Exploring the Diagnostic Disclosure Experiences of Autistic Individuals in Workplace Settings

Autistic adults are currently facing a crisis of unemployment, malemployment, and underemployment in the UK. Autistic people may face barriers to employment that prevent them from finding or maintaining a job, and autism researchers have sought to understand both what these barriers are and how to eradicate them. While research on autism and employment has become a priority in recent years, studies focussing specifically on autism diagnosis disclosure in workplace settings are scarce. Researchers have largely focussed on measurable employment outcomes for autistic people, such as average number of hours worked per week, average pay, and rates of success in recruitment. Much less common are studies highlighting the employment experiences of autistic people. Moreover, the existing literature contains few studies that explore the potential role of disclosure in improving employment outcomes. In this thesis, I first sought to explore the disclosure experiences of UK-based autistic adults when seeking or maintaining employment. In Chapter 2, my first doctoral study examined the disclosure experiences of a large group of autistic employees and job seekers in an effort to identify the commonalities among their experiences. In the study outlined in Chapter 3, I explored autistic people’s disclosure experiences through more in-depth qualitative methods, identifying common themes and sub-themes found within one-to-one interview transcripts. From these interviews, I also determined the factors associated with the outcomes of disclosure based on the experiences of autistic employees and job seekers in the UK. My last study, outlined in Chapter 4, aimed to examine potential employers’ perspectives on hiring autistic candidates who disclosed on the application materials. This study also compared employers’ perspectives on hiring autistic vs. dyslexic or physically impaired candidates. Finally, in Chapter 5 of this thesis, I discussed how my research findings contribute to the extant literature on the subject of autism disclosure in the workplace. I also outlined how these findings may be translated into best practice for employers and colleagues in workplaces. To conclude, I made three recommendations that may improve disclosure and employment outcomes for autistic individuals, specifically: 1) Interventions or training programmes should be targeted toward other people in the workplace rather than autistic individuals; 2) Inclusive organisational cultures must be shaped by organisation leaders; and 3) Disclosure policies and protocols should clearly welcome but not necessitate disclosure

Exploring Participants’ Views on a Supported Work Internship Program for Autistic and Learning Disabled Young People

Individuals with additional needs, such as learning disabilities, face a crisis of unemployment in the United Kingdom (UK). Many of these individuals encounter few adult services that are in place to address their support needs. Supported work internship programs are one attempt to address this crisis. One such program for young people with learning disabilities is the Project SEARCH model. Though a number of research studies have explored the efficacy of the Project SEARCH model, the reported markers of success (e.g., subsequent employment rates) have not taken into account first-hand participant experiences. The current study aimed to establish whether participant views were consistent with the previously reported, positive, quantitative measures. We explored the views of seven interns, aged 17 to 24 years, with various learning difficulties, and three job coaches who were involved in the program from September 2017 to June 2018. Semistructured interviews were conducted and analysed using thematic analysis. Participants revealed meaningful experiences for those involved, positive self-development, and renewed aspirations for the future. The value of a strong and consistent support network involving family members, job coaches, coworkers, and supervisors was highlighted. The study also found ongoing challenges associated with the scheme. These centred on concerns that interns’ abilities were being underestimated, the impact of a reduction/withdrawal of support at the conclusion of the program, and the barriers to finding subsequent competitive employment for interns. The research highlights the value of eliciting participant voice within research, and discusses how the findings can be used to further develop supported work internship programs

Autistic adults’ experiences of diagnostic disclosure in the workplace: Decision-making and factors associated with outcomes

Autistic individuals often struggle to find and maintain employment. This may be because many workplaces are not suited to autistic individuals’ needs. Among other difficulties, many autistic employees experience distracting or disruptive sensory environments, lack of flexibility in work hours, and unclear communication from colleagues. One possible way of mitigating these difficulties is for employees to disclose their diagnosis at work. While disclosure may increase understanding and acceptance from colleagues, it can also lead to discrimination and stigma in the workplace. Research has shown that disclosure outcomes are often mixed, but it is unclear what factors are associated with either positive or negative outcomes of disclosure for autistic people. This study aimed to identify these factors and explore the reasons why autistic employees choose to disclose or to keep their diagnosis private. Semi-structured interviews were conducted with 24 clinically-diagnosed autistic adults (12 male and 12 female) who were currently, or had been, employed in the UK (mean age = 45.7 years). Through thematic analysis, we identified three main themes under experiences of disclosure: 1) A preference for keeping my diagnosis private; 2) The importance of disclosure in the workplace; and 3) Disclosure has mixed outcomes. We also identified three factors associated with disclosure outcomes: understanding of autism, adaptations, and organisational culture. These results have implications for improving inclusive practices on both the individual and organisational level to ensure more positive disclosure experiences for autistic employees

