providing structured objectives, frequent feedback and personal development sessions; and training on presentation, team working and networking skills. Peter had demonstrated an ability to rapidly acquire new creative and technical skills and pass these abilities on to other staff. He also leads by example in terms of productivity, commitment and willingness to learn. Colleagues were training around autism and working with colleagues with autism, which has been supportive for Peter but also helped improve quality and customer service. Supporting colleagues If the person with autism consents to their condition being disclosed, then providing colleagues with information and guidance on autism can benefit everyone. Sometimes the employee may find it helpful to write a document for other staff explaining what their colleagues can do to support them. Research illustrates that some people with autism felt their colleagues/employers needed training to help understand the condition and why they act in a certain way. Autism should also be included within the organisation’s general disability awareness training. Employers can also avail of autism awareness training and materials that have been previously been funded by the Department of Justice and Equality. Suggested actions Employers and colleagues may require information about autism and what supports are needed in the workplace. Ensure all staff have access to disability awareness training and that it includes a focus on autism as well as mental health. Case Study 3 Before Mary joined the team, her company held an autism awareness-raising day for those who would be working with and around her; so that they were aware of issues she might have in the workplace and ways to deal positively with these. The company had scoped out the core functions they needed Mary to perform and then adapted that by adding additional responsibilities based on her comfort level, capacity and capability. Mary’s placement was a great success, she fitted in well with colleagues and she was able to increase her duties as she settled into the role. Conclusion Raising awareness about autism is essential in order to change attitudes towards it. It is important that line managers and HR professionals are
providing structured objectives, frequent feedback and personal development sessions; and training on presentation, team working and networking skills. Peter had demonstrated an ability to rapidly acquire new creative and technical skills and pass these abilities on to other staff. He also leads by example in terms of productivity, commitment and willingness to learn. Colleagues were training around autism and working with colleagues with autism, which has been supportive for Peter but also helped improve quality and customer service. Supporting colleagues If the person with autism consents to their condition being disclosed, then providing colleagues with information and guidance on autism can benefit everyone. Sometimes the employee may find it helpful to write a document for other staff explaining what their colleagues can do to support them. Research illustrates that some people with autism felt their colleagues/employers needed training to help understand the condition and why they act in a certain way. Autism should also be included within the organisation’s general disability awareness training. Employers can also avail of autism awareness training and materials that have been previously been funded by the Department of Justice and Equality. Suggested actions Employers and colleagues may require information about autism and what supports are needed in the workplace. Ensure all staff have access to disability awareness training and that it includes a focus on autism as well as mental health. Case Study 3 Before Mary joined the team, her company held an autism awareness-raising day for those who would be working with and around her; so that they were aware of issues she might have in the workplace and ways to deal positively with these. The company had scoped out the core functions they needed Mary to perform and then adapted that by adding additional responsibilities based on her comfort level, capacity and capability. Mary’s placement was a great success, she fitted in well with colleagues and she was able to increase her duties as she settled into the role. Conclusion Raising awareness about autism is essential in order to change attitudes towards it. It is important that line managers and HR professionals are
NDA-Autism-Guidance-for-Line-Managers-HR-Professionals.docx