Guidance interviews
13-May-2005
The National Autistic Society website includes a section on 'Tips for interviewing people with autism / Asperger's syndrome'. Although it is primarily aimed at employers in a job interview context, the general guidelines they outline are (I think) really helpful for a guidance context.
The website points out that people with autism or Asperger syndrome thrive in a structured and well organised environment and have many strengths that are advantageous to an employer, such as accuracy, good eye for detail, reliability and meticulous application of routine tasks. However, they may have varying (but often mild) difficulties with the following:
Clear understanding of verbal and non-verbal communication such as body language, facial expressions, idiomatic language etc. They may take words literally.
Building social relationships, starting and maintaining conversations on general topics that may not be of particular interest to them.
Imaginative activity: may have narrow interests and find it hard to think in abstract ways. Their literal interpretation of the world means they are much more comfortable with facts rather than hypotheses.
The website then goes on to outline 'reasonable adjustments' that could be made by using quite simple techniques such as rephrasing questions. A really helpful resource to inform guidance interviews? Does anyone have any other insights into this area of work?
Avoiding age related discrimination
23-February-2005
The Employer's Forum on Age have produced a fact sheet 'Avoiding the Age Trap' that explores whether employment history really help you to identify the right candidates or does it catch you in an age trap. It highlights some of the issues explored in the EFA's guide to recruitment, and demonstrates the EFA's age bias free application form.
Past it at 40 - Summary document looking at impact of ageism on the over forties
21-February-2005
I've just come across a summary document that considers the impact of ageism and discrimination against older people, and notes that this has devastating effects, not just on over-fifties but, on over-forties too! I've already added it as a new resource on the Website, but to alert users to this latest update, you can also access it from this comment, by clicking on the 'resources' button above.
The report is based on qualitative research carried out by SMA Associates for the Third Age Foundation, its opening paragraph states:
Why do so many people who want to work find it difficult to so do? Why are employers reluctant to employ ‘older people’? Is it purely the effect of discrimination and ageist attitudes? Or are there some other reasons? Whatever the causes, what can and should be done to achieve change for the better in the future?
This piece of qualitative research begins to find some answers to these difficult questions. It is a
contribution to the increasingly urgent debate about how to ensure that as many people as possible,
from all age groups, can find suitable work, which benefits both employers and the wider economy.
With the current concerns about the effects of the ageing population on future pension provision
and, as this report shows, the striking lack of pension provision for many people now in their forties
and fifties, the policy implications are more significant than ever.
Food for thought perhaps!
2 comments.
- Latest comment:
- 01-March-2005 15:40:59 by Michelle; Past it at 40
