Lionel's Wellbeing, mayhem and mischief corner

[Lionelgee]

Hello All,
Posted here under the description of what the General Chat section covers and is all about. Plus the prior approval of the Convenor - Incisor. Yes- caution - you have been warned 'touchy feely' stuff following. If you do not want to read the following content fine.

Please follow what Thumper's father said, "If you can't say nothin' nice - don't say nothin' at all." Constructive feedback welcomed and encouraged. Okay - just to reinforce ... touchy feely content following ...

Kind regards
Dr. Lionel
================================================== =====================
Keeping your employees with Autism safe during videoconferencing at the workplace
Frequently, when staff are operating from a geographically dispersed range of offices virtual meetings such as Zoom and Teams, along with an ever-expanding range of available programs, are held. Invariably some of your team members may experience Autism. For individuals with Autism attending such virtual meetings could be highly uncomfortable if not intimidating and damaging for them. In short, an individual with Autism's perceived level of safety can be reduced by attending these virtual training events.

Why is this so?
Background: As knowledge about the first-hand lived experience of individuals with Autism increases some previously maintained theories, stereotypes, are steadily being debunked. For example, a common theme regards how individuals with Autism are identified as lacking empathy. However, researchers such as Resnick (2024) describe how some individuals with Autism can be. "too much in touch with the emotional state of other people". They have too much empathy. This can cause them to become tired and overwhelmed.1 Extensive research has been conducted over the years that specifically examined the type and amount of eye contact individuals with Autism maintain during social contact with other people. The possible cause for this lack of eye contact is changing from being caused by social impairments to the amount of eye contact being self-regulated through sensory proportioning. For example, The Autism Service (2024) suggest that making direct eye contact can be overwhelming for someone with Autism due to their heightened sensory sensitivities. This can result in sensory overload. It can also present further difficulties in making eye contact by triggering a sensory overload. 2 It does not require delving into academic journals to obtain example of the significance that eyes have outside of people who experience Autism. For example, references to the significance of our eyes are readily found with different forms of popular culture. For the romantics, "I drowned in the depth of their eyes". "Eyes are the windows to our souls". For the crime fans: "They looked daggers at me". "If looks could kill". Taking a leaf out of a Raymond Chandler gumshoe - private detective style novel: "All the while they spoke to me, their beady eyes kept darting around the room. I could tell that the punk was lying to me". The lack of direct eye contact could be attributed to differences in cultural backgrounds. In some cultures, looking a person in authority, such as an Elder, in the eyes represents the height of disrespect. Our example of Private Investigator or a police officer during an interview would represent someone in the position of authority. Bring these everyday examples of the significance eyes play within popular culture and add them to the intensity an individual with Autism is already experiencing during real or virtual interactions.

The online situation
Previously, in the background section, I introduced how an individual with Autism experiencing too much empathy can be overwhelmed by interacting with just one person. Now, just imagine their attending a virtual meeting along with 10 or more people. At any one point of time these peoples' faces and depending upon whether they are facing the camera - very possibly their eyes - are staring out of the screen directly at the individual with Autism during a "Compulsory" training event. If contact with one person and their emotional state can be overwhelming for an individual with Autism, this state only multiplies with each additional face appearing on the screen. Another unnerving factor for some individuals with Autism is seeing a live stream of their own face being projected back at them. Instead of just being a test of endurance for an individual with Autism attending such a compulsory event can become a hostile event. One that could cause psychosocial harm. This can be harm they have to experience during each virtual event.
Avoiding possible harm. Different virtual platforms offer a range of options in how different live feed of images can be displayed on a monitor. One such option is "Speaker Only". With a click of this option the sea of multitudinous faces, and their eyes, can be reduced. Now, the next suggestion might find disagreement with presenters who consider that full participation of the training event can only be guaranteed by everyone having their cameras turned on. I would suggest that for an individual with Autism allowing them the reasonable workplace adjustment of turning their camera off may in fact increase the rate of participation. However, it is not only individuals with Autism who may have their level of participation increased if managerial freedom extends to cameras being turned 'on' is optional - when people are comfortable of feel safe to do so. Even before the forced lockdowns associated with COVID 19 occurred, the option of working remotely from a home office was becoming increasingly popular. In fact, most of my employment since the early 2000s has found me being the local representative for state-based organisations - while I worked mostly from a home office. Recently, another home-based colleague with a historic back injury recounted to me how they found sitting in their chair for extended periods during online training was not beneficial to their health. To control this situation, they would turn their camera off and then get off their chair and practice yoga on the floor. Having the camera turned off - while they remained fully attentive about what was being broadcast - allowed them the freedom to practice self-care. In the meantime, the possible embarrassment of what might result from a good back stretching yoga movement such as the 'Downward Dog' that might accidentally be revealed on camera was avoided!

