{"id":2385,"date":"2020-01-22T12:36:03","date_gmt":"2020-01-22T12:36:03","guid":{"rendered":"https:\/\/ndsa.uk\/wordpress-test\/?page_id=2385"},"modified":"2020-01-22T12:36:03","modified_gmt":"2020-01-22T12:36:03","slug":"empintro","status":"publish","type":"page","link":"https:\/\/dev.ndsa.uk\/content\/empintro\/","title":{"rendered":"EmpIntro"},"content":{"rendered":"\n<div class=\"wp-block-media-text alignwide has-background is-stacked-on-mobile is-image-fill\" style=\"background-color:#8497b0\"><figure class=\"wp-block-media-text__media\" style=\"background-image:url(https:\/\/ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/Work-small-freepick-1837-1024x683.jpg);background-position:50% 50%\"><img loading=\"lazy\" width=\"1024\" height=\"683\" src=\"https:\/\/ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/Work-small-freepick-1837-1024x683.jpg\" alt=\"\" class=\"wp-image-429\" srcset=\"https:\/\/dev.ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/Work-small-freepick-1837-1024x683.jpg 1024w, https:\/\/dev.ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/Work-small-freepick-1837-300x200.jpg 300w, https:\/\/dev.ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/Work-small-freepick-1837-768x512.jpg 768w, https:\/\/dev.ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/Work-small-freepick-1837-1536x1024.jpg 1536w, https:\/\/dev.ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/Work-small-freepick-1837-2048x1365.jpg 2048w\" sizes=\"(max-width: 767px) 89vw, (max-width: 1000px) 54vw, (max-width: 1071px) 543px, 580px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<h4 style=\"color:#ffffff;\">Employment<\/h4>\n\n\n\n<ul style=\"font-family:'Nano Sans', sans-serif;\n\tfont-size:16px;color:#ffffff;\">\n<li style=\"margin: 5px 0;\">\n<a href=\"#QoL\" style=\"color:#ffffff;\">A key factor of QoL <\/a>\n<\/li>\n<li style=\"margin: 5px 0;\"><a href=\"#Experience\" style=\"color:#ffffff;\">Lived experiences<\/a><\/li>\n<li style=\"margin: 5px 0;\"><a href=\"#Equality Act\" style=\"color:#ffffff;\">Equality Act <\/a><\/li>\n<li style=\"margin: 5px 0;\"><a href=\"#Disclosure\" style=\"color:#ffffff;\">Disclosure <\/a><\/li>\n<li style=\"margin: 5px 0;\"><a href=\"#Definition of disability\" style=\"color:#ffffff;\">Definition of disability <\/a><\/li>\n<li style=\"margin: 5px 0;\"><a href=\"#Autism as a disability\" style=\"color:#ffffff;\">Autism as a disability <\/a><\/li>\n<li style=\"margin: 5px 0;\"><a href=\"#Neurodiversity\" style=\"color:#ffffff;\">Neurodiversity as talent <\/a><\/li>\n<li style=\"margin: 5px 0;\"><a href=\"#Other ND conditions\" style=\"color:#ffffff;\">Other ND conditions <\/a><\/li>\n<li style=\"margin: 5px 0;\"><a href=\"#Good resources\" style=\"color:#ffffff;\">Good resources <\/a><\/li>\n<li style=\"margin: 5px 0;\"><a href=\"#Further reading\" style=\"color:#ffffff;\">Further reading <\/a><\/li>\n<li style=\"margin: 5px 0;\"><a href=\"#References\" style=\"color:#ffffff;\">References <\/a><\/li>\n<\/ul>\n\n\n\n<h2><\/h2>\n<\/div><\/div>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"QoL\" style=\"position:absolute; top:-100px;\"><\/span> Employment as factor of QoL<\/h2>\n\n\n\n<p>Employment is one of the key\nfactors underlying autistic wellbeing and quality of life, yet the employment\ngap for autistic people is one of the highest compared to other disabilities\nand there was no progress in the last decade. <\/p><\/p>\n\n\n\n<p>Positive autism identity, being\nemployed, autism acceptance and recognition of the role of autistic people in\nsociety are significant factors of autistic wellbeing and quality of life [1,2,3,4].