Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions / Katie MARAS in Autism, 25-4 (May 2021)  

Public ISBD [article]  inAutism > 25-4 (May 2021) . - p.1060-1075 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 [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

Disclosing an autism diagnosis improves ratings of candidate performance in employment interviews / Jade Eloise NORRIS in Autism, 28-4 (April 2024)  

Public ISBD [article]  inAutism > 28-4 (April 2024) . - p.1045-1050 Titre : Disclosing an autism diagnosis improves ratings of candidate performance in employment interviews Type de document : Texte imprimé et/ou numérique Auteurs : Jade Eloise NORRIS, Auteur ; Rachel PROSSER, Auteur ; Anna REMINGTON, Auteur ; Laura CRANE, Auteur ; Katie MARAS, Auteur Article en page(s) : p.1045-1050 Langues : Anglais (eng) Mots-clés : adults,autism spectrum disorders,cognition (attention, learning, memory),communication and language,policy,professional development,quality of life,vocational/labour force participation Index. décimale : PER Périodiques Résumé : Employment interviews can be challenging for autistic people. In addition to standard interview procedures often being inaccessible, features associated with autism (including atypical emotional expression, eye-contact, and gestures) may lead to negative first impressions. Research using vignettes and 'thin slices' of communication indicate that perceptions of an autistic individual can be improved when their autism diagnosis is disclosed. Here, we examined the impact of diagnostic disclosure on judgements of autistic adults undergoing an entire mock employment interview. A total of 119 participants (known as 'raters') watched a video of an autistic candidate?s mock employment interview, after which they provided overall impressions of the candidate on factors such as confidence, motivation, and knowledgeability. Raters were either (1) unaware of the interviewee?s diagnosis, (2) aware of their diagnosis, or (3) aware of their diagnosis and provided with information about autism. Results indicate that diagnostic disclosure improved perceptions of autistic candidates across all dimensions compared to when raters were unaware of their diagnosis. The provision of additional information about the diagnosis did not further improve ratings. The findings have important implications for employers and autistic people, who should consider the potential impact of diagnostic disclosure prior to interviewing for a role. Lay Abstract Employment interviews are challenging for many autistic people, for example, due to difficulties with interpreting questions. Autistic people also have differences in non-verbal communication, such as emotional expression, eye-contact, and gestures, with research showing that these factors negatively affect first impressions. Some studies have shown that perceptions of autistic people are more positive when the person observing them, such as an interviewer, is already aware of their diagnosis. However, previous research has not studied how disclosing one?s autism diagnosis affects perceptions of a candidate undergoing a full employment interview. Participants in this study acted as raters, who watched a video of an autistic person undergoing a mock employment interview with a researcher, and then rated their overall impressions of them on factors important to real-world hiring decisions, such as confidence, motivation, and knowledgeability. Prior to watching the interview, raters were either (1) not aware of the interviewee?s diagnosis, (2) made aware of their diagnosis, or (3) made aware of their diagnosis and provided with additional information about autism, such as differences in behaviours and communication. The results show that disclosing an autism diagnosis improved ratings compared to not disclosing the diagnosis. Providing additional information about autism alongside the diagnostic label did not improve ratings further. The findings are important for employers and autistic people; employers should consider improving procedures by which autistic people can disclose their diagnosis