Admittedly, having the camera turned off also covers momentary absences for some home-based workers who might occasionally dash off to make a cup of coffee or tea and a biscuit. Regardless of these 'camera off' activities an overall examination of audience performance would find a higher level of participation rates. For example, caffeine can increase attention and prevent people's brains drifting off into 'sleep mode' during a presentation. Having the camera off option will also allow individuals access to a more inclusive environment - one where they can thrive. Please be aware that for some individuals with Autism they are totally fine using virtual platforms to interact one-to-one or in small groups while keeping the camera on. There does not have to be a blanket policy that cameras are instantly turned off for individuals with Autism. Such simple solutions as allowing individuals - with or without Autism - to control the level of faces staring at them - including their own - can bring benefits to the whole organisation and to all your stakeholders. What is the cost of these 'reasonable workplace adjustments'? Your tolerance and sense of inclusivity. To conclude. As that insurance company meerkat suggests towards the end of their advertisement, it really is, "Simples"

1 Navigating the Experience of Hyper-Empathy in Autism: Some autistic people have less empathy, but many have an excess. Source Hyper-Empathy in Autism (https://www.verywellmind.com/hyper-empathy-in-autism-8426957)
2 The Autism Service (2024) Eye contact in adults with autism. Source Eye contact in adults with autism - The Autism Service (https://www.theautismservice.co.uk/news/eye-contact-in-adults-with-autism)


(I have no association - commercial or otherwise - with individuals or organisations mention within this article.)
This work is copyrighted to Dr. Lionel G. Evans, 30th July 2025. No content of this document can be reproduced without full attribution of this post as the original source, and the secondary sources cited.

[p38arover]

I tried to read it.

[DoubleChevron]

Its to much to read for something like an online training course. I got through about three sentences. Unless this is something that impacts you, you will struggle to get anyone to read it. My workplaces already sends me far to many stupid online training courses (that I refuse to do). I'd refuse to do this one as well.

I'm not trying to be negative, but this is just my feelings. I'm sick of having training courses on stuff that isn't relevant to my job shoved down my throat. About five years ago I was sent diversity/bullying/sex harassment type training. I got about 90seconds in...... I was so disgusted I closed it and have refused to do an online training course ever since. If I'm so useless, stupid and unsociable I need training like that, I need to be in an institution, not in the public and a workplace. I'm not five years old.

So its a huge NO from me. If people can't survive in a normal sensible workplace, without the entire workplace changing to meet there demands, they have the problem, not the workplace.

I've worked with several people that have obvious autism. I have no problem at all with them, infact the best person (smartest most gifted) person I've ever worked with was obviously mildly autistic.

seeya
Shane L.

[p38arover]

I'm told I am on the spectrum.

[RANDLOVER]

Thanks Lionel, something to be aware of, but I suspect that the real reason most want to turn the camera off during training is so that they can watch sport or something with subtitles on their other screen.

[350RRC]

A few years ago I tendered for a contract as a sole operator that involved data collection from voluntary landowners along waterways and assessment of fencing requirements for stock exclusion that involved grants, with follow ups, etc.

This was for a major utility and involved an environment I'm experienced in and similar to a lot of stuff Ive done before and still do as a contractor with the relevant 'tickets' for various entities.