<sup>.<\/sup>\nBeing employed encapsulates all these important factors.<\/p>\n\n\n\n<p>Only 16% of autistic people are\nin full time employment while 77% want to work [5].<\/p>\n\n\n\n<p>According to the NAS, \u2018The UK Government\npromised to halve the disability employment gap by the end of this Parliament,\nmeaning they have to increase the disability employment rate from 47% to 64%.\nSo, to make sure that autistic people aren\u2019t left behind, the Government needs\nto commit to doubling the number of autistic people in work [6].\u2019 <\/p>\n\n\n\n<p>Autism unemployment rate is higher\nthan that for other disabilities and even for example compared to partially\nsighted and blind people [7].<\/p>\n\n\n\n<p>The government has recently\ncommitted to monitor autism employment gap, which is a significant first step<a> [8]<\/a>.<\/p>\n\n\n\n<p>The general disability employment gap has not changed in last decade and is as high as 30%, according to Scope [9]. Government drive to reduce the employment gap did not make an impact for autistic people.<\/p>\n\n\n\n<p>NAS survey found that \u2018when we\nasked about the single biggest thing that needed to change to help autistic\npeople get into work, over 50% said support, understanding or acceptance. <\/p>\n\n\n\n<p>60% of employers NAS polled told that\nthey are worried about getting support wrong and they don\u2019t know where to go to\nget information about supporting autistic employees [8].<\/p>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"Experience\" style=\"position:absolute; top:-100px;\"><\/span> Lived experience<\/h2>\n\n\n\n<p>Experiences of autistic people in\nemployment are surprisingly similar.<\/p>\n\n\n\n<p>Managerial attitudes and\nprejudices to autism in society, discriminatory HR provisions, criteria and\npractices, as well as pervasive bullying are the key barriers autistic people\nexperience. <\/p>\n\n\n\n<p>Often autistic people report not\nbeing taken seriously and listened to after disclosure. <\/p>\n\n\n\n<p>Research highlighted subconscious\nunfavourable attitudes to autistic people in \u2018blind\u2019 observation tests [10],\nwhich might underpin some of the bullying. However, the causal relationships\nand mechanisms of these unfavourable attitudes require further research. <\/p>\n\n\n\n<p>Autistic researcher Brett Heasman\nuncovered a similar understanding and attitude gap due to common stereotypes\nabout autism even within family relationships: \u201cPerspective taking is two\nsided\u201d <\/p>\n\n\n\n<p>This and other studies provide\nevidence for to the Double Empathy problem theory that proposes that the\nunderstanding gap is two sided [12, 13].<\/p>\n\n\n\n<p>Nevertheless, in terms of\nexperience in employment, &nbsp;some people\nreport positive experience with Access To Work. [link to Train Spotter}<\/p>\n\n\n\n<p>Disclosure is often a tricky time\nand more often than not triggers the managerial and HR machinery that may\nresult in pushing the autistic employee out<\/p>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"Equality Act\" style=\"position:absolute; top:-100px;\"><\/span>Equality Act<\/h2>\n\n\n\n<p>The Equality Act 2010 [link to <a href=\"https:\/\/www.equalityhumanrights.com\/en\/equality-act\/equality-act-2010\">https:\/\/www.equalityhumanrights.com\/en\/equality-act\/equality-act-2010<\/a>]\n&nbsp;protects people from discrimination in\nthe workplace and in wider society. <\/p>\n\n\n\n<p>It is against the law to treat\nany person unfairly or less favourably because of a <strong>\u2018protected\ncharacteristic\u2019<\/strong> such as a <strong>disability<\/strong>. <\/p>\n\n\n\n<p>ACAS and other organisations\nprovide good guidance on legal aspects in employment.