prior to interview should they wish, and autistic people may wish to consider the potential benefits of disclosing their diagnosis. En ligne : https://dx.doi.org/10.1177/13623613231203739 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=526 [article] Disclosing an autism diagnosis improves ratings of candidate performance in employment interviews [Texte imprimé et/ou numérique] / Jade Eloise NORRIS, Auteur ; Rachel PROSSER, Auteur ; Anna REMINGTON, Auteur ; Laura CRANE, Auteur ; Katie MARAS, Auteur . - p.1045-1050. Langues : Anglais (eng) in Autism > 28-4 (April 2024) . - p.1045-1050 Mots-clés : adults,autism spectrum disorders,cognition (attention, learning, memory),communication and language,policy,professional development,quality of life,vocational/labour force participation Index. décimale : PER Périodiques Résumé : Employment interviews can be challenging for autistic people. In addition to standard interview procedures often being inaccessible, features associated with autism (including atypical emotional expression, eye-contact, and gestures) may lead to negative first impressions. Research using vignettes and 'thin slices' of communication indicate that perceptions of an autistic individual can be improved when their autism diagnosis is disclosed. Here, we examined the impact of diagnostic disclosure on judgements of autistic adults undergoing an entire mock employment interview. A total of 119 participants (known as 'raters') watched a video of an autistic candidate?s mock employment interview, after which they provided overall impressions of the candidate on factors such as confidence, motivation, and knowledgeability. Raters were either (1) unaware of the interviewee?s diagnosis, (2) aware of their diagnosis, or (3) aware of their diagnosis and provided with information about autism. Results indicate that diagnostic disclosure improved perceptions of autistic candidates across all dimensions compared to when raters were unaware of their diagnosis. The provision of additional information about the diagnosis did not further improve ratings. The findings have important implications for employers and autistic people, who should consider the potential impact of diagnostic disclosure prior to interviewing for a role. Lay Abstract Employment interviews are challenging for many autistic people, for example, due to difficulties with interpreting questions. Autistic people also have differences in non-verbal communication, such as emotional expression, eye-contact, and gestures, with research showing that these factors negatively affect first impressions. Some studies have shown that perceptions of autistic people are more positive when the person observing them, such as an interviewer, is already aware of their diagnosis. However, previous research has not studied how disclosing one?s autism diagnosis affects perceptions of a candidate undergoing a full employment interview. Participants in this study acted as raters, who watched a video of an autistic person undergoing a mock employment interview with a researcher, and then rated their overall impressions of them on factors important to real-world hiring decisions, such as confidence, motivation, and knowledgeability. Prior to watching the interview, raters were either (1) not aware of the interviewee?s diagnosis, (2) made aware of their diagnosis, or (3) made aware of their diagnosis and provided with additional information about autism, such as differences in behaviours and communication. The results show that disclosing an autism diagnosis improved ratings compared to not disclosing the diagnosis. Providing additional information about autism alongside the diagnostic label did not improve ratings further. The findings are important for employers and autistic people; employers should consider improving procedures by which autistic people can disclose their diagnosis prior to interview should they wish, and autistic people may wish to consider the potential benefits of disclosing their diagnosis. En ligne : https://dx.doi.org/10.1177/13623613231203739 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=526

