Autism Equality in the Workplace by Janine Booth

Autism Equality in the Workplace by Janine Booth

Author:Janine Booth
Language: eng
Format: epub
ISBN: 9781784501976
Publisher: Jessica Kingsley Publishers
Published: 2016-04-02T16:00:00+00:00


3. COMMUNICATION

We have explained autism as a neurological variant: atypical brain wiring. In computer terminology, perhaps it is like comparing iOS to neurotypicality’s Windows. In their early days, iOS and Windows could not communicate with each other but now they can. Protocols and systems developed that enabled them to understand each other. Similarly, we can bridge the communication gap between autistic and non-autistic people.

Most workplaces have communication processes that assume neurotypicality, thus putting up barriers against those who do not fit. How can those barriers be removed or reduced?

A workplace will be more autism friendly if communication is:

•straightforward: free from, for example, jargon, ambiguity, sarcasm, idioms, abstraction and exaggeration

•manageable: in chunks rather than overwhelming quantities

•flexible: avoiding a narrow workplace ‘dialect’ spoken only by insiders

•not context dependant: not relying on vocal emphasis, tone or volume, facial expression, hand gestures, body language, eye contact, nods or winks

•comprehensive: without leaving information or expectations unstated.

None of this implies ‘dumbing down’ or speaking slowly and loudly in that excruciatingly patronising way that some people do to those they consider stupid. Clarity is important not because autistic workers are less intelligent but because autistic and neurotypical people process differently. Clarity reduces misunderstanding.

An autism-friendly workplace would allow a variety of communication formats. In countries or workplaces where more than one language is spoken (e.g. Wales, Canada, airports), signs, announcements and other communications are multilingual. Communication can be multineurological too, by:

•providing information and instructions in written and visual formats and by demonstration, as well as verbally

•using calendars, videos, slideshows and other media

•using handouts with information such as workplace vocabulary and terminology

•allowing workers adequate time to process information.

Crucially, an autism-friendly workplace would ask for and facilitate each worker’s preferred means of communication.

Civil servant P. J. Hughes (2008, p.37) was allowed to use emails and letters as his main communication forms, rather than the telephone (many autistic people do not like using the phone).

People may understand communication better if they record it in their preferred way: repeating it, making notes, doodles, visual reminders and so forth.

Autistic people who do not speak at all can still communicate. There are plenty of jobs that do not actually require the post holder to speak.

It will be easier to ask questions if they are positively welcomed and are not answered with ‘that’s easy/obvious’, ‘common sense should tell you’, ‘you know what I mean’, or ‘go figure’.

Communication skills training will help both autistic and non-autistic workers. Training or coaching can teach an autistic person to recognise non-verbal signals; it can also help a non-autistic person to rely less on these signals.



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