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.acas.org.uk\/disability\">https:\/\/www.acas.org.uk\/disability<\/a><\/p>\n\n\n\n<p>The Act also puts a duty on\nemployers to make <strong>reasonable adjustments<\/strong> and a <strong>Disability Equality\nDuty<\/strong> on public service employers to take proactive reasonable steps to\ntreat disabled employees equally.<\/p>\n\n\n\n<p>The Act protects people at all stages\nof employment, including recruitment, employment terms and conditions,\ntraining, pay and benefits, promotion and transfer opportunities, dismissal or\nredundancy [14].<\/p>\n\n\n\n<p>You must be able to prove that\nyour condition is a <strong>disability<\/strong> and that with or without reasonable\nadjustments you are <strong>qualified<\/strong> for the essential duties of the job.<\/p>\n\n\n\n<p>In general terms the Act protects\na qualified employee from being treated <strong>less favourably<\/strong><\/p>\n\n\n\n<ul><li>For the reason of disability \u2013 just because they\nare disabled, this is <strong>direct discrimination,<\/strong><ul><li>including discrimination <strong>&nbsp;by association<\/strong> with a disabled person;<\/li><\/ul><ul><li>due to <strong>perceived disability.<\/strong><\/li><\/ul><\/li><li>For the reason <strong>arising from disability<\/strong> \u2013 for\nexample when people have prejudices against a disability and treat less\nfavourable because of that, rather than because of specific circumstances of\nthe individual<\/li><li>By indirectly by applying a <strong>criterion,\nprovision or practice<\/strong> that applies to everyone, but puts a disabled person\nat a disadvantage that <strong>could not be justified<\/strong>;<\/li><li>By failing to make <strong>reasonable adjustments<\/strong>\nto mitigate the disadvantage.<\/li><li>By<strong> victimisation<\/strong> <\/li><li><strong>Harassment&nbsp;\n<\/strong><\/li><\/ul>\n\n\n\n<p>Specific application of the equality\nact is intricate and based on an individual case. <\/p>\n\n\n\n<p>See ACAS, &nbsp;Equality and Human Rights Commission guidance\nand archives of Equal Opportunity Commission (EOC).<\/p>\n\n\n\n<p><a href=\"https:\/\/www.acas.org.uk\/disability\">https:\/\/www.acas.org.uk\/disability<\/a><\/p>\n\n\n\n<p><a href=\"https:\/\/www.equalityhumanrights.com\/en\/equality-act\/equality-act-2010\">https:\/\/www.equalityhumanrights.com\/en\/equality-act\/equality-act-2010<\/a><\/p>\n\n\n\n<figure class=\"wp-block-embed-wordpress wp-block-embed is-type-wp-embed is-provider-eoc\" width=\"auto\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"bEdgJaGAhk\"><a href=\"https:\/\/www.eoc.org.uk\/the-equality-act\/\">The Equality Act<\/a><\/blockquote><iframe title=\"&#8220;The Equality Act&#8221; &#8212; EOC\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; clip: rect(1px, 1px, 1px, 1px);\" src=\"https:\/\/www.eoc.org.uk\/the-equality-act\/embed\/#?secret=bEdgJaGAhk\" data-secret=\"bEdgJaGAhk\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"Disclosure\" style=\"position:absolute; top:-100px;\"><\/span>Disclosure of disability<\/h2>\n\n\n\n<p>Understanding the Equality Act is\ncrucial for a successful disclosure.