I'm lucky that a friend who contracts for this utility allowed me tp use slightly modded versions of all her company's policies for stuff like bullying, employee dispute resolution, disabled, racism, blah, blah.....everything you could possibly dream up, in my application............ as a sole operator.[bigwhistle]

in the end it turned out that they were looking for people with PHDs, which was never specified. Just a total farce.

DL

[Lionelgee]

Thanks Lionel, something to be aware of, but I suspect that the real reason most want to turn the camera off during training is so that they can watch sport or something with subtitles on their other screen.

Hello RandLover,

A very astute observation. However, as things sometimes happen, I have just had to undertake two consecutive morning long sessions. The first thing the presenter said was that they preferred having the camera on. Sigh. This was one of the main reasons of the post to form an Autism friendly virtual meeting protocol - just to keep people safe during activities that the cannot avoid - if they want to remain employed.

Kind regards
Lionel

[p38arover]

Hello RandLover,
to form an Autism friendly virtual meeting protocol - just to keep people safe during activities that they cannot avoid

I don't understand this "to keep people safe" - no one is going to hurt them. I've seen this term used a lot recently and it makes no sense to me.

I've walked out of mandated activities saying "This is a lot of crap!" I'm not into touchy-feely stuff.

[Lionelgee]

I don't understand this "to keep people safe" - no one is going to hurt them. I've seen this term used a lot recently and it makes no sense to me.

I've walked out of mandated activities saying "This is a lot of crap!" I'm not into touchy-feely stuff.

Well Ron - I totally disagree with you. We will leave it at that.

[Lionelgee]

Hello Ron,

A quick trip into empirical peer-reviewed research will reveal that out of all the types of disability in Australia Autism has the highest rates of successful suicide attempts and amount of suicidal ideation. Meanwhile, Autism in Australia has the highest rates of unemployment then any other disability. With a six times higher rate than any other disability of unemployment. Meaning there is big gap in how high the unemployment rate is compared to their other types of disability who are unemployed. Have a quick guess at what can happen if an individual with Autism attempts to maintain a job and they fail. As a Health and Safety Representative I had colleagues telephone stating that they were having suicidal ideations due to changes in how management insisted we treat our clients after a change in operational policy. I invite you to go online and checkout Model Code of Practice: Managing psychosocial hazards at work Model Code of Practice: Managing psychosocial hazards at work | Safe Work Australia (https://www.safeworkaustralia.gov.au/doc/model-code-practice-managing-psychosocial-hazards-work). Also, without tracking it down - it could even be in that document... statistics of workplace events found that psychosocial harm can have more long lasting affects on health that physical injuries in the workplace. I suppose it boils down to an old saying' For those who believe - no proof is necessary. For those who don't believe - no proof is possible". I will also defend your right to freedom of speech regardless to my disagreement towards what you say.

I could supply all the links to back up the empirical research statistics - however, I think it falls under the "no proof is possible" side of the old saying. There is also a change management theory fraction known as the "three percent". The greatest skill of someone attempting to bring about change is to recognise that three present and see them for what they are. Then promptly focus your efforts elsewhere. With the same amount of effort that you could have applied to the three percents the majority of the 'fence sitters' could have been influenced to undertake real and positive change. The three percent mirror the "no proof is possible" set - go figure!

Kind regards
Lionel

[RANDLOVER]

A few years ago I tendered for a contract as a sole operator that involved data collection from voluntary landowners along waterways and assessment of fencing requirements for stock exclusion that involved grants, with follow ups, etc.

This was for a major utility and involved an environment I'm experienced in and similar to a lot of stuff Ive done before and still do as a contractor with the relevant 'tickets' for various entities.

I'm lucky that a friend who contracts for this utility allowed me tp use slightly modded versions of all her company's policies for stuff like bullying, employee dispute resolution, disabled, racism, blah, blah.....everything you could possibly dream up, in my application............ as a sole operator.[bigwhistle]

in the end it turned out that they were looking for people with PHDs, which was never specified. Just a total farce.

