Non-autistic employees' perspectives on the implementation of an autism employment programme / J. R. SPOOR in Autism, 25-8 (November 2021)  

Public ISBD [article]  inAutism > 25-8 (November 2021) . - p.2177-2188 Titre : Non-autistic employees' perspectives on the implementation of an autism employment programme Type de document : Texte imprimé et/ou numérique Auteurs : J. R. SPOOR, Auteur ; Simon M. BURY, Auteur ; D. HEDLEY, Auteur Article en page(s) : p.2177-2188 Langues : Anglais (eng) Mots-clés : Achievement  Autism Spectrum Disorder  Autistic Disorder  Employment  Humans  Workplace  autism employment  autistic adults  disability  diversity  intergroup relations Index. décimale : PER Périodiques Résumé : We asked 32 employees who work alongside autistic trainees for their thoughts about the autism employment programme that is running in their company. Specifically, we analysed their responses to understand how the employees perceived the autism employment programme's implementation and outcomes. How employees within an organisation view diversity, and the nature of specific programmes to increase the inclusion of certain groups of individuals (e.g. autistic employees) in their organisation, can impact the success of these programmes. Research in other organisations has suggested that diversity perspectives that fully support the inclusion of people with diverse backgrounds in the organisation lead to better outcomes. Thematic analysis of the responses in this study revealed that the views of the employees fit three main themes: programme benefits, programme challenges and concerns about workforce integration. The programme benefits theme suggested that the autism employment programme was viewed positively. However, negative attitudes and perceptions of special treatment contributed to programme challenges, which were similar to challenges that have been observed with other disability and diversity programmes. The design of this specific programme led to concerns about workforce integration, such as reduced opportunity for social and work integration into the broader workplace. This research extends the research on diversity management in the context of autism employment, and it provides practical understanding into ways in which organisational-based autism employment programmes are more and less successful. En ligne : http://dx.doi.org/10.1177/13623613211012880 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=451 [article] Non-autistic employees' perspectives on the implementation of an autism employment programme [Texte imprimé et/ou numérique] / J. R. SPOOR, Auteur ; Simon M. BURY, Auteur ; D. HEDLEY, Auteur . - p.2177-2188. Langues : Anglais (eng) in Autism > 25-8 (November 2021) . - p.2177-2188 Mots-clés : Achievement  Autism Spectrum Disorder  Autistic Disorder  Employment  Humans  Workplace  autism employment  autistic adults  disability  diversity  intergroup relations Index. décimale : PER Périodiques Résumé : We asked 32 employees who work alongside autistic trainees for their thoughts about the autism employment programme that is running in their company. Specifically, we analysed their responses to understand how the employees perceived the autism employment programme's implementation and outcomes. How employees within an organisation view diversity, and the nature of specific programmes to increase the inclusion of certain groups of individuals (e.g. autistic employees) in their organisation, can impact the success of these programmes. Research in other organisations has suggested that diversity perspectives that fully support the inclusion of people with diverse backgrounds in the organisation lead to better outcomes. Thematic analysis of the responses in this study revealed that the views of the employees fit three main themes: programme benefits, programme challenges and concerns about workforce integration. The programme benefits theme suggested that the autism employment programme was viewed positively. However, negative attitudes and perceptions of special treatment contributed to programme challenges, which were similar to challenges that have been observed with other disability and diversity programmes. The design of this specific programme led to concerns about workforce integration, such as reduced opportunity for social and work integration into the broader workplace. This research extends the research on diversity management in the context of autism employment, and it provides practical understanding into ways in which organisational-based autism employment programmes are more and less successful. En ligne : http://dx.doi.org/10.1177/13623613211012880 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=451

Transition to work: Perspectives from the autism spectrum / D. HEDLEY in Autism, 22-5 (July 2018)  

Public ISBD [article]  inAutism > 22-5 (July 2018) . - p.528-541 Titre : Transition to work: Perspectives from the autism spectrum Type de document : Texte imprimé et/ou numérique Auteurs : D. HEDLEY, Auteur ; R. CAI, Auteur ; M. ULJAREVIC, Auteur ; M. WILMOT, Auteur ; J. R. SPOOR, Auteur ; A. RICHDALE, Auteur ; Cheryl DISSANAYAKE, Auteur Article en page(s) : p.528-541 Langues : Anglais (eng) Mots-clés : adults  autism spectrum disorder  barriers  enablers  outcome  qualitative research  supported employment  vocational/labour force participation  work Index. décimale : PER Périodiques Résumé : To improve employment outcomes for adults with autism spectrum disorder, it is necessary to identify factors associated with successful transition to work from the perspectives of the individual and from those who work with or support them. This study involved focus groups with adults with autism spectrum disorder ( n = 9) participating in a 3-year employment and training programme, as well as focus groups with family members ( n = 6), support staff ( n = 7) and co-workers ( n = 6). The aim was to gain better understanding of the experience of transition to work, barriers and also the factors that promote workplace success. Main themes included factors that facilitated success at work ( Enablers), barriers to success ( Challenges) and programme outcomes ( Outcomes). Organisation support, advice from co-workers, supportive leadership, allowance of environmental modifications and presence of a consultant were identified as enablers that most facilitated success at work. Challenges included task-related difficulties, individual factors, social difficulties and distractibility, not managing work-related stress, and being perceived to be too frank. Outcomes were rated as positive and encompassed work-related outcomes, as well as outcomes related to sense of purpose, achieving personal independence and improvements in social relationships, both with work colleagues and within families. En ligne : http://dx.doi.org/10.1177/1362361316687697 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=366 [article] Transition to work: Perspectives from the autism spectrum [Texte imprimé et/ou numérique] / D. HEDLEY, Auteur ; R. CAI, Auteur ; M. ULJAREVIC, Auteur ; M. WILMOT, Auteur ; J. R. SPOOR, Auteur ; A. RICHDALE, Auteur ; Cheryl DISSANAYAKE, Auteur . - p.528-541. Langues : Anglais (eng) in Autism > 22-5 (July 2018) . - p.528-541 Mots-clés : adults  autism spectrum disorder  barriers  enablers  outcome  qualitative research  supported employment  vocational/labour force participation  work Index. décimale : PER Périodiques Résumé : To improve employment outcomes for adults with autism spectrum disorder, it is necessary to identify factors associated with successful transition to work from the perspectives of the individual and from those who work with or support them. This study involved focus groups with adults with autism spectrum disorder ( n = 9) participating in a 3-year employment and training programme, as well as focus groups with family members ( n = 6), support staff ( n = 7) and co-workers ( n = 6). The aim was to gain better understanding of the experience of transition to work, barriers and also the factors that promote workplace success. Main themes included factors that facilitated success at work ( Enablers), barriers to success ( Challenges) and programme outcomes ( Outcomes). Organisation support, advice from co-workers, supportive leadership, allowance of environmental modifications and presence of a consultant were identified as enablers that most facilitated success at work. Challenges included task-related difficulties, individual factors, social difficulties and distractibility, not managing work-related stress, and being perceived to be too frank. Outcomes were rated as positive and encompassed work-related outcomes, as well as outcomes related to sense of purpose, achieving personal independence and improvements in social relationships, both with work colleagues and within families. En ligne : http://dx.doi.org/10.1177/1362361316687697 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=366

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