<\/p>\n\n\n\n<p>Often people assume that their\nemployment is protected by the Act and the disclosure will trigger a range of\npositive changes, and some people do.<\/p>\n\n\n\n<p>Unfortunately, in practice it is\nnot always the case due to a range of factors that can relate to\ndiscrimination, but also due to the specific circumstances of the disclosure. Understanding\nwhat the Act does and doesn\u2019t say is crucial.<\/p>\n\n\n\n<p>You should be qualified for the\njob to be protected. The Act protects employees whose disability does not\nprevent them from performing essential aspects of their job. <\/p>\n\n\n\n<p>The definition of disability in\nthe Equality Act is doing things differently or requiring longer time.<\/p>\n\n\n\n<p>So for disclosure it is important\nto articulate why and how autism doesn\u2019t prevent you from performing the role\nand achieving results, but requires Reasonable Adjustment to accommodate the\ndifferent way or longer time you may require due to a disability.<\/p>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"Definition of disability\" style=\"position:absolute; top:-100px;\"><\/span>The definition of disability in the Equality Act<\/h2>\n\n\n\n<p>You\u2019re disabled under the\nEquality Act 2010 if you have a physical or mental impairment that has a \u2018<strong>substantial\u2019<\/strong>\nand \u2018<strong>long-term<\/strong>\u2019 negative effect on your ability to do <strong>normal day to\nday activities<\/strong>.<\/p>\n\n\n\n<p>Communication is a normal day to\nday activity<\/p>\n\n\n\n<p>\u2018Substantial\u2019 is more than minor\nor trivial, eg you do it in a different way or it takes much longer than it\nusually would to complete a daily task \u2026<\/p>\n\n\n\n<p>\u2018Long-term\u2019 means 12 months or\nmore, e.g, a breathing condition that develops as a result of a lung infection<\/p>\n\n\n\n<p>Source: <a href=\"https:\/\/www.gov.uk\/definition-of-disability-under-equality-act-2010\">https:\/\/www.gov.uk\/definition-of-disability-under-equality-act-2010<\/a><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"Autism as a disability\" style=\"position:absolute; top:-100px;\"><\/span>Autism as a disability<\/h2>\n\n\n\n<p>The Equality Act&nbsp; 2010 includes in the definition the\ndifference in the way an activity is performed and the requirement for more\ntime. <\/p>\n\n\n\n<p>Autism should not necessarily be\nseen as a \u2018deficiency\u2019, but a <strong>difference in the way the activity in\nperformed<\/strong>, which then requires <strong>reasonable adjustments<\/strong>.<\/p>\n\n\n\n<p>\n\nQuestions should be asked whether the criterion, provision or practice that puts the autistic person at a disadvantage by interacting with <strong>the way<\/strong> the autistic person functions\n\n<\/p>\n\n\n\n<p>Reasonable adjustments should be made to accommodate the different, autistic <strong>way <\/strong>of doing the activity.