“Always a glass ceiling.” Gender or autism; the barrier to occupational inclusion / Susan M. HAYWARD in Research in Autism Spectrum Disorders, 56 (December 2018)  

Public ISBD [article]  inResearch in Autism Spectrum Disorders > 56 (December 2018) . - p.50-60 Titre : “Always a glass ceiling.” Gender or autism; the barrier to occupational inclusion Type de document : texte imprimé Auteurs : Susan M. HAYWARD, Auteur ; Keith R. MCVILLY, Auteur ; Mark A. STOKES, Auteur Article en page(s) : p.50-60 Langues : Anglais (eng) Mots-clés : ASD  Asperger’s  Female  Job  Sex  Work Index. décimale : PER Périodiques Résumé : Background Under- and unemployment adversely affect the economic, health, and social circumstances of people with autism; notably those with a diagnosis of autism spectrum disorder or high autistic traits (HATs). However, little research has been published comparing the experiences of women to men with HATs, and women without autism (i.e., those typically developing; TD) to ascertain if employment issues are a function of gender or autistic traits (ATs). Method An anonymous online survey was conducted attracting 28 women and 18 men with HATs aged 18–68 years (M = 38.63, SD = 13.12), with a further 21 TD women and 16 TD men aged 23–62 years (M = 38.38, SD = 10.32). Quantitative data were analysed via logistic regression to ascertain the extent to which employment issues were a function of gender or ATs while controlling for confounding variables such as education, and age. Qualitative data were analysed using inductive thematic analysis, then quantitatively using chi-square or Fisher’s Exact Test. Results It was found that ATs, not gender, was significant to most vocational experiences. Conclusions It is proposed that employers place greater importance on technical ability than social-communication skills when hiring and supervising women with HATs to reduce barriers and increase workplace diversity. En ligne : https://doi.org/10.1016/j.rasd.2018.09.001 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=369 [article] “Always a glass ceiling.” Gender or autism; the barrier to occupational inclusion [texte imprimé] / Susan M. HAYWARD, Auteur ; Keith R. MCVILLY, Auteur ; Mark A. STOKES, Auteur . - p.50-60. Langues : Anglais (eng) in Research in Autism Spectrum Disorders > 56 (December 2018) . - p.50-60 Mots-clés : ASD  Asperger’s  Female  Job  Sex  Work Index. décimale : PER Périodiques Résumé : Background Under- and unemployment adversely affect the economic, health, and social circumstances of people with autism; notably those with a diagnosis of autism spectrum disorder or high autistic traits (HATs). However, little research has been published comparing the experiences of women to men with HATs, and women without autism (i.e., those typically developing; TD) to ascertain if employment issues are a function of gender or autistic traits (ATs). Method An anonymous online survey was conducted attracting 28 women and 18 men with HATs aged 18–68 years (M = 38.63, SD = 13.12), with a further 21 TD women and 16 TD men aged 23–62 years (M = 38.38, SD = 10.32). Quantitative data were analysed via logistic regression to ascertain the extent to which employment issues were a function of gender or ATs while controlling for confounding variables such as education, and age. Qualitative data were analysed using inductive thematic analysis, then quantitatively using chi-square or Fisher’s Exact Test. Results It was found that ATs, not gender, was significant to most vocational experiences. Conclusions It is proposed that employers place greater importance on technical ability than social-communication skills when hiring and supervising women with HATs to reduce barriers and increase workplace diversity. En ligne : https://doi.org/10.1016/j.rasd.2018.09.001 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=369

Autism and employment: What works / Susan M. HAYWARD in Research in Autism Spectrum Disorders, 60 (April 2019)  