Interviewing autistic adults: Adaptations to support recall in police, employment, and healthcare interviews / Jade Eloise NORRIS in Autism, 24-6 (August 2020)  

Public ISBD [article]  inAutism > 24-6 (August 2020) . - p.1506-1520 Titre : Interviewing autistic adults: Adaptations to support recall in police, employment, and healthcare interviews Type de document : Texte imprimé et/ou numérique Auteurs : Jade Eloise NORRIS, Auteur ; Laura CRANE, Auteur ; Katie MARAS, Auteur Article en page(s) : p.1506-1520 Langues : Anglais (eng) Mots-clés : autism  criminal justice system  employment  episodic  healthcare  interviewing  memory  preparation  recall  task support Index. décimale : PER Périodiques Résumé : During many types of interviews (e.g. in employment, with the police, and in healthcare), we need to recall detailed memories of specific events, which can be difficult for autistic people in response to commonly used questions. This is especially because these tend to be open questions (i.e. very broad). Autistic people have disproportionately high rates of physical and mental health conditions, are more likely to interact with police, and are the most underemployed disability group. However, interviewers are often unsure about how to adapt their communication for autistic people.Our research tested whether different types of prompts enabled autistic people to recall specific memories (memories of a single event within one day). Participants were asked about situations relating to witnessing a crime (e.g. at the bank), physical or mental health scenarios and employment interviews (e.g. a time you've met a deadline).We tested the following:Open questions: basic questions only (e.g. 'tell me about a time you went to the cinema'),Semantic prompting: a general prompt (e.g. 'do you enjoy going to the cinema?') before asking for a specific instance ('tell me about a time you went to the cinema?'),Visual-verbal prompting: asking participants to recall when it happened, who was there, the actions that occurred, the setting, and any objects.With visual-verbal prompting, autistic and typically developing participants' memories were more specific and detailed. Semantic prompting was also effective for employment questions. Our study shows that autistic people can recall specific memories when they are appropriately prompted. Visual-verbal prompting may be effective across different situations. En ligne : http://dx.doi.org/10.1177/1362361320909174 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=428 [article] Interviewing autistic adults: Adaptations to support recall in police, employment, and healthcare interviews [Texte imprimé et/ou numérique] / Jade Eloise NORRIS, Auteur ; Laura CRANE, Auteur ; Katie MARAS, Auteur . - p.1506-1520. Langues : Anglais (eng) in Autism > 24-6 (August 2020) . - p.1506-1520 Mots-clés : autism  criminal justice system  employment  episodic  healthcare  interviewing  memory  preparation  recall  task support Index. décimale : PER Périodiques Résumé : During many types of interviews (e.g. in employment, with the police, and in healthcare), we need to recall detailed memories of specific events, which can be difficult for autistic people in response to commonly used questions. This is especially because these tend to be open questions (i.e. very broad). Autistic people have disproportionately high rates of physical and mental health conditions, are more likely to interact with police, and are the most underemployed disability group. However, interviewers are often unsure about how to adapt their communication for autistic people.Our research tested whether different types of prompts enabled autistic people to recall specific memories (memories of a single event within one day). Participants were asked about situations relating to witnessing a crime (e.g. at the bank), physical or mental health scenarios and employment interviews (e.g. a time you've met a deadline).We tested the following:Open questions: basic questions only (e.g. 'tell me about a time you went to the cinema'),Semantic prompting: a general prompt (e.g. 'do you enjoy going to the cinema?') before asking for a specific instance ('tell me about a time you went to the cinema?'),Visual-verbal prompting: asking participants to recall when it happened, who was there, the actions that occurred, the setting, and any objects.With visual-verbal prompting, autistic and typically developing participants' memories were more specific and detailed. Semantic prompting was also effective for employment questions. Our study shows that autistic people can recall specific memories when they are appropriately prompted. Visual-verbal prompting may be effective across different situations. En ligne : http://dx.doi.org/10.1177/1362361320909174 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=428

Metacognitive Monitoring and Control of Eyewitness Memory Reports in Autism / Katie MARAS in Autism Research, 13-11 (November 2020)  