<\/p>\n\n\n\n<p>See page 15, paragraphs B2, B3,\nB7 and C17 on page 40 of this government guidance: <\/p>\n\n\n\n<p>See also this ACAS guidance and\nresources on disability discrimination in employment: <a href=\"https:\/\/www.acas.org.uk\/disability\">https:\/\/www.acas.org.uk\/disability<\/a><\/p>\n\n\n\n<p>These government resources page\nmight be helpful: <a href=\"https:\/\/www.gov.uk\/government\/publications\/equality-act-guidance\">https:\/\/www.gov.uk\/government\/publications\/equality-act-guidance<\/a><\/p>\n\n\n\n<p>Equality Act guidance from the\nEquality and Human Rights Commission available at :&nbsp; <a href=\"https:\/\/www.equalityhumanrights.com\/en\/advice-and-guidance\/disability-discrimination\">https:\/\/www.equalityhumanrights.com\/en\/advice-and-guidance\/disability-discrimination<\/a><\/p>\n\n\n\n<p>Guidance from the government: <a href=\"https:\/\/www.gov.uk\/guidance\/equality-act-2010-guidance\">https:\/\/www.gov.uk\/guidance\/equality-act-2010-guidance<\/a><\/p>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"Neurodiversity\" style=\"position:absolute; top:-100px;\"><\/span>Neurodiversity as talent<\/h2>\n\n\n\n<figure class=\"wp-block-image\"><img loading=\"lazy\" width=\"1024\" height=\"636\" src=\"https:\/\/ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/ND-cropped-1024x636.jpg\" alt=\"\" class=\"wp-image-141\" srcset=\"https:\/\/dev.ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/ND-cropped-1024x636.jpg 1024w, https:\/\/dev.ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/ND-cropped-300x186.jpg 300w, https:\/\/dev.ndsa.uk\/content\/wp-content\/uploads\/2019\/11\/ND-cropped-768x477.jpg 768w\" sizes=\"(max-width: 767px) 89vw, (max-width: 1000px) 54vw, (max-width: 1071px) 543px, 580px\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<p>Increasingly employers opened to the opportunities of employing neurodivergent people with publications and research undertaken by influential business organisations.<\/p>\n\n\n\n<p>CIPD produced an excellent paper\n\u2018<strong>Neurodiversity at work\u2019:<\/strong><\/p>\n\n\n\n<ul><li>Neurodiversity at work, CIPD, 2018 <a href=\"https:\/\/www.cipd.co.uk\/Images\/neurodiversity-at-work_2018_tcm18-37852.pdf\">https:\/\/www.cipd.co.uk\/Images\/neurodiversity-at-work_2018_tcm18-37852.pdf<\/a><\/li><\/ul>\n\n\n\n<p>Other high profile sources:<\/p>\n\n\n\n<ul><li>Neurodiversity as a competitive advantage. Austin, R.D. Pisano, G.P., 2017.&nbsp; Harvard Business Review:\nhttps:\/\/hbr.org\/2017\/05\/neurodiversity-as-a-competitiveadvantage  <\/li><\/ul>\n\n\n\n<ul><li>Fortune : The next frontier in workplace\ndiversity: brain differences. By Katherine Reynolds Lewis. <a href=\"https:\/\/fortune.com\/2014\/12\/16\/brain-differences-autism-workplace-diversity\/\">https:\/\/fortune.com\/2014\/12\/16\/brain-differences-autism-workplace-diversity\/<\/a><\/li><\/ul>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"Other ND conditions\" style=\"position:absolute; top:-100px;\"><\/span>Other neurodivergent conditions<\/h2>\n\n\n\n<ul><li><strong>Adult ADHD<\/strong>: how to succeed as a hunter in\na farmer\u2019s world. Haertmann, T., 2016,&nbsp;\nVermont: Park Street Press.<\/li><li><strong>The ADHD advantage<\/strong>: what you thought was\na diagnosis may be your greatest strength. Archer, D. , 2015,&nbsp; New York: Hudson Street Press.<\/li><li><strong>The dyslexic advantage<\/strong>: unlocking the\nhidden potential of the dyslexic brain. Eide, B.L. Eide, F.F. 2012).New York:\nPenguin Putnam Inc.<\/li><li><strong>The power of neurodiversity<\/strong>: unleashing\nthe advantages of your differently wired brain. Armstrong, T., 2011,&nbsp; Boston: Da Capo Lifelong Books.