Public ISBD [article]  inResearch in Autism Spectrum Disorders > 60 (April 2019) . - p.48-58 Titre : Autism and employment: What works Type de document : texte imprimé Auteurs : Susan M. HAYWARD, Auteur ; Keith R. MCVILLY, Auteur ; Mark A. STOKES, Auteur Article en page(s) : p.48-58 Langues : Anglais (eng) Mots-clés : ASD  Diversity  Human resources  Inclusion  Sustainability  Women Index. décimale : PER Périodiques Résumé : Introduction People with autism have been identified as having a substantial contribution to make in the technology sector. Their intellectual abilities coupled with their focus and attention to detail have been recognized as desirable traits making them highly productive. However, these individuals report difficulties in employment, and there is a paucity of literature concerning the factors that attract and retain them; particularly from their viewpoint. Method Data was collected from 76 adults; 44 with autism and 32 neuro-typical (NT; i.e., adults without autism). Data were analysed using inductive thematic analysis in which the major themes of: work relationships, and environment; as well as person-organization fit, diversity climate, and bargaining emerged. Quantitative analysis then determined if these themes were more/less likely to be reported by individuals with autism. Results Those with autism (vs NT individuals) were more likely to indicate enablers, or reasons for occupational longevity consistent with collegial understanding, the physical occupational environment, and circumstances that limited contact with others. Conclusions The results reflect what is known clinically about Autism Spectrum Disorder, and are consistent with Conservation of Resources and Social Exchange theories. It was concluded that vocational assistance for individuals with autism requires intervention at both individual and organizational levels. En ligne : https://doi.org/10.1016/j.rasd.2019.01.006 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=387 [article] Autism and employment: What works [texte imprimé] / Susan M. HAYWARD, Auteur ; Keith R. MCVILLY, Auteur ; Mark A. STOKES, Auteur . - p.48-58. Langues : Anglais (eng) in Research in Autism Spectrum Disorders > 60 (April 2019) . - p.48-58 Mots-clés : ASD  Diversity  Human resources  Inclusion  Sustainability  Women Index. décimale : PER Périodiques Résumé : Introduction People with autism have been identified as having a substantial contribution to make in the technology sector. Their intellectual abilities coupled with their focus and attention to detail have been recognized as desirable traits making them highly productive. However, these individuals report difficulties in employment, and there is a paucity of literature concerning the factors that attract and retain them; particularly from their viewpoint. Method Data was collected from 76 adults; 44 with autism and 32 neuro-typical (NT; i.e., adults without autism). Data were analysed using inductive thematic analysis in which the major themes of: work relationships, and environment; as well as person-organization fit, diversity climate, and bargaining emerged. Quantitative analysis then determined if these themes were more/less likely to be reported by individuals with autism. Results Those with autism (vs NT individuals) were more likely to indicate enablers, or reasons for occupational longevity consistent with collegial understanding, the physical occupational environment, and circumstances that limited contact with others. Conclusions The results reflect what is known clinically about Autism Spectrum Disorder, and are consistent with Conservation of Resources and Social Exchange theories. It was concluded that vocational assistance for individuals with autism requires intervention at both individual and organizational levels. En ligne : https://doi.org/10.1016/j.rasd.2019.01.006 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=387

Quality employee–manager relationships are key to career success / Susan M. HAYWARD in Autism, 30-1 (January 2026)  

