Two of these strategies are the clarity of instructions at the outset of a task and the safe space.

Clarity of instructions.

This strategy, sometimes referred to as The Brief, is an essential step in managing anyone at work and is more important for those who are autistic and/or have Asperger’s Syndrome which is part of the autism spectrum.

With any task, it is essential to set out what is required of the employee so that they start on the right footing and know what they are required to do. At the brief, take the time to find a quiet office or conference room where you will not be disturbed, have a cup of tea/coffee and sit down with the employee in a relaxed manner and go through the work steps by step. It is a good idea to have thought about this beforehand and prepared a checklist and to go through the checklist point by point in a measured way.

Do not rush this step and clearly set out if there are to be others in the team and if so what are the chains of command and communication channels. If there is any computer software to be used make sure that the employee has been fully trained in the programme before doing the task and if there are any problems who they can seek out to help. It is no use telling the employee, any employee, that there is software on the computer in the corner, off you go. That is poor management and is doomed to failure. No one will respond well to those kind of instructions.

A key aspect of clarifying the requirements is giving the employee the opportunity to ask questions about what you have just told them. It is really important that at this stage you should prepare for silence from the employee on the spectrum and not to worry about it. They are not ignoring you, they are talking the time to process what you have just told them and are formulating their questions. Their brain is wired differently and it may take them some time to organise their thoughts. When this silence happens, do not look or act impatient by drumming your hands on the desk or berating them in some way, be calm and patient. Then, be prepared for questions that you might not have been asked before. Also, they may ask more than one question, so allow for this in your time allocation for the briefing.

When you have finished the briefing make sure that you hand over the checklist for the person to keep. It will be a good reference point for them.

The Safe Space.

The second key strategy for managing some with autism or Asperger’s Syndrome is the safe space.

People who have autism and/or Asperger’s Syndrome often face challenges relating to overwhelm, anxiety and stresses caused by sudden change. When this happens they can reach the point of overwhelm which can be a violent outburst that can cause a scene or incident at work. This needs to be avoided and one of the ways to achieve this is to have a safe space where they can go, calm down, refresh themselves with a drink and return to work a short while later able to work productively.

In a number of larger organisations, they have break out areas and these might be suitable places although bright lights and loud music/televisions may not work for some people and they would need a quieter place to go. It doesn’t need to be luxurious but it does need to be away from the hullabaloo of the work environment where they can relax and feel safe.

There are some logistical issues that need to be established. Firstly, in the event of a fire or alarm, the management need to know where everyone is in the event of an emergency evacuation. This can be resolved by having a pre agreed signal with their supervisor/manager so that the manager knows that the person has gone to their safe space. It might be as simple as putting their stapler or whole punch in the middle of their desk. However, it is essential that when the employee feels the need to go to their safe space that they do not have to ask for permission to do so. It may well be that the very act of asking could tip them over the edge because it may have been something that their supervisor/manager has done that triggers the need to go in the first place.

Some companies are located where they can have a garden within their grounds. This would be an ideal safe space for dry days and providing there are some benches or places to sit they would work well as a safe space to allow the employee to relax and calm down.

There is also the issue of making up time. This needs to be agreed beforehand with the supervisor/manager so that it is not made to be an issue that could cause problems for the employee. These things can be accommodated, because employers make allowance for smokers who go outside of work to smoke and have some form of agreed way of making up lost time, the same can apply to those on the spectrum who need the safe space.

The management of the safe space needs to be a sensible practical one that enables the person to go uninhibited and not feel pressured about it or the consequences. You certainly don’t a supervisor clock watching their time in the safe space, there needs to be trust on both sides. The alternative is that the person doesn’t feel able to work and has time off, sometimes extended time off and that doesn’t serve either the employee or the business.

If you would like to know more about strategies to manage people with autism or Asperger’s Syndrome at work, please visit my website www.aspergersmatters.com or email me at andrew@aspergermatters.com.

The Resilient Asperger

By Andrew Marsh

The post Key Strategies To Managing Autistic People At Work appeared first on Empower Autism.