<\/li><\/ul>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"Good resources\" style=\"position:absolute; top:-100px;\"><\/span>Good resources<\/h2>\n\n\n\n<ul><li>ACAS research paper on neurodiversity: <a href=\"http:\/\/www.acas.org.uk\/index.aspx?articleid=5858\">www.acas.org.uk\/index.aspx?articleid=5858<\/a><\/li><li>Access to Work: <a href=\"http:\/\/www.gov.uk\/access-to-work\">www.gov.uk\/access-to-work<\/a> <\/li><li>National Autistic Society: <a href=\"http:\/\/www.autism.org.uk\">www.autism.org.uk<\/a> <\/li><li>An employer\u2019s guide to managing professionals on\nthe autism spectrum. Scheiner, M., Bogden, J., 2017, London: Jessica Kingsley\nPublishers<\/li><li>Business Disability Forum: <a href=\"http:\/\/www.businessdisabilityforum.org.uk\">www.businessdisabilityforum.org.uk<\/a>\n<\/li><li>Disability Confident: <a href=\"https:\/\/disabilityconfident.campaign.gov.uk\/\">https:\/\/disabilityconfident.campaign.gov.uk\/<\/a>\n<\/li><li>British Dyslexia Association: <a href=\"http:\/\/www.bdadyslexia.org.uk\">www.bdadyslexia.org.uk<\/a> <\/li><li>Hidden Impairment National Group: <a href=\"http:\/\/neurodiversityemployment.org.uk\/hing\/what-is-hing\/\">http:\/\/neurodiversityemployment.org.uk\/hing\/what-is-hing\/<\/a><ul><li><a href=\"https:\/\/www.acas.org.uk\/disability\">https:\/\/www.acas.org.uk\/disability<\/a><\/li><\/ul><ul><li><a href=\"https:\/\/www.equalityhumanrights.com\/en\/equality-act\/equality-act-2010\">https:\/\/www.equalityhumanrights.com\/en\/equality-act\/equality-act-2010<\/a><\/li><\/ul><ul><li><a href=\"https:\/\/www.eoc.org.uk\/the-equality-act\/\">https:\/\/www.eoc.org.uk\/the-equality-act\/<\/a><\/li><\/ul><\/li><\/ul>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"Further reading\"\" style=\"position:absolute; top:-100px;\"><\/span>Further reading<\/h2>\n\n\n\n<ul><li><strong>Employers<\/strong>:&nbsp; <a href=\"https:\/\/dma.org.uk\/article\/dma-talent-neurodiversity-initiative-1\">https:\/\/dma.org.uk\/article\/dma-talent-neurodiversity-initiative-1<\/a><\/li><li><a href=\"https:\/\/doi.org\/10.1007\/s10803-017-3292-0\">https:\/\/doi.org\/10.1007\/s10803-017-3292-0<\/a><\/li><li><a href=\"https:\/\/www.autism.org.uk\/get-involved\/campaign\/employment.aspx\">https:\/\/www.autism.org.uk\/get-involved\/campaign\/employment.aspx<\/a><\/li><li><a href=\"https:\/\/www.autism.org.uk\/get-involved\/media-centre\/news\/2016-10-27-employment-gap.aspx\">https:\/\/www.autism.org.uk\/get-involved\/media-centre\/news\/2016-10-27-employment-gap.aspx<\/a><\/li><li><a href=\"https:\/\/www.autism.org.uk\/get-involved\/media-centre\/news\/2019-07-03-monitoring-employment.aspx\">https:\/\/www.autism.org.uk\/get-involved\/media-centre\/news\/2019-07-03-monitoring-employment.aspx<\/a><\/li><\/ul>\n\n\n\n<ul><li><strong>Neurodiversity: some basic terms and\ndefinitions<\/strong>. Walker, N., 2014, Blog. <a href=\"http:\/\/neurocosmopolitanism.com\/neurodiversity-some-basic-terms-definitions\/\">http:\/\/neurocosmopolitanism.com\/neurodiversity-some-basic-terms-definitions\/<\/a><\/li><li><strong>NeuroTribes<\/strong>: the legacy of autism and the\nfuture of neurodiversity. Silberman, S., 2015,&nbsp;\nNew York: Avery.<\/li><\/ul>\n\n\n\n<ul><li><strong>The way I see it<\/strong>: a personal look at\nautism and Asperger\u2019s. Grandin, T. , 2015, Updated edition. Arlington, TX:\nFuture Horizons.<\/li><li><strong>What Is Important in Measuring Quality of\nLife?<\/strong> Reflections by Autistic Adults in Four Countries. Helen McConachie,\nColin Wilson, David Mason, Deborah Garland, Jeremy R. Parr, Alexia Rattazzi,\nJacqui Rodgers, Suzanne Skevington, Mirko Uljarevic, and Iliana Magiati.