DL

Australia does seem to want to regulate small business out of existence. It would have been even worse if you had to change your name to Brian Herbert Peters (BHP)
or some such to conform to your new policies and procedures!

[V8Ian]

In many ways I agree with Ron, Lionel. I treat people very much as I find them. In my life experience I've interacted with various people with and without disabilities. I've made all sorts of allowances for almost everyone I've ever met. I'm sure most people who have met me have also made allowances for me too, that's simply getting on with people.
Most of us don't need to be specially educated to get on with others. Those who don't make allowances for others, are not the sort of people who would change their behavior simply because they did a course.

[Saitch]

I think a lot of emphasis is placed on "Softly, Softly and don't upset anyone', these days. My extended family has a few Autistic kiddies, ranging from marginal, to Non-verbal with huge behavioural issues.
The latter is now around 8 years old. From when we first had contact 5 years ago, I refused to bow to the conditions and guidelines that I'm sure, well meaning psych. experts gave to the parents and over the years, have explained and demonstrated a few 'Facts of Life' to him.

Whenever I visit, this kid's behaviour apparently improves greatly, according to reports from his grandparents.

Yes, he unfortunately does have major issues, but also knows he can get away with being a little arsehole, because of some of the advice given to his parents .

[Lionelgee]

Hello Saitch

Yes, he unfortunately does have major issues, but also knows he can get away with being a little arsehole, because of some of the advice given to his parents .

I have to fully agree. In some cases ... they can become as cunning as ****house rats and use it to their full advantage. Pretty much the same as most kids I suppose!

Kind regards
Lionel

[Lionelgee]

Wrong thread - ooops

[DoubleChevron]

Hello Ron,

A quick trip into empirical peer-reviewed research will reveal that out of all the types of disability in Australia Autism has the highest rates of successful suicide attempts and amount of suicidal ideation. Meanwhile, Autism in Australia has the highest rates of unemployment then any other disability. With a six times higher rate than any other disability of unemployment. Meaning there is big gap in how high the unemployment rate is compared to their other types of disability who are unemployed. Have a quick guess at what can happen if an individual with Autism attempts to maintain a job and they fail. As a Health and Safety Representative I had colleagues telephone stating that they were having suicidal ideations due to changes in how management insisted we treat our clients after a change in operational policy. I invite you to go online and checkout Model Code of Practice: Managing psychosocial hazards at work Model Code of Practice: Managing psychosocial hazards at work | Safe Work Australia (https://www.safeworkaustralia.gov.au/doc/model-code-practice-managing-psychosocial-hazards-work). Also, without tracking it down - it could even be in that document... statistics of workplace events found that psychosocial harm can have more long lasting affects on health that physical injuries in the workplace. I suppose it boils down to an old saying' For those who believe - no proof is necessary. For those who don't believe - no proof is possible". I will also defend your right to freedom of speech regardless to my disagreement towards what you say.

I could supply all the links to back up the empirical research statistics - however, I think it falls under the "no proof is possible" side of the old saying. There is also a change management theory fraction known as the "three percent". The greatest skill of someone attempting to bring about change is to recognise that three present and see them for what they are. Then promptly focus your efforts elsewhere. With the same amount of effort that you could have applied to the three percents the majority of the 'fence sitters' could have been influenced to undertake real and positive change. The three percent mirror the "no proof is possible" set - go figure!

Kind regards
Lionel

I'm not reading these links. I don't need to, because I absolutely believe everything you are saying to be accurate. However, no. We do not have to change the entire workforce to cater for a minority in any scheme of things. Now if you said for example, all work/commercial places must have wheelchair access ramps and toilets for the disabled". This sounds endlessly sensible right? Well I run a taekwondo club locally. One of guys that runs a dojo in a nearby town, he purchased an old run down commercial shed (its a reasonable shed, but its an old mechanics workshop, old floor, no insulatioin, you can see rows of nail holes where they missed or used recycled corrugated iron etc). Why am I going on about this? well as soon as the council found out he was using it for taekwondo classes a couple of times a week. He had to install wheelchair access and disability toilets with rails and all the stuff before he was allowed to.... run a taekwono class from it. Absolutely insane right? It cost a small fortune ... for an old tin shed....

