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Blanket assertions on what people with Asperger's are supposedly good at could be damaging

Hope

I would like to know what other people think.

Employers are often given information on the 'positives' of employing someone with Asperger's, such as the following:

Eye for detail

Never late for work

Always on time

Few, if any, days off sick

However, not all people with Asperger's syndrome will exhibit these traits, for a variety of reasons. Some people with AS might have problems with time keeping, and so will struggle to arrive at work on time, particularly if they also have ADHD and Dyspraxic traits. Or they could be late because of severe anxiety, and this could lead to many off sick days as well.

The eye for detail can be context specific, so someone with AS might know every single detail of their special interest but struggle with the details of what they are supposed to do at work.

Surely it is better for the employer to learn about the individual with AS than for employers to be given generic lists that often don't match reality.

Parents

  • Agreed. It is a bit puzzling. It is like there is a standard autism template or blueprint.

    It's like the business of aptitude for computers. It is true lots of people on the spectrum are very good at some aspects of computing.

    In reality however it matters whether the aptitude or special interest is what employers want. Often it isn't readily useful to employers.

    Also expertise tends to be compartmentalised, with gaps where there seems to be no aptitude or skill.

    These generalisations about timekeeping, attendance and eye for detail are not helping. It annoys employers if they find such promises are not forthcoming.

    But who are we to tell the experts (like NAS on its employer information) that this isn't helping?

    At least this TUC document holds out some hope,. It is vastly better than anything NAS has done.

Reply

  • Agreed. It is a bit puzzling. It is like there is a standard autism template or blueprint.

    It's like the business of aptitude for computers. It is true lots of people on the spectrum are very good at some aspects of computing.

    In reality however it matters whether the aptitude or special interest is what employers want. Often it isn't readily useful to employers.

    Also expertise tends to be compartmentalised, with gaps where there seems to be no aptitude or skill.

    These generalisations about timekeeping, attendance and eye for detail are not helping. It annoys employers if they find such promises are not forthcoming.

    But who are we to tell the experts (like NAS on its employer information) that this isn't helping?

    At least this TUC document holds out some hope,. It is vastly better than anything NAS has done.

Children
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