\nPublished Online:9 Oct 2019 https:\/\/doi.org\/10.1089\/aut.2019.0008&nbsp; Autism in Adulthood Ahead of Print<\/li><li><a href=\"http:\/\/www.hrmagazine.co.uk\/article-details\/why-firms-are-embracing-neurodiversity\">www.hrmagazine.co.uk\/article-details\/why-firms-are-embracing-neurodiversity<\/a><\/li><\/ul>\n\n\n\n<ul><li><strong>Whiplash: How to Survive Our Faster Future<\/strong>.\nBy Joichi Ito. Director, MIT Media Lab; Coauthor (with Jeff Howe), <a href=\"https:\/\/www.edge.org\/response-detail\/27221\">https:\/\/www.edge.org\/response-detail\/27221<\/a><\/li><li><a href=\"https:\/\/www.scope.org.uk\/media\/press-releases\/disability-employment-gap-barely-changed\/\">https:\/\/www.scope.org.uk\/media\/press-releases\/disability-employment-gap-barely-changed\/<\/a><\/li><\/ul>\n\n\n\n<ul><li><strong>Scope : disability perception gap<\/strong> <a href=\"https:\/\/www.scope.org.uk\/campaigns\/disability-perception-gap\">https:\/\/www.scope.org.uk\/campaigns\/disability-perception-gap<\/a><\/li><\/ul>\n\n\n\n<h2 style=\"position:relative;font-family:'Nano Sans', sans-serif;\"><span id=\"References\" style=\"position:absolute; top:-100px;\"><\/span>References<\/h2>\n\n\n\n<ol><li>What Is Important in Measuring Quality of Life?\nReflections by Autistic Adults in Four Countries. Helen McConachie, Colin\nWilson, David Mason, Deborah Garland, Jeremy R. Parr, Alexia Rattazzi, Jacqui\nRodgers, Suzanne Skevington, Mirko Uljarevic, and Iliana Magiati. Published\nOnline:9 Oct 2019 <a href=\"https:\/\/doi.org\/10.1089\/aut.2019.0008\">https:\/\/doi.org\/10.1089\/aut.2019.0008<\/a>\n&nbsp;&nbsp;Autism in Adulthood Ahead of Print<\/li><li>David Zimmerman, Tamara Ownsworth, Analise\nO\u2019Donovan, Jacqueline Roberts &amp; Matthew J. Gullo (2018) High-functioning\nautism spectrum disorder in adulthood: A systematic review of factors related\nto psychosocial outcomes, Journal of Intellectual &amp; Developmental\nDisability, 43:1, 2-19, DOI: 10.3109\/13668250.2016.1262010<\/li><li>David Mason, Helen McConachie, Deborah Garland,\nAlex Petrou, Jacqui Rodgers, and Jeremy R. Parr. Predictors of quality of life\nfor autistic adults. Autism Research. 2018 Aug; 11(8): 1138\u20131147. published\nonline 2018 May 7. doi: 10.1002\/aur.1965. PMCID: PMC6220831, PMID: 29734506 <a href=\"https:\/\/www.ncbi.nlm.nih.gov\/pmc\/articles\/PMC6220831\/\">https:\/\/www.ncbi.nlm.nih.gov\/pmc\/articles\/PMC6220831\/<\/a><\/li><li>Milton, Damian (2017) How is a sense of\nwellbeing and belonging constructed in the accounts of autistic adults? In: 3rd\nInternational Disability Studies Conference &#8216;The Art of Belonging&#8217;, 31 Nov &#8211; 2\nDec 2018, Amsterdam<\/li><li>NAS employment campaign <a href=\"https:\/\/www.autism.org.uk\/get-involved\/campaign\/employment.aspx\">https:\/\/www.autism.org.uk\/get-involved\/campaign\/employment.aspx<\/a><\/li><li>Government must tackle the autism employment gap\n(27 October 2016)&nbsp; <a href=\"https:\/\/www.autism.org.uk\/get-involved\/media-centre\/news\/2016-10-27-employment-gap.aspx\">https:\/\/www.autism.org.uk\/get-involved\/media-centre\/news\/2016-10-27-employment-gap.aspx<\/a>\n<\/li><li><a href=\"https:\/\/www.rnib.org.uk\/sites\/default\/files\/Employment%20status%20and%20sight%20loss%202017.pdf\">https:\/\/www.rnib.org.uk\/sites\/default\/files\/Employment%20status%20and%20sight%20loss%202017.pdf<\/a><\/li><li>NAS:&nbsp;\nGovernment commits to monitoring Autism Employment Gap (3 July 2019) <a