Public ISBD [article]  inAutism > 30-1 (January 2026) . - p.111-121 Titre : Quality employee–manager relationships are key to career success Type de document : texte imprimé Auteurs : Susan M. HAYWARD, Auteur ; Sophie HENNEKAM, Auteur ; Simon M BURY, Auteur Article en page(s) : p.111-121 Langues : Anglais (eng) Mots-clés : growth  leader  LMX  neurodiversity  supervisor Index. décimale : PER Périodiques Résumé : This study investigated the relationship between the perceived quality of employee–manager relationships and workplace outcomes, and whether these differed between autistic and non-autistic employees. We surveyed 189 employed participants (n = 92 autistic, n = 97 non-autistic) from the United Kingdom. Participants completed measures of employee–manager relationship quality; workplace behaviours, for example, strengths use and job crafting; and outcomes, for example, career development opportunities and job satisfaction. Multiple regression analyses assessed the association between employee–manager relationship and autism diagnosis on behaviours and outcomes. One’s relationship with their manager was a significant predictor of all workplace behaviours and outcomes, explaining 22% of the variance in career development opportunities and 7%–11% for other dependent variables. Autism diagnosis was not an independent predictor of the quality of the employee–manager relationship and outcomes. Autistic participants rated the relationship with their managers as poorer than non-autistic employees. This study emphasises the importance of positive employee–manager relationships for career success, irrespective of neurotype. However, the poorer ratings of these relationships by autistic employees highlight a critical need for strategies to enhance employee–manager relationships.Lay Abstract Quality Employee–Manager Relationships are Key to Career SuccessWhy is this an important issue?Finding and keeping meaningful work is challenging for many autistic adults. A key factor in career success is the relationship between employees and their managers. Research shows that a strong relationship with one’s manager can help employees use their strengths, feel more satisfied in their jobs and grow in their careers. However, little is known about how this applies to autistic employees, who may face unique challenges in the workplace. Understanding how these relationships affect autistic employees is important for creating supportive, inclusive and successful work environments.What was the purpose of this study?The study aimed to explore whether the quality of the relationship between employees and their managers affects autistic employees’ workplace success. The researchers wanted to know if this relationship impacts things like job satisfaction, career development opportunities and the ability to use their strengths at work. They also compared autistic employees to non-autistic employees to see if there were any differences in these areas.What did the researchers do?The researchers surveyed 189 employees from the United Kingdom, including 92 autistic and 97 non-autistic participants. They asked participants about their relationship with their manager, how often they used their strengths at work, their job satisfaction and their career development opportunities. The researchers analysed this data to see how much the quality of the manager–employee relationship influenced workplace outcomes.What were the results and conclusions of the study?The study found that the quality of the relationship with one’s manager was a strong predictor of workplace success for both autistic and non-autistic employees. This relationship was more important than whether an employee was autistic. However, autistic participants rated their relationships with their managers as poorer than non-autistic participants. En ligne : https://dx.doi.org/10.1177/13623613251370814 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=578 [article] Quality employee–manager relationships are key to career success [texte imprimé] / Susan M. HAYWARD, Auteur ; Sophie HENNEKAM, Auteur ; Simon M BURY, Auteur . - p.111-121. Langues : Anglais (eng) in Autism > 30-1 (January 2026) . - p.111-121 Mots-clés : growth  leader  LMX  neurodiversity  supervisor Index. décimale : PER Périodiques Résumé : This study investigated the relationship between the perceived quality of employee–manager relationships and workplace outcomes, and whether these differed between autistic and non-autistic employees. We surveyed 189 employed participants (n = 92 autistic, n = 97 non-autistic) from the United Kingdom. Participants completed measures of employee–manager relationship quality; workplace behaviours, for example, strengths use and job crafting; and outcomes, for example, career development opportunities and job satisfaction. Multiple regression analyses assessed the association between employee–manager relationship and autism diagnosis on behaviours and outcomes. One’s relationship with their manager was a significant predictor of all workplace behaviours and outcomes, explaining 22% of the variance in career development opportunities and 7%–11% for other dependent variables. Autism diagnosis was not an independent predictor of the quality of the employee–manager relationship and outcomes. Autistic participants rated the relationship with their managers as poorer than non-autistic employees. This study emphasises the importance of positive employee–manager relationships for career success, irrespective of neurotype. However, the poorer ratings of these relationships by autistic employees highlight a critical need for strategies to enhance employee–manager relationships.Lay Abstract Quality Employee–Manager Relationships are Key to Career SuccessWhy is this an important issue?Finding and keeping meaningful work is challenging for many autistic adults. A key factor in career success is the relationship between employees and their managers. Research shows that a strong relationship with one’s manager can help employees use their strengths, feel more satisfied in their jobs and grow in their careers. However, little is known about how this applies to autistic employees, who may face unique challenges in the workplace. Understanding how these relationships affect autistic employees is important for creating supportive, inclusive and successful work environments.What was the purpose of this study?The study aimed to explore whether the quality of the relationship between employees and their managers affects autistic employees’ workplace success. The researchers wanted to know if this relationship impacts things like job satisfaction, career development opportunities and the ability to use their strengths at work. They also compared autistic employees to non-autistic employees to see if there were any differences in these areas.What did the researchers do?The researchers surveyed 189 employees from the United Kingdom, including 92 autistic and 97 non-autistic participants. They asked participants about their relationship with their manager, how often they used their strengths at work, their job satisfaction and their career development opportunities. The researchers analysed this data to see how much the quality of the manager–employee relationship influenced workplace outcomes.What were the results and conclusions of the study?The study found that the quality of the relationship with one’s manager was a strong predictor of workplace success for both autistic and non-autistic employees. This relationship was more important than whether an employee was autistic. However, autistic participants rated their relationships with their managers as poorer than non-autistic participants. En ligne : https://dx.doi.org/10.1177/13623613251370814 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=578

