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Auteur Anna REMINGTON |
Documents disponibles écrits par cet auteur (15)
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Access to employment: A comparison of autistic, neurodivergent and neurotypical adults' experiences of hiring processes in the United Kingdom / Jade DAVIES in Autism, 27-6 (August 2023)
[article]
Titre : Access to employment: A comparison of autistic, neurodivergent and neurotypical adults' experiences of hiring processes in the United Kingdom Type de document : Texte imprimé et/ou numérique Auteurs : Jade DAVIES, Auteur ; Brett HEASMAN, Auteur ; Adam LIVESEY, Auteur ; Amy WALKER, Auteur ; Elizabeth PELLICANO, Auteur ; Anna REMINGTON, Auteur Article en page(s) : p.1746-1763 Langues : Anglais (eng) Mots-clés : adulthood;autism;employment;recruitment Index. décimale : PER Périodiques Résumé : Autistic people face high unemployment rates. One reason for this may be that hiring processes are inaccessible. This study aimed to establish autistic people?s unique experiences of hiring processes in the United Kingdom, by comparing them to the experiences of non-autistic neurodivergent people and neurotypical people. Using qualitative and quantitative data from 225 autistic, 64 non-autistic neurodivergent and 88 neurotypical adults, we identified a series of (dis)similarities in participants' views and experiences of recruitment for employment. Similarities across the three groups included (1) frustration with the focus on social skills; (2) a perceived need for more flexible hiring processes; (3) a desire for more clarity and (4) the importance of the environment. Participants also acknowledged the important role employers play in one?s decision to disclose a diagnosis or access need. Yet, autistic people faced a set of unique barriers to successful recruitment, over and above those that non-autistic people faced. For example, the perceived pressure to mask autistic traits to succeed and concerns about stigma and discrimination. Participants' recommendations for improvements included the use of more practical recruitment strategies (e.g. work trials), more clarity about what to expect, and improvements in recruiters' understanding of the challenges autistic and neurodivergent candidates may face.Lay abstractAutistic people are less likely to have a job than non-autistic people. One reason for this may be that hiring processes (e.g. job applications, interviews) can be challenging for autistic people. To better understand the experiences of hiring processes in the United Kingdom, we asked 225 autistic, 64 neurodivergent (but not autistic) and 64 adults with no reported area of neurodivergence questions about their experiences using an online survey. We found a range of similarities and differences in responses. For example, participants in all three groups were frustrated with the focus on social skills in recruitment and said they wanted more practical methods (e.g. work trials) that help them show their skills and abilities. Autistic and otherwise neurodivergent participants discussed the importance of the environment (e.g. the interview/assessment room) in improving experiences. Participants also discussed how employers can impact whether somebody decides to disclose their diagnosis or needs - or not. Autistic people experienced some barriers to successful recruitment that non-autistic people did not. For example, autistic people felt they had to hide their autistic traits to gain employment and many autistic people were worried about being discriminated against if they disclosed that they were autistic during the hiring process. To make experiences better, our participants said that employers should offer candidates different recruitment methods and give them more information about the hiring process. They also said employers should improve their understanding of autism and other hidden disabilities so they know the challenges that people might face during recruitment. En ligne : http://dx.doi.org/10.1177/13623613221145377 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=509
in Autism > 27-6 (August 2023) . - p.1746-1763[article] Access to employment: A comparison of autistic, neurodivergent and neurotypical adults' experiences of hiring processes in the United Kingdom [Texte imprimé et/ou numérique] / Jade DAVIES, Auteur ; Brett HEASMAN, Auteur ; Adam LIVESEY, Auteur ; Amy WALKER, Auteur ; Elizabeth PELLICANO, Auteur ; Anna REMINGTON, Auteur . - p.1746-1763.
