An article in this months Occupational Health titled ‘How to Manage Autism in the Workplace’ passes comment on the ever present need for employers to assess and address autism issues in the workplace without discrimination.
Provision of NHS services remain inconsistent for individuals with Autistic Spectrum Conditions despite despite recommendations and guidelines from the National Institute of Clinical Excellence (NICE).
Traits of Autism that can cause difficulties in the workplace include, impulsivity, difficulties in predicting the consequence of an action, easily distractible, difficulties with the concept of time (to name a few).
Managers and Occupational Health advisors, with the right support can consider work place strategies that could assist individuals with ASC’s to ensure optimal functionality in the work environment.
Useful recommendations include:
- Clear and unambiguous communication
- Consistent schedules
- Clearly defined details of job responsibilities
- Use of organisers to structure tasks
- Feedback and reassurances
- Specialist support
Employers need to have clear polices and be informed about how specialist these need to be. It is advised that a ‘robust health-risk management approach’ will help employers quantify the cost benefit of providing health interventions, for example fast track diagnostics or targeted therapies where the NHS services have limited access or long waiting lists.
Taking such an approach not only to cases of ASD’s but to neuro-typical workers will help promote an organisation and be seen as employers of choice as well as support staff retention.
Psicon’s Occupational Health Services are able to offer full diagnostic assessments for neurodevelopmental conditions in conjunction with the Neurodevelopmental Lifespan Services at Psicon. These assessments can establish a diagnosis and advise on how a condition might impact on the individual’s work environment. For more information please view here.
You can read the original article here