Responses of normal and malignant cells to collagen, collagen-derived peptides and the C5-related tumor cell chemotactic peptide

Two variant subpopulations of murine fibrosarcoma cells that differ significantly in their malignant potential and normal mouse fibroblasts were compared with regard to ability to respond chemotactically to collagen, collagen-derived peptides and the C5-derived tumor cell chemotactic peptide. Two distinct patterns of responsiveness were observed. The normal fibroblasts and non-metastasizing fibrosarcoma cells responded to the collagen products but not the C5 peptide. The metastasizing fibrosarcoma cells responded to the C5 peptide but not to the collagen products. These findings emphasize the similarities between the normal fibroblasts and the non-metastasizing fibrosarcoma cells.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/24181/1/0000440.pd

Autistic Adults' Priorities for Future Autism Employment Research: Perspectives from the United Kingdom

Background: A growing body of research has sought to understand autistic people's research priorities. Several of these studies have identified employment as a key research priority. Yet, there have been a few attempts to identify specific, actionable priorities within this area. Methods: Using an online survey, we asked 197 autistic people in the United Kingdom about their priorities for future autism-employment research. Results: Participants spoke of their challenges in gaining and sustaining meaningful employment and called for researchers to conduct research that results in direct improvements to employment experiences. Regarding their research priorities, participants indicated a need for research covering all aspects of the employment lifecycle from accessing employment to transitioning out of employment. Importantly, participants also discussed how such research should be conducted: with autistic people as co-researchers and ensuring a diverse range of autistic people are listened to. Conclusion: While much existing autism-employment research appears to align with the priorities outlined in this study, seemingly minimal attention has been paid to later stages of the work lifecycle (e.g., progressing into more senior job roles or transitioning out of work). By identifying disparities between autistic people's priorities and the research being conducted, we can support autistic people to drive the research agenda and ensure autism-employment research positively impacts the community it aims to serve

Autistic adults' priorities for future autism employment research

Background: A growing body of research has sought to understand autistic people’s research priorities. Several of these studies have identified employment as a key research priority. Yet, there have been few attempts to identify specific, fine-grained priorities within this area. Methods: Using an online survey, we asked 197 autistic people in the UK about their priorities for future autism-employment research. Results: Participants spoke of their challenges in gaining and sustaining meaningful employment and called for researchers to conduct research that results in direct improvements to employment experiences. Regarding their research priorities, participants indicated a need for research covering all aspects of the employment lifecycle from accessing employment to transitioning out of employment. Importantly, participants also discussed how such research should be conducted: with autistic people as co-researchers and ensuring a diverse range of autistic people are listened to. Conclusion: While much existing autism-employment research appears to align with the priorities outlined in this study, seemingly minimal attention has been paid to later stages of the work lifecycle (e.g., progressing into more senior job roles or transitioning out of work). By identifying disparities between autistic people’s priorities and the research being conducted, we can support autistic people to drive the research agenda and ensure autism-employment research positively impacts the community it aims to serve

Zoologists on the Move: Mga Karanasan, Hamon, at Motibasyon ng mga Zoologists edad 25-50 sa Metro Manila

Ang pananaliksik na ito ay tungkol sa danas ng mga zoologists sa Metro Manila. Binigyang pansin dito ang pangkalahatang danas, hamon, at motibasyon ng mga kalahok. Ang pananaliksik ay isinagawa gamit ang penomenolohikal na disenyo ng pag-aaral. Pinili ang labing-isang (11) kalahok gamit ang Purposive Sampling. Bumuo rin ng Patnubay na Talatanungan na naglalaman ng dalawampung (20) tanong na ginamit sa isinagawang pakikipanayam. Batay sa pagsusuri ng mga mananaliksik, nakita na ang mga karaniwang karanasan ng mga zoologists ay ang pagsasagawa ng mga eksperimento sa field site o laboratoryo, ang paggawa at pagbabahagi ng mga pananaliksik nila, at pagtuturo sa mga nais maging isang . Ang mga hamon naman na kinaharap nila ay ang mga panganib na nakakasalubong nila tuwing nagsasagawa sila ng at ang kakulangan ng suporta at kamalayan ng gobyerno at ng mga lokal na tao. Samantala, ang nagsisilbing motibasyon nila ay ang mga oportunidad at gantimpala na natatanggap nila sa trabaho, mga panlabas na impluwensya kagaya ng mga at magulang nila, ang kanilang mga adbokasiya, iba’t ibang batayan ng pagpili nila ng trabaho, at ang kanilang relihiyon. Sa kabuuan, hindi naging madali ang mga karanasan ng mga , gayunpaman patuloy nila itong ginagawa dahil sa mga taong nakapaligid sa kanila at mga benepisyong kanilang natatanggap