Public ISBD [article]  inAutism Research > 13-11 (November 2020) . - p.2017-2029 Titre : Metacognitive Monitoring and Control of Eyewitness Memory Reports in Autism Type de document : Texte imprimé et/ou numérique Auteurs : Katie MARAS, Auteur ; Jade Eloise NORRIS, Auteur ; Neil BREWER, Auteur Article en page(s) : p.2017-2029 Langues : Anglais (eng) Mots-clés : autism  grain size  interviewing  memory  metacognition  monitoring  support  witness Index. décimale : PER Périodiques Résumé : Providing eyewitness testimony involves monitoring one's memory to provide a detailed and accurate account: reporting details likely to be accurate and withholding potentially inaccurate details. Autistic individuals reportedly experience difficulties in both retrieving episodic memories and monitoring their accuracy, which has important implications for eyewitness testimony. Thirty autistic and 33 IQ-matched typically developing (TD) participants viewed a video of a mock bank robbery followed by three phases of questions (with judgments of confidence). In Phase 1, participants freely generated the granularity of their responses (i.e., fine- or coarse-grained). In Phase 2, participants answered the same questions but provided both a fine- and a coarse-grained answer. In Phase 3, participants were instructed to maximize accuracy over informativeness by selecting one of their Phase 2 answers as their final answer. They either received the questions socially (from the experimenter) or answered them online. There were no group differences in accuracy or metacognitive monitoring, with both autistic and TD witnesses demonstrating: (a) a strong preference for reporting fine-grained details at the expense of accuracy; (b) improved though still suboptimal grain size reporting when instructed to maximize accuracy over informativeness; (c) effective accuracy monitoring; and (d) higher overall accuracy when questions were delivered socially. There was, however, a subtle difference in metacognitive control, with autistic witnesses performing more poorly than TD witnesses when questions were delivered socially, but not when they were delivered online. These findings contrast with evidence suggesting that autism is marked by impairments in episodic memory and metacognitive monitoring and control. Autism Res 2020, 13: 2017-2029. © 2020 The Authors. Autism Research published by International Society for Autism Research published by Wiley Periodicals, Inc. LAY SUMMARY: Autistic people have been reported to experience subtle difficulties in monitoring and regulating their information reporting, which has important implications for providing eyewitness testimony. We found that autistic witnesses' testimony comprised a similar level of detail and accuracy as non-autistic witnesses' accounts. However, autistic people found it difficult to optimize their testimony when the questions were delivered socially-but not when they answered the questions online. © 2020 The Authors. Autism Research published by International Society for Autism Research published by Wiley Periodicals, Inc. En ligne : http://dx.doi.org/10.1002/aur.2278 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=433 [article] Metacognitive Monitoring and Control of Eyewitness Memory Reports in Autism [Texte imprimé et/ou numérique] / Katie MARAS, Auteur ; Jade Eloise NORRIS, Auteur ; Neil BREWER, Auteur . - p.2017-2029. Langues : Anglais (eng) in Autism Research > 13-11 (November 2020) . - p.2017-2029 Mots-clés : autism  grain size  interviewing  memory  metacognition  monitoring  support  witness Index. décimale : PER Périodiques Résumé : Providing eyewitness testimony involves monitoring one's memory to provide a detailed and accurate account: reporting details likely to be accurate and withholding potentially inaccurate details. Autistic individuals reportedly experience difficulties in both retrieving episodic memories and monitoring their accuracy, which has important implications for eyewitness testimony. Thirty autistic and 33 IQ-matched typically developing (TD) participants viewed a video of a mock bank robbery followed by three phases of questions (with judgments of confidence). In Phase 1, participants freely generated the granularity of their responses (i.e., fine- or coarse-grained). In Phase 2, participants answered the same questions but provided both a fine- and a coarse-grained answer. In Phase 3, participants were instructed to maximize accuracy over informativeness by selecting one of their Phase 2 answers as their final answer. They either received the questions socially (from the experimenter) or answered them online. There were no group differences in accuracy or metacognitive monitoring, with both autistic and TD witnesses demonstrating: (a) a strong preference for reporting fine-grained details at the expense of accuracy; (b) improved though still suboptimal grain size reporting when instructed to maximize accuracy over informativeness; (c) effective accuracy monitoring; and (d) higher overall accuracy when questions were delivered socially. There was, however, a subtle difference in metacognitive control, with autistic witnesses performing more poorly than TD witnesses when questions were delivered socially, but not when they were delivered online. These findings contrast with evidence suggesting that autism is marked by impairments in episodic memory and metacognitive monitoring and control. Autism Res 2020, 13: 2017-2029. © 2020 The Authors. Autism Research published by International Society for Autism Research published by Wiley Periodicals, Inc. LAY SUMMARY: Autistic people have been reported to experience subtle difficulties in monitoring and regulating their information reporting, which has important implications for providing eyewitness testimony. We found that autistic witnesses' testimony comprised a similar level of detail and accuracy as non-autistic witnesses' accounts. However, autistic people found it difficult to optimize their testimony when the questions were delivered socially-but not when they answered the questions online. © 2020 The Authors. Autism Research published by International Society for Autism Research published by Wiley Periodicals, Inc. En ligne : http://dx.doi.org/10.1002/aur.2278 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=433

Perceptions 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)  