Now, if government regulations try to enforce "mental health" into work places .... any sort of requirements, I'm showing them the middle finger. I don't care what dissablilites someone has, so long as they are competent and pleasant enough, I'll get along with them just fine. No I will never do any sort of "training" on how to treat people with mental issues (they already tried those with the luny "gender" insanity.... NO, I can't tell you passionately enough how much I'm going to rebel against any type of stupidity.

If there is a workplace of 100... 1000 .... people, and they all need to change for one person .... the very obvious answer is the "1" person that is an issue needs to be in a different environment that suites them. Not demand everyone else changes.

Now an autistic person, they actually have a medical condition. The average person with "mental issues" .... is likely just that. an average person. Lets just treat them as normal people like everyone else.

seeya,
Shane L

[Lionelgee]

Hello All,

As you have picked up - my posts are not written for AULRO specifically. I have discussed things with Dave (Incisor) for approval to post my wellbeing stuff here. Posting on AULRO allows me to provide proof that the content has been posted on a specific site, with a recorded name, a date and a time. This site even provides a hyperlink to prove that it was posted here. All this provides me with a form of protection to safeguard my intellectual property.

This is intellectual property based off too many years of study contained within my PhD. Most organisations that the articles are targeted for are very fond of attempting to prove that any content that crosses their tables is either created using their resources or written during company time. This gives them the supposed right to slap a claim on the intellectual property as being their's. They are very fond of using terms such as "in perpetuity" and "we can utilise, modify or adapt all the content and exploit it commercially." This is without any financial or other rewards coming my way.

I am also aware that some of the AULRO members have family members on the Autism Spectrum. If my posting here can assist them I have achieved one of my goals. Disseminating information that might assist our (Autism) community.

Therefore, please take heed that the content is not specifically written for AULRO. If you cannot read through the text, or find something you do not agree with - then that is fine. Just bear in mind that you are not the sole specific audience being targeted. You do not need to read my wellbeing content. You do not need to agree with it. You can even totally ignore it. Plus, it is posted under the "General Chat" thread.

I have kept Dave informed before I made the first post. Well - folks please bear all the above in mind. By the way, I have more than a couple of Land Rovers to prove that I have a genuine interest in the manufacturer's products. In fact being a member of this group helped me get through some pretty dark times in my life. Where the darkest part was produced by bashing my head against brick walls while I fought my way through barriers that people in academia placed up to prevent me finishing my PhD. So, I do feel indebted to this group - it provided me with a grip on maintaining a slight sense of normalcy and threads to shreds of my sanity. Contacts with the 'real world'. If any of my writings can assist you or your kin - then part of my indebtedness to this group is being passed back to you.

Before you stand on your soapboxes about this content being unsuitable for a Land Rover based site - spend some time to take a scroll through some of the other threads that have been running for much longer than my wellbeing content. Are these threads 100 percent Land Rover specific? The answer is 'no'. Do people raise a hue and cry about this breach of Land Rover protocol? No. Do you have to read every word posted on these not Land Rover specific threads? No. Just like those other - more historic non-Land Rover threads - you can see the title and ignore it and seek out more Land Rover specific content. Do these more historic Land Rover threads than my posts on wellbeing feature "touchy - feely content? The answer is "yes". To wrap this post up. It is a free country after all. Let the outcries begin. I will refer you back to the description aligned with the General Chat thread. I have not broken any of them. For your reference ...


:rulez:
General Chat: Almost anything goes, have a look and drop in a few lines. Think of it as a campfire chat with the kids around.

Kind regards
Lionel

[Saitch]

To me, robust discussion on any subject, is part and parcel of "General Chat". Well, maybe not 'Flat Earth' content! [bighmmm]

[austastar]

Hi
If the earth was flat, cats would push everything over the edge .
Q.E.D.

