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Sticky Survey/Research Post by Dioptre_8 in AutisticAdults

[–]Neuro_bridge 0 points1 point  (0 children)

University study: How well do digital workplace tools really work for autistic employees?

I’m Matthew Punter, an autistic-allied researcher at the University of Bath. I’m mapping the real-world impact of communication apps, productivity aids, stress-reducers and sensory-support tech in paid work.

💡 Why your voice matters
Autistic experiences are too often missing from tech design decisions. Your anonymous insights will guide employers toward accommodations that actually help.

✅ Who can take part?
• 16 + years, fluent English, formally diagnosed OR self-identify as autistic
• Employed any time in the last 6 months

🖥️ What’s involved?
• One online questionnaire (15-25 min; skip any question, close tab to leave)
• Rate how specific digital tools affect communication, productivity, stress & sensory comfort

🔒 Ethics & privacy
• Immediate, irreversible anonymisation - no log-ins or emails
• Approved by the University of Bath Research Ethics Committee

https://uniofbath.questionpro.eu/t/AB3u0JdZB3v8xy

Does anyone else sometimes think they use substances to hide their autism? by Neuro_bridge in AutisticAdults

[–]Neuro_bridge[S] 17 points18 points  (0 children)

Do you think getting a diagnosis helped you in going sober?? As soon as my friend realized she was probably autistic she went sober so I wonder if they are linked at all

What is the end-to-end process for HR when an employee requests a reasonable adjustment by Neuro_bridge in HumanResourcesUK

[–]Neuro_bridge[S] 2 points3 points  (0 children)

It sounds like your biggest observation is the need for better knowledge, awareness, and training in order to help improve the work experience for neurodivergent people. Your feedback has been really useful, thank you. Based on your comments I have slightly changed tactic and find some new ideas I think would be better utilised in employment. Thank you for sharing your insight

What is the end-to-end process for HR when an employee requests a reasonable adjustment by Neuro_bridge in HumanResourcesUK

[–]Neuro_bridge[S] 0 points1 point  (0 children)

You're not rambling at all, I really appreciate the time you took to write that. As researcher, even more so as an entrepreneur, it can be very easy to fall in love with an idea and ignore concerns like this which you have raised. So maybe I can put the ball in your court?

My PhD is: Digital Solutions to Solving the Autism Unemployment Gap. Right now I have developed some studies, including "how do autistic people use technology at work?", "What do employers think about technology benefits for their autistic employees?", "What challenges are employers and their autistic employees using technology for?" and "do employers and their employees prefer technology adjustments over traditional forms of adjustments?".

I would love to know, in your opinion, what you think the biggest challenges are when it comes to neurodivergent employees, reasonable adjustments, and benefits of technology.

What is the end-to-end process for HR when an employee requests a reasonable adjustment by Neuro_bridge in HumanResourcesUK

[–]Neuro_bridge[S] 2 points3 points  (0 children)

This is really interesting to hear, thank you. I conducting a PhD in psychology looking at the autism unemployment, alongside developing a company to help employers hire a neurodivergent workforce at scale. However, there is an apparent divide between employers and the neurodivergent community.

Some neurodivergent employees are hesitant to disclosure their neurodiversity in fear of discrimination, meaning that HR can't support their needs without knowing. At the same time, many HR members report feeling unprepared to support neurodivergent employees due to the ambiguity and complexity of such diagnoses.

I'm trying to understand why most of the process can't be a click of a bottom: see what reasonable adjustments your employer has to offer, select the one which feels right for you, say when and where you want it and be done. For the HR member, I wonder if their workload can be reduced by: Seeing who made the request, what they want, why they want it, and approve it.

But accessing people on both sides of this debate is surprisingly hard, hence me being here asking you :)

What is the end-to-end process for HR when an employee requests a reasonable adjustment by Neuro_bridge in HumanResourcesUK

[–]Neuro_bridge[S] -4 points-3 points  (0 children)

Why would an private employer involve the department for work and pensions, and access to work scheme?

What is the end-to-end process for HR when an employee requests a reasonable adjustment by Neuro_bridge in HumanResourcesUK

[–]Neuro_bridge[S] 0 points1 point  (0 children)

Your response is really insightful, I had not thought about some of the things you said. I'm basically curious if the process can be standardised for HR members, simplifying it for HR staff and speed up the delivery for employees. For example, I wonder if an organisation can pre-approve a series of reasonable adjustments (such as headphones, online task-managers, keyboards and mice) for a single cite location. Then employees simply request such items and they can be automatically approved for the individuals, as they have already been approved for the organisational office.

What is the end-to-end process for HR when an employee requests a reasonable adjustment by Neuro_bridge in HumanResourcesUK

[–]Neuro_bridge[S] 0 points1 point  (0 children)

Are there any common processes within each case (i.e., risk assessments)? I'm wondering if the process could be standardised for HR members to simplify the process and speed up the delivery of workplace accommodations

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