Langues : Anglais (eng)
in Autism > 27-6 (August 2023) . - p.1746-1763
Mots-clés : adulthood;autism;employment;recruitment Index. décimale : PER Périodiques Résumé : Autistic people face high unemployment rates. One reason for this may be that hiring processes are inaccessible. This study aimed to establish autistic people?s unique experiences of hiring processes in the United Kingdom, by comparing them to the experiences of non-autistic neurodivergent people and neurotypical people. Using qualitative and quantitative data from 225 autistic, 64 non-autistic neurodivergent and 88 neurotypical adults, we identified a series of (dis)similarities in participants' views and experiences of recruitment for employment. Similarities across the three groups included (1) frustration with the focus on social skills; (2) a perceived need for more flexible hiring processes; (3) a desire for more clarity and (4) the importance of the environment. Participants also acknowledged the important role employers play in one?s decision to disclose a diagnosis or access need. Yet, autistic people faced a set of unique barriers to successful recruitment, over and above those that non-autistic people faced. For example, the perceived pressure to mask autistic traits to succeed and concerns about stigma and discrimination. Participants' recommendations for improvements included the use of more practical recruitment strategies (e.g. work trials), more clarity about what to expect, and improvements in recruiters' understanding of the challenges autistic and neurodivergent candidates may face.Lay abstractAutistic people are less likely to have a job than non-autistic people. One reason for this may be that hiring processes (e.g. job applications, interviews) can be challenging for autistic people. To better understand the experiences of hiring processes in the United Kingdom, we asked 225 autistic, 64 neurodivergent (but not autistic) and 64 adults with no reported area of neurodivergence questions about their experiences using an online survey. We found a range of similarities and differences in responses. For example, participants in all three groups were frustrated with the focus on social skills in recruitment and said they wanted more practical methods (e.g. work trials) that help them show their skills and abilities. Autistic and otherwise neurodivergent participants discussed the importance of the environment (e.g. the interview/assessment room) in improving experiences. Participants also discussed how employers can impact whether somebody decides to disclose their diagnosis or needs - or not. Autistic people experienced some barriers to successful recruitment that non-autistic people did not. For example, autistic people felt they had to hide their autistic traits to gain employment and many autistic people were worried about being discriminated against if they disclosed that they were autistic during the hiring process. To make experiences better, our participants said that employers should offer candidates different recruitment methods and give them more information about the hiring process. They also said employers should improve their understanding of autism and other hidden disabilities so they know the challenges that people might face during recruitment. En ligne : http://dx.doi.org/10.1177/13623613221145377 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=509 Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions / Katie MARAS in Autism, 25-4 (May 2021)
[article]
Titre : Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions Type de document : Texte imprimé et/ou numérique Auteurs : Katie MARAS, Auteur ; Jade Eloise NORRIS, Auteur ; Jemma NICHOLSON, Auteur ; Brett HEASMAN, Auteur ; Anna REMINGTON, Auteur ; Laura CRANE, Auteur Article en page(s) : p.1060-1075 Langues : Anglais (eng) Mots-clés : adaptations autism employment impression management interviewing perceptions Index. décimale : PER Périodiques Résumé : Despite possessing valuable skills, differences in the way that autistic people understand and respond to others in social situations mean that they are frequently disadvantaged in job interviews. We examined how autistic and non-autistic adults compared on standard (unmodified) job interview questions, and then used these findings to develop and evaluate supportive adaptations to questions. Fifty adults (25 autistic, 25 non-autistic) took part in two mock job interviews. Interview 1 provided a baseline measure of performance when answering typical, unmodified interview questions. Employment experts (unaware of participants' autism diagnoses) rated all interviewees on their responses to each question and their overall impressions of them and then provided feedback about how interviewees could improve and how questions could be adapted to facilitate this. Interviewees also provided feedback about the interview process, from their perspective. Adaptations to the questions were developed, with Interview 2 taking place approximately 6?months later. Results demonstrated that, in Interview 1, employment experts rated autistic interviewees less favourably than non-autistic interviewees. Ratings of both autistic and non-autistic participants' answers improved in Interview 2, but particularly for autistic interviewees (such that differences between autistic and non-autistic interviewees' performance reduced in Interview 2). Employers should be aware that adaptations to job interview questions are critical to level the playing field for autistic candidates. En ligne : http://dx.doi.org/10.1177/1362361320981319 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=444
in Autism > 25-4 (May 2021) . - p.1060-1075[article] Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions [Texte imprimé et/ou numérique] / Katie MARAS, Auteur ; Jade Eloise NORRIS, Auteur ; Jemma NICHOLSON, Auteur ; Brett HEASMAN, Auteur ; Anna REMINGTON, Auteur ; Laura CRANE, Auteur . - p.1060-1075.
