A guide from CIPD on Neurodiversity at work
Useful article written by an autistic person about the best way to work with her
An example of how job carving works for an employee with ADHD
Adjustments at Recruitment
Recently we have seen how important it is for recruitment assessments to take into consideration the disabilities of job applicants, and how a failure to make reasonable adjustments can put you at risk of a claim of indirect disability discrimination.
Does HR need to change recruitment processes following EAT ruling?
Interviews generally give a poor indication of someone’s ability to perform in a particular role. This is even more the case with autistic candidates and there are much more appropriate ways to assess them, including relevant work trials or tests. However, if you have to interview a candidate you know to be on the autistic spectrum, here are some tips to bear in mind:
The Different Thinking Styles of People with Autism (a personal view by Will van Zwanenberg)
An autistic candidate, Will, talks about the barriers he faces in recruitment
Will, a candidate with autism, tells us about the benefits of employing people with autism
Advice on managing autistic employees from Will, an autistic candidate
Will, an autistic man, talks about being an autistic employee
Why job interviews create barriers to people with autism – from the perspective of a person with autism
Acas – Neurodiversity at Work.
Recruiting an autistic person.
Tips for managing an autistic employee.
Supporting Employees with ADHD.
Supporting Employees with Autism Spectrum Disorder.
Supporting Employees with Dyscalculia.
Supporting Employees with Dyslexia.
Supporting Employees with Dyspraxia.
Dyslexia – A flavour of how it feels.
Dyspraxia – Supporting Candidates.
Dyspraxia – Supporting Employees.
Legislation – Managing Employees with Autism.
Hidden Disadvantage – report from Action on Hearing Loss
Tips on Interviewing People with Autism.