Sources and impact of occupational demands for autistic employees / Susan M. HAYWARD in Research in Autism Spectrum Disorders, 76 (August 2020)  

Public ISBD [article]  inResearch in Autism Spectrum Disorders > 76 (August 2020) . - p.101571 Titre : Sources and impact of occupational demands for autistic employees Type de document : texte imprimé Auteurs : Susan M. HAYWARD, Auteur ; Keith R. MCVILLY, Auteur ; Mark A. STOKES, Auteur Article en page(s) : p.101571 Langues : Anglais (eng) Mots-clés : Autism spectrum disorder  Barrier  Conservation of resources theory  Coping  Employment  Job demands resources model  Stress  Work Index. décimale : PER Périodiques Résumé : Background Occupational demands are well documented for the general population. Social relationships are one such demand, according to job demands-resources theory. When demands exceed an individual’s available resources, stress results; in turn impacting well-being. Little research has investigated the potential differences between social demands, the impact of demands and relationships that buffer these comparing autistic and non-autistic (i.e., neuro-typical; NT) individuals. Method Using an online survey, the present exploratory study gathered 140 responses. Thematic analysis was applied. Results Different facets of social relationships were described by autistic (n = 81) and NT individuals (n = 31) as an occupational demand. Together, demands appear to have a greater impact on well-being for autistic, compared to NT, employees. To buffer demands, both autistic and NT individuals expressed relationships with management as important. Yet, autistic employees favoured non-organisational supports, compared to NT individuals who favoured collegial support. Conclusions By understanding individual needs and providing flexible work practices, supportive management processes can assist autistic individuals in managing workplace demands, particularly improving social interactions in the work environment. Employers might also consider adapting job roles and organisational diversity policies to better suit individual needs. As well, providing additional external supports, e.g., via employee assistance programs. En ligne : https://doi.org/10.1016/j.rasd.2020.101571 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=429 [article] Sources and impact of occupational demands for autistic employees [texte imprimé] / Susan M. HAYWARD, Auteur ; Keith R. MCVILLY, Auteur ; Mark A. STOKES, Auteur . - p.101571. Langues : Anglais (eng) in Research in Autism Spectrum Disorders > 76 (August 2020) . - p.101571 Mots-clés : Autism spectrum disorder  Barrier  Conservation of resources theory  Coping  Employment  Job demands resources model  Stress  Work Index. décimale : PER Périodiques Résumé : Background Occupational demands are well documented for the general population. Social relationships are one such demand, according to job demands-resources theory. When demands exceed an individual’s available resources, stress results; in turn impacting well-being. Little research has investigated the potential differences between social demands, the impact of demands and relationships that buffer these comparing autistic and non-autistic (i.e., neuro-typical; NT) individuals. Method Using an online survey, the present exploratory study gathered 140 responses. Thematic analysis was applied. Results Different facets of social relationships were described by autistic (n = 81) and NT individuals (n = 31) as an occupational demand. Together, demands appear to have a greater impact on well-being for autistic, compared to NT, employees. To buffer demands, both autistic and NT individuals expressed relationships with management as important. Yet, autistic employees favoured non-organisational supports, compared to NT individuals who favoured collegial support. Conclusions By understanding individual needs and providing flexible work practices, supportive management processes can assist autistic individuals in managing workplace demands, particularly improving social interactions in the work environment. Employers might also consider adapting job roles and organisational diversity policies to better suit individual needs. As well, providing additional external supports, e.g., via employee assistance programs. En ligne : https://doi.org/10.1016/j.rasd.2020.101571 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=429