Langues : Anglais (eng)
in Autism > 25-4 (May 2021) . - p.1060-1075
Mots-clés : adaptations autism employment impression management interviewing perceptions Index. décimale : PER Périodiques Résumé : Despite possessing valuable skills, differences in the way that autistic people understand and respond to others in social situations mean that they are frequently disadvantaged in job interviews. We examined how autistic and non-autistic adults compared on standard (unmodified) job interview questions, and then used these findings to develop and evaluate supportive adaptations to questions. Fifty adults (25 autistic, 25 non-autistic) took part in two mock job interviews. Interview 1 provided a baseline measure of performance when answering typical, unmodified interview questions. Employment experts (unaware of participants' autism diagnoses) rated all interviewees on their responses to each question and their overall impressions of them and then provided feedback about how interviewees could improve and how questions could be adapted to facilitate this. Interviewees also provided feedback about the interview process, from their perspective. Adaptations to the questions were developed, with Interview 2 taking place approximately 6?months later. Results demonstrated that, in Interview 1, employment experts rated autistic interviewees less favourably than non-autistic interviewees. Ratings of both autistic and non-autistic participants' answers improved in Interview 2, but particularly for autistic interviewees (such that differences between autistic and non-autistic interviewees' performance reduced in Interview 2). Employers should be aware that adaptations to job interview questions are critical to level the playing field for autistic candidates. En ligne : http://dx.doi.org/10.1177/1362361320981319 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=444 Attentional status of faces for people with autism spectrum disorder / Anna REMINGTON in Autism, 16-1 (January 2012)
[article]
Titre : Attentional status of faces for people with autism spectrum disorder Type de document : Texte imprimé et/ou numérique Auteurs : Anna REMINGTON, Auteur ; Ruth CAMPBELL, Auteur ; John SWETTENHAM, Auteur Année de publication : 2012 Article en page(s) : p.59-73 Langues : Anglais (eng) Mots-clés : face processing selective attention perception Index. décimale : PER Périodiques Résumé : In recent years there has been a growing interest in the role of attention in the processing of social stimuli in individuals with autism spectrum disorders (ASD). Research has demonstrated that, for typical adults, faces have a special status in attention and are processed in an automatic and mandatory fashion even when participants attempt to ignore them. Under conditions of high load in a selective attention task, when irrelevant stimuli are usually not processed, typical adults continue to process distractor faces. Although there is evidence of a lack of attentional bias towards faces in ASD, there has been no direct test of whether faces are processed automatically using the distractor-face paradigm.In the present study 16 typical adults and 16 adults with ASD performed selective attention tasks with face and musical instrument distractors. The results indicated that even when the load of the central task was high, typical adults continued to be distracted by irrelevant face stimuli, whereas individuals with ASD were able to ignore them. In the equivalent non-social task, distractors had no effect at high load for either group. The results suggest that faces are processed in an automatic and mandatory fashion in typical adults but not in adults with ASD. En ligne : http://dx.doi.org/10.1177/1362361311409257 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=153
in Autism > 16-1 (January 2012) . - p.59-73[article] Attentional status of faces for people with autism spectrum disorder [Texte imprimé et/ou numérique] / Anna REMINGTON, Auteur ; Ruth CAMPBELL, Auteur ; John SWETTENHAM, Auteur . - 2012 . - p.59-73.
Langues : Anglais (eng)
in Autism > 16-1 (January 2012) . - p.59-73
Mots-clés : face processing selective attention perception Index. décimale : PER Périodiques Résumé : In recent years there has been a growing interest in the role of attention in the processing of social stimuli in individuals with autism spectrum disorders (ASD). Research has demonstrated that, for typical adults, faces have a special status in attention and are processed in an automatic and mandatory fashion even when participants attempt to ignore them. Under conditions of high load in a selective attention task, when irrelevant stimuli are usually not processed, typical adults continue to process distractor faces. Although there is evidence of a lack of attentional bias towards faces in ASD, there has been no direct test of whether faces are processed automatically using the distractor-face paradigm.In the present study 16 typical adults and 16 adults with ASD performed selective attention tasks with face and musical instrument distractors. The results indicated that even when the load of the central task was high, typical adults continued to be distracted by irrelevant face stimuli, whereas individuals with ASD were able to ignore them. In the equivalent non-social task, distractors had no effect at high load for either group. The results suggest that faces are processed in an automatic and mandatory fashion in typical adults but not in adults with ASD. En ligne : http://dx.doi.org/10.1177/1362361311409257 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=153 Autistic adults’ experiences of diagnostic disclosure in the workplace: Decision-making and factors associated with outcomes / Anna Melissa ROMUALDEZ in Autism & Developmental Language Impairments, 6 (January-December 2021)
