivergence is experienced along a spectrum and has a range of characteristics which vary depending on the individual. There are various forms of neurodivergence but the most common are autism, dyslexia, dyspraxia and ADHD. While there tend to be certain expectations about the effects of each of these, they all cover a wide range of differences. Click here to read the rest of the story.
Published by: Real Business Company
Written by: Annie May Noonan
he fact that a dyspraxia sufferer isn’t easy to define makes the job of being understood and supported difficult for those with the condition – and I would know.
I was diagnosed with dyspraxia and dyscalculia at the age of eight after my physical balance and concentration levels suddenly, and very rapidly, deteriorated.
From the outside, I made the transition from my junior to ‘senior’ school as an atypical student, able to play sport and complete both writing tasks and times-tables well. My inability to dress or pack my school bag myself didn’t seem like a big issue until I suddenly could no longer retain my balance and started walking into doors, and falling down flights of stairs. I also developed problems writing and was unable to sit on a chair properly.
After my dual diagnosis, my frustrations around the difficulties I was experiencing lessened. I felt a sense of calm and clarity in the fact I had a condition, and could now learn strategies to make living with it less stressful. After seeing an occupational therapist for a year, I was able to manage my condition, however, my dyspraxia hasn’t gone away. Click here to read the rest of the story/