Does anyone manage someone with autism? Looking for advice.

[MadameFantabulosa]

I manage someone who says they are “probably” autistic, but no formal diagnosis. They are quite quirky, bright and good at their job, but absolutely do not “get” social cues. For example they will drone on for hours about a niche subject that is only of interest to them, and don’t get that people are bored. They don’t have “two way conversations” - it’s a monologue, so the other person can’t get a word in edgewise and they never ask questions to get a two way flow. At social functions (we go to a lot of social functions, some quite formal), they don’t interact with other people, and don’t seem to understand when the event is over and they have to leave - eg pouring more drinks when everyone else has gone.

This behaviour will almost certainly hold them back in their career. But how to approach it? Via OH or HR? I don’t feel equipped for the conversation.

Would it be a breach of GDPR to disclose the information to HR, even if the employee is identifiable? Why wouldn't the exception allowing processing to protect the employee's rights / ensure that the employer can comply with their legal obligations (to make reasonable adjustments apply)? Obviously better to do with their consent but I don't see that GDPR concerns should stop disclosure in the context of ways to support a disabled employee with career progression.

I'm not a data protection lawyer so happy for someone who is an expert in this area to explain why that's wrong.

As a separate point, not everyone can do every job. This has been acknowledged on this thread. What I think some are missing is that networking is a fundamental part of some jobs and for others it's just a sideline. Using the blind driver example raised earlier - there are parts of a driving job that a blind person actually can do - coordinating with passengers, ensuring maintenance on the car is done and dealing with payments - but the part that they can't do is so fundamental to the role that there aren't reasonable adjustments that could be made to allow the employer to do the job. Networking and being able to build relationships with people is as material in some jobs - it would be in a lot of sales roles for example, particularly B2C.

OP is asking for advice on an anonymous forum on how to approach the issue before discussing it with the employee who is struggling with a core job function but has said that they consider themselves (probably) disabled. I'm not clear how this can be wrong - in the context of an assumed disability OP is effectively asking if there are adjustments she should make, even in broaching the conversation with the employee. Is she using exactly the right language? No, but asking at all should be encouraged. Yes the employee may find it impossible to change these behaviours, but that's also useful for the OP to know so she is prepared that this is potentially going to be hard.

OP, one thing I'd suggest you take away from this thread is that this is also on 'Joan' and the employees who are being school ground at trying to avoid your employee. Joan should 100% say 'I have something else I need to deal with now, did you need something from me or was this just chit chat' and the 'run now that odd boring person is headed our way' is something you need to address with the people you've heard saying it (assuming they're also in your team) as it's just not acceptable.

Well said @Nahnanananahna . @MadameFantabulosa there is a lot of crap being talked on this thread. It does sound like there are some things that need cracking down on (like the co workers comments) and also sounds like you all need to be clearer in your communication with this person. So instead of 'the host looks tired' it would be better to say 'it is time to go now'. If your co worker is on the spectrum, you need short, clear communications, and cannot rely on them to draw the same inferences that most other people would. The other thing that is important is to discuss their aims, ask what their understanding of communication differences in autistic individuals is, and what help they think they may need. You may have to give some examples. Like it or not, in a job that requires a lot of networking requires effective communication skills and this person is not as effective as they need to be. You sound like a very supportive manager.

I don't think you can disclose sensitive information without consent.

So if the employee doesn't allow disclosure then accommodations can't be made.

But I'm only going off a work scenario we had a few months ago.

I think it would be good to talk to employee about it in a way of curiosity to start with. You could explain that you know a bit about autism affecting social interactions and is there anything they like support with. Or could open up a conversation in which you could talk about the missed social cues and conversations being output only. I also don’t get why the hate on this thread. You’ve asked a perfectly reasonable question about how to support someone who struggles with a certain part of the job.

@PlantingTrees I'm sure someone somewhere will have done research on the nature of civil rights movements. I would imagine righteous anger after years of feeling ignored and oppressed is an early stage in any movement. That's where the online autism community currently is.

This has been an interesting threat and it is clearly a complex area.

Does the employee know (explicitly, really know) that communication skills are essential to progress in this job and that his communication skills are not good? that is the first step.

Then you can offer the option of coaching / training etc. A lot of communication skills can be learnt, even if it is hard. Like the example of a left-handed person writing with their right-hand that someone gave up-thread: if a left-hander were told that you will have to learn to be right-handed to get promoted in this job, some might choose to learn and others might look for other options. But at least they have been given the choice.

Also, investigate what other career options in your company might be suitable for this person that don't need the networking & communication skills. aren't there any other areas this person could work in that use his strengths?