href=\"https:\/\/www.autism.org.uk\/get-involved\/media-centre\/news\/2019-07-03-monitoring-employment.aspx\">https:\/\/www.autism.org.uk\/get-involved\/media-centre\/news\/2019-07-03-monitoring-employment.aspx<\/a>\n<\/li><li>Scope: Disability employment gap has barely\nchanged in a decade <a href=\"https:\/\/www.scope.org.uk\/media\/press-releases\/disability-employment-gap-barely-changed\/\">https:\/\/www.scope.org.uk\/media\/press-releases\/disability-employment-gap-barely-changed\/<\/a><\/li><\/ol>\n\n\n\n<ol><li>Rabi Samil AlkhaldiElizabeth SheppardEmail\nauthorPeter Mitchell. Is There a Link Between Autistic People Being Perceived\nUnfavorably and Having a Mind That Is Difficult to Read? Journal of Autism and\nDevelopmental Disorders. October 2019, Volume 49, Issue 10, pp 3973\u20133982| <a href=\"https:\/\/link.springer.com\/article\/10.1007\/s10803-019-04101-1\">https:\/\/link.springer.com\/article\/10.1007\/s10803-019-04101-1<\/a><\/li><li>Perspective-taking is two-sided:\nMisunderstandings between people with Asperger\u2019s syndrome and their family\nmembers. B. Heasman, A. Gillespie Autism, July 7, 2017 <a href=\"https:\/\/doi.org\/10.1177\/1362361317708287\">https:\/\/doi.org\/10.1177\/1362361317708287<\/a><\/li><li>https:\/\/network.autism.org.uk\/knowledge\/insight-opinion\/double-empathy-problem<\/li><li>Milton, D. (2012) On the Ontological Status of\nAutism: the \u2018Double Empathy Problem\u2019. Disability and Society.&nbsp; Vol. 27(6): 883-887. <a href=\"https:\/\/kar.kent.ac.uk\/62639\/\">https:\/\/kar.kent.ac.uk\/62639\/<\/a><\/li><li>EOC&nbsp; <a href=\"https:\/\/www.eoc.org.uk\/the-equality-act\/\">https:\/\/www.eoc.org.uk\/the-equality-act\/<\/a><\/li><\/ol>\n","protected":false},"excerpt":{"rendered":"<p>Employment A key factor of QoL Lived experiences Equality Act Disclosure Definition of disability Autism as a disability Neurodiversity as talent Other ND conditions Good resources Further reading References Employment as factor of QoL Employment is one of the key factors underlying autistic wellbeing and quality of life, yet the employment gap for autistic people &hellip; <\/p>\n<p class=\"link-more\"><a href=\"https:\/\/dev.ndsa.uk\/content\/empintro\/\" class=\"more-link\">Read more\u2026<\/a><\/p>\n","protected":false},"author":6,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":[],"rttpg_featured_image_url":null,"rttpg_author":{"display_name":"Nelly123","author_link":"https:\/\/dev.ndsa.uk\/content\/author\/nelly123\/"},"rttpg_comment":0,"rttpg_category":null,"rttpg_excerpt":"Employment A key factor of QoL Lived experiences Equality Act Disclosure Definition of disability Autism as a disability Neurodiversity as talent Other ND conditions Good resources Further reading References Employment as factor of QoL Employment is one of the key factors underlying autistic wellbeing and quality of life, yet the employment gap for autistic people&hellip;","_links":{"self":[{"href":"https:\/\/dev.ndsa.uk\/content\/wp-json\/wp\/v2\/pages\/2385"}],"collection":[{"href":"https:\/\/dev.ndsa.uk\/content\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/dev.ndsa.uk\/content\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/dev.ndsa.uk\/content\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/dev.ndsa.uk\/content\/wp-json\/wp\/v2\/comments?post=2385"}],"version-history":[{"count":0,"href":"https:\/\/dev.ndsa.uk\/content\/wp-json\/wp\/v2\/pages\/2385\/revisions"}],"wp:attachment":[{"href":"https:\/\/dev.ndsa.uk\/content\/wp-json\/wp\/v2\/media?parent=2385"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}