Cheers

[Lionelgee]

Hello All,

I checked my mobile phone for emails this morning and one of the messages was from LinkedIn. The message notified me that my post on LinkedIn had received another comment. The comment, like the previous ones, was favourable. It is good to know that folks here on AULRO will do their best to keep me grounded.

Kind regards
Lionel

[incisor]

Hello All,

I checked my mobile phone for emails this morning and one of the messages was from LinkedIn. The message notified me that my post on LinkedIn had received another comment. The comment, like the previous ones, was favourable. It is good to know that folks here on AULRO will do their best to keep me grounded.

Kind regards
LionelKeep up the good work Lionel!

[Lionelgee]

Hello All,

Some of Double Chevron's earlier comments made me stop and think. This led me to write the following. Yes, folks - my clandestine activities continue....

Kind regards
Lionel

================================================== ===============
Proactively making your workplace more inclusive can reap multiple measurable and definable benefits for your company.

One of the hardest things to do when adopting disability inclusive practices within the workplace, or indeed within a society, is to exclusively quarantine the benefits to just the individuals with disability that you adopt inclusive practices for. For example, the incorporation of ramps into a building, or the transition from a footpath to a roadway - via a slightly-angled, instead of an acute-angled kerb, will allow wheelchair accessibility. The same angled-back kerb also aids young family groups who have infants in prams. Individuals with temporary or permanent mobility issues that require wheelie-walkers will also benefit from angled kerbing. Or simply attempting to get a trolley full of groceries to your car in a shopping centre's carpark by featuring angled kerbs. Steep vertical drop-offs between the footpath and the carpark service can be a very disconcerting event to experience even for the fit and healthy.

Focussing on Autism and inclusion can have flow on benefits: A quick dive into research about Autism will reveal that higher levels of stress and anxiety are frequently associated with the condition. The same article will frequently mention how giving clear and concrete, non-ambiguous directions to an individual with Autism can reduce the rise of stress and anxiety. To accommodate this fact, as a manager you could ask the policy section of your company to review all the policies and procedures so that they are clear and unambiguous.

Do you think that the only the Autistic members of your staff will benefit from this review of policies and procedures? I am confident that you will find that the answer is a resounding, 'no'. In fact, you may find that the overall performance of your company is increased. This is because the general amount of stress and anxiety caused by attempting to implement unclear policies and practices by all your staff will be reduced. Staff who are less stressed and anxious at work take less sick leave than stressed and anxious staff do. This increases overall productivity. Having a less stressed and anxious staff could have another side-effect - your staff might be more efficient and even happier. This improvement in the workplace is another factor that is difficult to quarantine. Do you think that your customers or stakeholders might benefit from having more efficient staff when they interact with your company and workplace? Who knows, your company may become the employer of choice within your industry.

Think of the benefits that may be produced when your clients walk away from interacting with your staff feeling happier than when they first entered your establishment. Your company could become the provider of choice for your customers and stakeholders. All these benefits could be brought about by what are the difficult to contain the positive consequences of your choosing to make your workplace more inclusive. Instead of automatically associating more disability inclusive practices as a cost; perhaps the time might just be right to consider all the real, definable and measurable benefits that can be attached to inclusiveness. Your personal and company's bottom line may actually benefit from making such changes. There could be an additional quarantine breach too - you as a manager could be a happier person too - I am confident that your family and friends will appreciate this too.

Codesign Policies and procedures: Something to consider when making changes to policies and procedures is not to have the task done in isolation where only the policy staff are involved. Codesign or collaborative practices that involve staff with disability and other workplace groups will bring about greater improvement. Staff who are collaborating with your policy or human resources team have their own lived experience ? this is a valuable commodity. This value should be acknowledged accordingly through providing higher duties payment while they are part of the collaborative team. During the time spent working on the collaborative project the key performance indicators associated with that employee's employment should also be adjusted. There is little point increasing the levels of stress and anxiety while working on stress and anxiety reduction polices. This can be caused when an employee is being pressured by their direct supervisor about the reduction in productivity while they are attending policy meetings. Let the staff member's supervisor know that their worker is making a valuable contribution to the company while they are away from their workstation.