[article]
Titre : Autistic adults’ experiences of diagnostic disclosure in the workplace: Decision-making and factors associated with outcomes Type de document : Texte imprimé et/ou numérique Auteurs : Anna Melissa ROMUALDEZ, Auteur ; Zachary WALKER, Auteur ; Anna REMINGTON, Auteur Article en page(s) : 23969415211022955 Langues : Anglais (eng) Mots-clés : Autism employment disability discrimination diagnostic disclosure Index. décimale : PER Périodiques Résumé : Autistic individuals often struggle to find and maintain employment. This may be because many workplaces are not suited to autistic individuals’ needs. Among other difficulties, many autistic employees experience distracting or disruptive sensory environments, lack of flexibility in work hours, and unclear communication from colleagues. One possible way of mitigating these difficulties is for employees to disclose their diagnosis at work. While disclosure may increase understanding and acceptance from colleagues, it can also lead to discrimination and stigma in the workplace. Research has shown that disclosure outcomes are often mixed, but it is unclear what factors are associated with either positive or negative outcomes of disclosure for autistic people. This study aimed to identify these factors and explore the reasons why autistic employees choose to disclose or to keep their diagnosis private. Semi-structured interviews were conducted with 24 clinically-diagnosed autistic adults (12 male and 12 female) who were currently, or had been, employed in the UK (mean age?=?45.7?years). Through thematic analysis, we identified three main themes under experiences of disclosure: 1) A preference for keeping my diagnosis private; 2) The importance of disclosure in the workplace; and 3) Disclosure has mixed outcomes. We also identified three factors associated with disclosure outcomes: understanding of autism, adaptations, and organisational culture. These results have implications for improving inclusive practices on both the individual and organisational level to ensure more positive disclosure experiences for autistic employees. En ligne : http://dx.doi.org/10.1177/23969415211022955 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=459
in Autism & Developmental Language Impairments > 6 (January-December 2021) . - 23969415211022955[article] Autistic adults’ experiences of diagnostic disclosure in the workplace: Decision-making and factors associated with outcomes [Texte imprimé et/ou numérique] / Anna Melissa ROMUALDEZ, Auteur ; Zachary WALKER, Auteur ; Anna REMINGTON, Auteur . - 23969415211022955.
Langues : Anglais (eng)
in Autism & Developmental Language Impairments > 6 (January-December 2021) . - 23969415211022955
Mots-clés : Autism employment disability discrimination diagnostic disclosure Index. décimale : PER Périodiques Résumé : Autistic individuals often struggle to find and maintain employment. This may be because many workplaces are not suited to autistic individuals’ needs. Among other difficulties, many autistic employees experience distracting or disruptive sensory environments, lack of flexibility in work hours, and unclear communication from colleagues. One possible way of mitigating these difficulties is for employees to disclose their diagnosis at work. While disclosure may increase understanding and acceptance from colleagues, it can also lead to discrimination and stigma in the workplace. Research has shown that disclosure outcomes are often mixed, but it is unclear what factors are associated with either positive or negative outcomes of disclosure for autistic people. This study aimed to identify these factors and explore the reasons why autistic employees choose to disclose or to keep their diagnosis private. Semi-structured interviews were conducted with 24 clinically-diagnosed autistic adults (12 male and 12 female) who were currently, or had been, employed in the UK (mean age?=?45.7?years). Through thematic analysis, we identified three main themes under experiences of disclosure: 1) A preference for keeping my diagnosis private; 2) The importance of disclosure in the workplace; and 3) Disclosure has mixed outcomes. We also identified three factors associated with disclosure outcomes: understanding of autism, adaptations, and organisational culture. These results have implications for improving inclusive practices on both the individual and organisational level to ensure more positive disclosure experiences for autistic employees. En ligne : http://dx.doi.org/10.1177/23969415211022955 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=459 Comparing the Executive Function Ability of Autistic and Non-autistic Adolescents with a Manualised Battery of Neuropsychological Tasks / Lorcan KENNY in Journal of Autism and Developmental Disorders, 52-7 (July 2022)
