There is a story in the paper this weekend saying that people with autism are now required by the DVLA to inform them of their diagnosis. This is a new development of which the NAS has just become aware. The change in policy – people with autism were not previously required to do this – was not communicated to any of the main charities or professional bodies supporting those with autism.
A quick look at both the Equality Act and the Autism Act and how they support people with autism.
Most of us who work with people in any capacity will be familiar on some level with the Equality Act 2010 or the earlier Disability Discrimination Act 1995 which the Equality Act replaced. But did you also know that there is a full piece of legislation devoted specifically to autism? It’s the Autism Act 2009.
I am going to take a quick look at both the Equality Act and the Autism Acts to see how they help support people with autism. Continue reading “Acting on Disability, Equality, and Autism – how does the law help?”
Some of love it, some of us loathe it, very few of us are ambivalent.
I must admit that, when I attend training sessions as a delegate, I’m not a massive fan of group work. Generally I find it quite stressful and prefer to just listen to the training and learn what I’m there to learn.
But we’re all different and some people really enjoy it. They find it a good way of getting to know new people and picking up useful first hand information in in relation to specific shared interests.
From a professional trainer’s point of view, I’m undecided about the merits of group work. I completely see the value of asking delegates to practise, in groups, a specific skill I might be showing them. I can also see that group practise and pair-sharing is very useful if we’re working towards a test or exam. But for general information gaining or knowledge building type talks or training sessions, I’m less convinced of its value – other than to allow the trainer a short break, obviously. Continue reading “Group Work – Great or Gruesome?”
8 Strategies for Successfully Managing Volunteers
Whatever you choose to call them – volunteers, interns, work experience students, or helpers – at some point most organisations will have unpaid workers on the premises and need to think about volunteer management. For example:
- Schools – parent helpers on trips out or special events such as school discos.
- Religious organisations – the ladies and gentlemen who help out at the refectory after service and tidy the place of worship.
- Youth organisations – your child’s Saturday morning football or coach or match referee, or their Sunday School leaders.
- And most businesses these days will provide work experience and internships for people interested in a new career, with some choosing to utilise their services more than others.
The Guardian published an article a few weeks ago about how Doncaster, once a coal mining heartland, then a waste-ground, has now reinvented itself as a hub for distribution centres. Fittingly, it has three of the beauties just for Amazon – the website which has been accused of destroying high street retail. Continue reading “Plus ça Change, Plus ça Doncaster”
Most of us like to be presented with information in a way that is personal to our own individual learning style. For example, if you asked for directions would you prefer:
- To be told how to get there?
- To be given a map?
- To be personally escorted?
Depending on your answer you might say that you were an aural learner who needs to hear information (option a); or a visual learner who needs to see it (option b); or a kinetic learner who needs to get up, move about, and physically do the new thing (option c). Continue reading “What’s Your Learning Style?”
The UK workplace is quickly automating at a time when we are facing a both a skills and labour shortage. Estimates suggest that there are 700,000 people in the UK who are on the Autistic Disorder Spectrum, but only 16% of them in the full time workplace. Employers know that in order to drive the digital workplace forward, we have to reevaluate the UK’s untapped pool of neurodiverse talent. Continue reading “The Unstoppable March of Neurodiversity in the Workplace”