The association between COVID-19, personal wellbeing, depression, and suicide risk factors in Australian autistic adults / Darren HEDLEY in Autism Research, 14-12 (December 2021)  

Public ISBD [article]  inAutism Research > 14-12 (December 2021) . - p.2663-2676 Titre : The association between COVID-19, personal wellbeing, depression, and suicide risk factors in Australian autistic adults Type de document : texte imprimé Auteurs : Darren HEDLEY, Auteur ; Susan M. HAYWARD, Auteur ; Kathleen E. DENNEY, Auteur ; Mirko ULJAREVIĆ, Auteur ; Simon BURY, Auteur ; Ensu SAHIN, Auteur ; Claire M. BROWN, Auteur ; Angela CLAPPERTON, Auteur ; Cheryl DISSANAYAKE, Auteur ; Jo ROBINSON, Auteur ; Julian TROLLOR, Auteur ; Mark A. STOKES, Auteur Article en page(s) : p.2663-2676 Langues : Anglais (eng) Mots-clés : Adult  Australia/epidemiology  Autism Spectrum Disorder  Autistic Disorder  Covid-19  Depression/epidemiology  Female  Humans  Male  Pandemics  Risk Factors  SARS-CoV-2  Suicide  COVID-19 pandemic  adults  depression  gender  wellbeing  Prevention Research fellowship. Mirko Uljarevi? is supported by a Discovery Early  Career Researcher Award from the Australian Research Council (DE180100632). Jo  Robinson is supported by a National Health and Medical Research Council (NHMRC)  Career Development Fellowship (APP1142348) and a University of Melbourne Dame Kate  Campbell Fellowship. The authors declare no actual or potential conflict of  interest. Index. décimale : PER Périodiques Résumé : The COVID-19 pandemic has had a significant impact on the mental health and wellbeing of the world's population, with particularly negative effects on vulnerable populations, including autistic people. Although some consensus regarding specific impact on aspects of wellbeing and mental health in autism is starting to emerge, it is unclear whether the pandemic has increased suicide risk. The goals of this study were to examine (a) potential associations between COVID-19 impact and depression, personal wellbeing, and suicide risk factors in Australian autistic adults and (b) age and gender effects. The COVID-19 Impact Scale (CIS), Personal Wellbeing Index, Patient Health Questionnaire, and the Suicide Behavior Questionnaire, Revised (SBQ-R), were administered to 111 autistic adults aged 20 to 71 years during the second wave of the COVID-19 pandemic in Australia. COVID-19 impact showed small associations with poorer personal wellbeing (r = -0.224, p = 0.023, [-0.409, -0.016]) and higher depressive symptoms (r = 0.268, p = 0.006, [0.056, 0.445]) and was not associated with the SBQ-R suicide risk score (r = 0.081, p = 0.418, [-0.118, 0.264). No significant effects were identified for age. Although model results were similar for women and men, the strength of the associations between personal wellbeing and depression (z = -2.16, p = 0.015), and depression and SBQ-R suicide risk (z = 1.961, p = 0.025), were stronger in women than in men. Qualitative analysis of an open response question from the CIS suggested that the pandemic had both positive and negative impacts on participants. The COVID-19 pandemic has had a large impact on the mental health and wellbeing of the world's population, particularly vulnerable populations such as autistic people. It is not known if these impacts on mental health and wellbeing have increased suicide risk. Our findings suggest that the impact of the COVID-19 pandemic may be associated with poorer wellbeing and higher depression, but is not associated with suicide risk. Overall, autistic people reported both positive and negative impacts of the pandemic on their lives. En ligne : http://dx.doi.org/10.1002/aur.2614 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=450 [article] The association between COVID-19, personal wellbeing, depression, and suicide risk factors in Australian