Public ISBD [article]  inResearch in Autism Spectrum Disorders > 112 (April 2024) . - p.102333 Titre : Perceptions of autistic and non-autistic adults in employment interviews: The role of impression management Type de document : Texte imprimé et/ou numérique Auteurs : Jade Eloise NORRIS, Auteur ; Jemma NICHOLSON, Auteur ; Rachel PROSSER, Auteur ; Jessica FARRELL, Auteur ; Anna REMINGTON, Auteur ; Laura CRANE, Auteur ; Laura HULL, Auteur ; Katie MARAS, Auteur Article en page(s) : p.102333 Langues : Anglais (eng) Mots-clés : Autism  Employment  Interviews  Impression management  Non-verbal  Behavioral Index. décimale : PER Périodiques Résumé : Background Social communication and interaction differences can make employment interviews particularly challenging for autistic people, who may be less able to modulate their Impression Management (IM). This makes autism a relevant test case of the extent to which behavioral IM influences perceptions of job candidates. Method Two studies are reported. In Study 1, lay-raters watched a video of autistic and non-autistic mock candidates' interviews, and assessed their verbal, non-verbal, and para-verbal behaviors, and likelihood of social approach/avoidance. In Study 2, the presence of behavioral cues was manipulated by using either the interview videos (behavioral cues present) or transcripts (cues absent). Employers rated their overall impression of the candidates (e.g., perceived confidence, conscientiousness, competence, communication skills, etc). Results In study 1, autistic candidates were perceived as having a more monotonous tone of voice, being less composed and focused, and displaying less natural eye contact and gestures than their non-autistic counterparts, and received lower ratings for likelihood of social approach. For non-autistic interviewees, relationships were also found between ratings for verbal, para-verbal, and non-verbal behaviors, and social awkwardness and attractiveness. In study 2, non-autistic (but not autistic) interviewees received higher ratings of their confidence and communication skills when assessed by video than by transcript, but this advantage was not found for the autistic candidates. Conclusions Results indicate that observers may use different information when evaluating autistic compared with non-autistic interviewees, possibly due to qualitative differences in behavior. Implications of different behavioral presentations in autistic candidates are discussed, including the potential benefits of using transcripts or more structured interviews to enable recruiters to focus on interviewee answers, whilst being less influenced by non-verbal and para-verbal behaviors. En ligne : https://doi.org/10.1016/j.rasd.2024.102333 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=523 [article] Perceptions of autistic and non-autistic adults in employment interviews: The role of impression management [Texte imprimé et/ou numérique] / Jade Eloise NORRIS, Auteur ; Jemma NICHOLSON, Auteur ; Rachel PROSSER, Auteur ; Jessica FARRELL, Auteur ; Anna REMINGTON, Auteur ; Laura CRANE, Auteur ; Laura HULL, Auteur ; Katie MARAS, Auteur . - p.102333. Langues : Anglais (eng) in Research in Autism Spectrum Disorders > 112 (April 2024) . - p.102333 Mots-clés : Autism  Employment  Interviews  Impression management  Non-verbal  Behavioral Index. décimale : PER Périodiques Résumé : Background Social communication and interaction differences can make employment interviews particularly challenging for autistic people, who may be less able to modulate their Impression Management (IM). This makes autism a relevant test case of the extent to which behavioral IM influences perceptions of job candidates. Method Two studies are reported. In Study 1, lay-raters watched a video of autistic and non-autistic mock candidates' interviews, and assessed their verbal, non-verbal, and para-verbal behaviors, and likelihood of social approach/avoidance. In Study 2, the presence of behavioral cues was manipulated by using either the interview videos (behavioral cues present) or transcripts (cues absent). Employers rated their overall impression of the candidates (e.g., perceived confidence, conscientiousness, competence, communication skills, etc). Results In study 1, autistic candidates were perceived as having a more monotonous tone of voice, being less composed and focused, and displaying less natural eye contact and gestures than their non-autistic counterparts, and received lower ratings for likelihood of social approach. For non-autistic interviewees, relationships were also found between ratings for verbal, para-verbal, and non-verbal behaviors, and social awkwardness and attractiveness. In study 2, non-autistic (but not autistic) interviewees received higher ratings of their confidence and communication skills when assessed by video than by transcript, but this advantage was not found for the autistic candidates. Conclusions Results indicate that observers may use different information when evaluating autistic compared with non-autistic interviewees, possibly due to qualitative differences in behavior. Implications of different behavioral presentations in autistic candidates are discussed, including the potential benefits of using transcripts or more structured interviews to enable recruiters to focus on interviewee answers, whilst being less influenced by non-verbal and para-verbal behaviors. En ligne : https://doi.org/10.1016/j.rasd.2024.102333 Permalink : https://www.cra-rhone-alpes.org/cid/opac_css/index.php?lvl=notice_display&id=523

Post-diagnostic support for adults diagnosed with autism in adulthood in the UK: A systematic review with narrative synthesis / Jade Eloise NORRIS ; Rebecca Harvey ; Laura HULL in Autism, 29-2 (February 2025)  

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A Quick Measure of Theory of Mind in Autistic Adults: Decision Accuracy, Latency and Self-Awareness / Neil BREWER in Journal of Autism and Developmental Disorders, 52-6 (June 2022)  

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