S2 Ep. 4 - Beyond What We Can See

True Talk Cafe Podcast

Welcome to the True Talk Café Podcast S2 Ep. 4 - Beyond What We Can See
Show agenda:

• Defining Autism?

• Guests Questions
  • Many autistic people have a variety of sometimes exceptional skills, that enable them to thrive in roles ranging from sales assistant to computer programmer, and journalist to statistician, to name a few. However, autistic people are often disadvantaged when it comes to getting and keeping a job because of other people's lack of understanding and support. How does recruitment procedures often inadvertently create barriers for autistic people? What adjustments can employers make to remove these barriers?
  • Interviews - particularly ‘traditional’ conversational type interviews - rely heavily on social and communication skills, so autistic candidates may well struggle to 'sell themselves' in an interview, even if they have all the right skills. What are some reasonable adjustments that can be made that are essential to allowing autistic candidates to portray their skills and competencies fully?
  • Working with an autistic person can be an enriching experience for managers and colleagues alike, however support is important to make it successful. So, how can organizations avoid and overcome challenges in order to ensure enjoyable and effective working relationships with an autistic employee from a performance perspective?

Americans on the autism spectrum experience substantial challenges to attaining competitive integrated employment opportunities that match their interests, gifts, and talents. They experience substantial unemployment and underemployment, according to research literature.
Top Tips for working with Autistic Employees:
Clarify expectations of the job

You may need to be more explicit about your expectations for an autistic member on the staff. As well as the job description, you need to explain the etiquette and unwritten rules of the workplace.

Provide training and monitoring

Clear and structured training is invaluable. This can be provided informally on the job, by a manager, colleagues or a mentor, or may take the form of more formal training.

Make sure instructions are concise and specific

Try to give your employee clear instructions right from the start about exactly how to carry out each task, from start to finish, as this will lay the foundations for good working practices. Don’t assume the person will infer your meaning from informal instructions – for example, rather than saying 'Give everybody a copy of this', say 'Make three photocopies of this, and give one each to Sam, Mary and Ahmed'.

Ensure the work environment is well-structured

Some autistic people need a fairly structured work environment. You can help by working with them to prioritize activities, organizing tasks into a timetable for daily, weekly and monthly activities, and breaking larger tasks into small steps.

Regularly review performance

Line managers should have brief, frequent reviews at less frequent intervals with the person to discuss and review performance and give overall comments and suggestions.

Provide sensitive but direct feedback

Autistic people often find it difficult to pick up on social cues, so make sure your feedback is honest, constructive and consistent.

Ask about sensory distractions

Autistic employees sometimes benefit from things like screens around their desk, noise-cancelling headphones, or their desk being in the corner.

Help other staff to be more aware

If your autistic employee consents to their condition being disclosed, then providing colleagues with information and guidance on autism can benefit everyone.

It is very important to ensure that neurodiverse employees are supported in the workplace.
Summary

In summary, we encourage organizations to create accessible job opportunities and to support candidates to access those opportunities. By gaining an understanding of autism, you can open up new possibilities for your organization.

Guests:

• • Dr. Michelle Cantu-Wilson
    • LI: https://www.linkedin.com/in/dr-michelle-cantu-wilson/
      
      IG: https://www.instagram.com/doctora_wilson12/
      
      FB: https://www.facebook.com/michellecantuwilson
      
      

Pod crew questions

• • Renee
  • Karla
  • Lollie
  • Anna

• Conclusion

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