autistic adults [texte imprimé] / Darren HEDLEY, Auteur ; Susan M. HAYWARD, Auteur ; Kathleen E. DENNEY, Auteur ; Mirko ULJAREVIĆ, Auteur ; Simon BURY, Auteur ; Ensu SAHIN, Auteur ; Claire M. BROWN, Auteur ; Angela CLAPPERTON, Auteur ; Cheryl DISSANAYAKE, Auteur ; Jo ROBINSON, Auteur ; Julian TROLLOR, Auteur ; Mark A. STOKES, Auteur . - p.2663-2676. Langues : Anglais (eng) in Autism Research > 14-12 (December 2021) . - p.2663-2676 Mots-clés : Adult  Australia/epidemiology  Autism Spectrum Disorder  Autistic Disorder  Covid-19  Depression/epidemiology  Female  Humans  Male  Pandemics  Risk Factors  SARS-CoV-2  Suicide  COVID-19 pandemic  adults  depression  gender  wellbeing  Prevention Research fellowship. Mirko Uljarevi? is supported by a Discovery Early  Career Researcher Award from the Australian Research Council (DE180100632). Jo  Robinson is supported by a National Health and Medical Research Council (NHMRC)  Career Development Fellowship (APP1142348) and a University of Melbourne Dame Kate  Campbell Fellowship. The authors declare no actual or potential conflict of  interest. Index. décimale : PER Périodiques Résumé : The COVID-19 pandemic has had a significant impact on the mental health and wellbeing of the world's population, with particularly negative effects on vulnerable populations, including autistic people. Although some consensus regarding specific impact on aspects of wellbeing and mental health in autism is starting to emerge, it is unclear whether the pandemic has increased suicide risk. The goals of this study were to examine (a) potential associations between COVID-19 impact and depression, personal wellbeing, and suicide risk factors in Australian autistic adults and (b) age and gender effects. The COVID-19 Impact Scale (CIS), Personal Wellbeing Index, Patient Health Questionnaire, and the Suicide Behavior Questionnaire, Revised (SBQ-R), were administered to 111 autistic adults aged 20 to 71 years during the second wave of the COVID-19 pandemic in Australia. COVID-19 impact showed small associations with poorer personal wellbeing (r = -0.224, p = 0.023, [-0.409, -0.016]) and higher depressive symptoms (r = 0.268, p = 0.006, [0.056, 0.445]) and was not associated with the SBQ-R suicide risk score (r = 0.081, p = 0.418, [-0.118, 0.264). No significant effects were identified for age. Although model results were similar for women and men, the strength of the associations between personal wellbeing and depression (z = -2.16, p = 0.015), and depression and SBQ-R suicide risk (z = 1.961, p = 0.025), were stronger in women than in men. Qualitative analysis of an open response question from the CIS suggested that the pandemic had both positive and negative impacts on participants. The COVID-19 pandemic has had a large impact on the mental health and wellbeing of the world's population, particularly vulnerable populations such as autistic people. It is not known if these impacts on mental health and wellbeing have increased suicide risk. Our findings suggest that the impact of the COVID-19 pandemic may be associated with poorer wellbeing and higher depression, but is not associated with suicide risk. Overall, autistic people reported both positive and negative impacts of the pandemic on their lives. En ligne : http://dx.doi.org/10.1002/aur.2614 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=450

The impact of sleep quality, fatigue and social well-being on depressive symptomatology in autistic older adolescents and young adults / Amanda L. RICHDALE in Autism Research, 16-4 (April 2023)  

Permalink

The Suicidal Ideation Attributes Scale-Modified (SIDAS-M): Development and preliminary validation of a new scale for the measurement of suicidal ideation in autistic adults / Darren HEDLEY in Autism, 27-4 (May 2023)  

Permalink

---

1 (1 - 7 / 7) Par page : 25 50 100 200