Throughout my teenage years, I saw numerous psychologists – all were left confused about the complex, chronic, and paradoxical nature of my social and emotional difficulties. I would describe unbearable mental anguish and social anxiety, yet be able to function, and even excel in my pursuits. I also showed traits that were obsessive-compulsive (lining things up) or resembled borderline personality disorder (impulse control difficulties). A whole decade of psychologist appointments passed, yet no one could help me.

Then, at 24 years old, something wonderful happened. I realised that I am autistic. Along with this realisation, my past experiences made sense. I also uncovered new understandings about myself.

What does autism mean for me? My autism means that since childhood, I have been frequently misunderstood. I experience sensory input intensely; sometimes this is overwhelmingly agitating, but other times overwhelmingly beautiful. I have thrived academically and professionally because I quickly notice details and patterns in information, am methodical, and analytical. I lose myself for countless hours in subjects and projects that I find interesting. I love routine and structure: lists, plans, and spreadsheets keep me grounded. I value sincerity, openness, and straight-forward communication. I dislike reading between the lines, small talk, and forcing myself to make eye contact.

Over the past two years, I have been happy. I attribute this to understanding myself better, my patient fiancé, meeting like-minded friends, and working in a company that empowers autistic individuals. Finally, the people surrounding me celebrate, rather than reject, my differences. I too am starting to accept myself. As that happens, my life is increasingly becoming “like art” – a beautiful, neurodivergent masterpiece.

By Amy Cramb

The post Finding Myself appeared first on Empower Autism.

Asperger Services Australia was established in 1994 because our founding members had experienced the frustrating lack of support for autistic people and their loved ones in accessing quality programs to improve their individual life journeys. With a vision for people with Asperger’s Syndrome to live with confidence and self-belief, our mission was to empower people with Asperger’s Syndrome to reach their potential through programs and services based on inclusiveness, self-development and self-advocacy.

After almost 28 years, we feel the time is right to update our brand and messaging in order to better reflect who we are and all we have to offer autistic people. So we are excited to share with you the new Empower Autism brand which comes into effect today, 20 January 2022.

Our logo and colours won’t change, as these were designed with the input of autistic people and we believe they convey the insight and empowerment we provide.

Our New Website Today we are launching a brand new website, consistent with our new and improved brand direction. You’ll see similar updates across all Empower Autism materials over the coming weeks, ensuring consistency and quality in all that we do.

Our Commitments To You

Empower Autism believes that society thrives when diverse individuals, experiences, perspectives, and cultures are welcomed and celebrated. We envision a world where autistic people fully participate, contribute and succeed to their fullest potential with confidence and self-belief.

Empower Autism is committed to act with purpose and intention to:

• Champion diversity by building a community of board directors, staff and volunteers who are as diverse as the community we serve.
• Encourage open, transparent dialogue among diverse voices and perspectives to shape our services, programs, and workplace culture.
• Commit to inclusiveness of lived experience in all program design and development.
• Empower and support autistic people to improve their employment outcomes and social connectedness.
• Collaborate with employers to create a mutually supportive workplace.

Our commitment to the 5 pillars above will ensure we are able to celebrate and cultivate a diverse community, while working to enable positive social change for and with autistic people through programs based on inclusiveness, self-development, and self-advocacy.

How will our new name and brand impact on our participants, families and supporters?  

We’re keen to ensure there are only positive impacts! We’re still the same organisation that has been supporting the autistic community for the past 27 years. There will be no reduction in the programs and services we offer – in fact we’re looking to expand our service offering. We’ve always held the belief that how people refer to their neurodiversity is an individual choice – whether you’re an autistic person, an Aspie or a person on the spectrum; you’re an individual and we will always respect you and your right to choose how you identify.

What’s Next?

You will continue to receive communication and resources as we roll out the new Empower Autism branding and messaging. What you will notice moving forward, will be the communications you receive from us by email will emanate from our new email addresses (e.g. office@empowerautism.org.au), so you may want to flag that address as ‘safe’ on your senders list. In the meantime, check out our new website and keep your eye out for exciting things to come www.empowerautism.org.au

We hope that you will see this change as a better reflection of our role within the autistic community. For any further questions, please contact us on (07) 3865 2911 during office hours. Thank you!

The post We have BIG NEWS!! We are changing our name to Empower Autism appeared first on Empower Autism.