[article]
Titre : Comparing the Executive Function Ability of Autistic and Non-autistic Adolescents with a Manualised Battery of Neuropsychological Tasks Type de document : Texte imprimé et/ou numérique Auteurs : Lorcan KENNY, Auteur ; Anna REMINGTON, Auteur ; Elizabeth PELLICANO, Auteur Article en page(s) : p.3169-3181 Langues : Anglais (eng) Mots-clés : Adolescent Adult Autism Spectrum Disorder Autistic Disorder Child Cognition Executive Function Humans Memory, Short-Term Neuropsychological Tests Young Adult Cognitive ability NIH-EXAMINER battery Index. décimale : PER Périodiques Résumé : Performance on a single executive function (EF) task (e.g., a card sorting task) is often taken to represent ability on the underlying subcomponent of EF (e.g., set shifting) without accounting for the non-specific and non-executive skills employed to complete the task. This study used a manualised battery of EF tasks to derive individual task scores and latent EF scores. Seventy-nine adolescents aged between 11 and 19 years, including 37 autistic and 42 non-autistic participants, matched on cognitive ability, completed the battery. Autistic adolescents had moderate global EF difficulties and had significantly more difficulties on some individual tasks. However, the samples did not differ on any of the specific individual subcomponents of EF (fluency, cognitive control and working memory). En ligne : http://dx.doi.org/10.1007/s10803-021-05034-4 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=477
in Journal of Autism and Developmental Disorders > 52-7 (July 2022) . - p.3169-3181[article] Comparing the Executive Function Ability of Autistic and Non-autistic Adolescents with a Manualised Battery of Neuropsychological Tasks [Texte imprimé et/ou numérique] / Lorcan KENNY, Auteur ; Anna REMINGTON, Auteur ; Elizabeth PELLICANO, Auteur . - p.3169-3181.
Langues : Anglais (eng)
in Journal of Autism and Developmental Disorders > 52-7 (July 2022) . - p.3169-3181
Mots-clés : Adolescent Adult Autism Spectrum Disorder Autistic Disorder Child Cognition Executive Function Humans Memory, Short-Term Neuropsychological Tests Young Adult Cognitive ability NIH-EXAMINER battery Index. décimale : PER Périodiques Résumé : Performance on a single executive function (EF) task (e.g., a card sorting task) is often taken to represent ability on the underlying subcomponent of EF (e.g., set shifting) without accounting for the non-specific and non-executive skills employed to complete the task. This study used a manualised battery of EF tasks to derive individual task scores and latent EF scores. Seventy-nine adolescents aged between 11 and 19 years, including 37 autistic and 42 non-autistic participants, matched on cognitive ability, completed the battery. Autistic adolescents had moderate global EF difficulties and had significantly more difficulties on some individual tasks. However, the samples did not differ on any of the specific individual subcomponents of EF (fluency, cognitive control and working memory). En ligne : http://dx.doi.org/10.1007/s10803-021-05034-4 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=477 Disclosing an autism diagnosis improves ratings of candidate performance in employment interviews / Jade Eloise NORRIS in Autism, 28-4 (April 2024)
PermalinkExcluded from school: Autistic students’ experiences of school exclusion and subsequent re-integration into school / Janina BREDE in Autism & Developmental Language Impairments, 2 (January-December 2017)
Permalink'It seems like a luxury to be able to offer that': Factors influencing the implementation of annual health checks for autistic people in England / Jade DAVIES in Autism, 28-3 (March 2024)
Permalink"Knowing That I'm Not Necessarily Alone in My Struggles": UK Autistic Performing Arts Professionals' Experiences of a Mentoring Programme / Eleanor BUCKLEY in Journal of Autism and Developmental Disorders, 52-12 (December 2022)
PermalinkPermalinkMaking sense of the perceptual capacities in autistic and non-autistic adults / Jana BRINKERT in Autism, 24-7 (October 2020)
PermalinkPerception of Pointing from Biological Motion Point-Light Displays in Typically Developing Children and Children with Autism Spectrum Disorder / John SWETTENHAM in Journal of Autism and Developmental Disorders, 43-6 (June 2013)
PermalinkPerceptions of autistic and non-autistic adults in employment interviews: The role of impression management / Jade Eloise NORRIS in Research in Autism Spectrum Disorders, 112 (April 2024)
Permalink"The Real Thing I Struggle with is Other People's Perceptions": The Experiences of Autistic Performing Arts Professionals and Attitudes of Performing Arts Employers in the UK / Eleanor BUCKLEY in Journal of Autism and Developmental Disorders, 51-1 (January 2021)
Permalink"This is what we’ve always wanted": Perspectives on young autistic people’s transition from special school to mainstream satellite classes / Abigail CROYDON in Autism & Developmental Language Impairments, 4 (January-December 2019)
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