'Reasonable adjustments' it is all in the name: Such essentially, 'reasonable adjustments' will acknowledge the value that your organisation places on that staff member. This may lead to the benefit that your employee may decide that they want to stay with your company. Recruitment for new staff can be a very drawn out and expensive process. This equates to more benefits for your company by it proactively being more inclusive. People with disabilities are an asset to your company. Inclusion brings benefits to all and can snowball beyond your immediate and future expectations.

[DoubleChevron]

Hello All,

Some of Double Chevron's earlier comments made me stop and think. This led me to write the following. Yes, folks - my clandestine activities continue....

Kind regards
Lionel

================================================== ===============
Proactively making your workplace more inclusive can reap multiple measurable and definable benefits for your company.

One of the hardest things to do when adopting disability inclusive practices within the workplace, or indeed within a society, is to exclusively quarantine the benefits to just the individuals with disability that you adopt inclusive practices for. For example, the incorporation of ramps into a building, or the transition from a footpath to a roadway - via a slightly-angled, instead of an acute-angled kerb, will allow wheelchair accessibility. The same angled-back kerb also aids young family groups who have infants in prams. Individuals with temporary or permanent mobility issues that require wheelie-walkers will also benefit from angled kerbing. Or simply attempting to get a trolley full of groceries to your car in a shopping centre's carpark by featuring angled kerbs. Steep vertical drop-offs between the footpath and the carpark service can be a very disconcerting event to experience even for the fit and healthy.

Focussing on Autism and inclusion can have flow on benefits: A quick dive into research about Autism will reveal that higher levels of stress and anxiety are frequently associated with the condition. The same article will frequently mention how giving clear and concrete, non-ambiguous directions to an individual with Autism can reduce the rise of stress and anxiety. To accommodate this fact, as a manager you could ask the policy section of your company to review all the policies and procedures so that they are clear and unambiguous.

Do you think that the only the Autistic members of your staff will benefit from this review of policies and procedures? I am confident that you will find that the answer is a resounding, 'no'. In fact, you may find that the overall performance of your company is increased. This is because the general amount of stress and anxiety caused by attempting to implement unclear policies and practices by all your staff will be reduced. Staff who are less stressed and anxious at work take less sick leave than stressed and anxious staff do. This increases overall productivity. Having a less stressed and anxious staff could have another side-effect - your staff might be more efficient and even happier. This improvement in the workplace is another factor that is difficult to quarantine. Do you think that your customers or stakeholders might benefit from having more efficient staff when they interact with your company and workplace? Who knows, your company may become the employer of choice within your industry.

Think of the benefits that may be produced when your clients walk away from interacting with your staff feeling happier than when they first entered your establishment. Your company could become the provider of choice for your customers and stakeholders. All these benefits could be brought about by what are the difficult to contain the positive consequences of your choosing to make your workplace more inclusive. Instead of automatically associating more disability inclusive practices as a cost; perhaps the time might just be right to consider all the real, definable and measurable benefits that can be attached to inclusiveness. Your personal and company's bottom line may actually benefit from making such changes. There could be an additional quarantine breach too - you as a manager could be a happier person too - I am confident that your family and friends will appreciate this too.

Codesign Policies and procedures: Something to consider when making changes to policies and procedures is not to have the task done in isolation where only the policy staff are involved. Codesign or collaborative practices that involve staff with disability and other workplace groups will bring about greater improvement. Staff who are collaborating with your policy or human resources team have their own lived experience ? this is a valuable commodity. This value should be acknowledged accordingly through providing higher duties payment while they are part of the collaborative team. During the time spent working on the collaborative project the key performance indicators associated with that employee's employment should also be adjusted. There is little point increasing the levels of stress and anxiety while working on stress and anxiety reduction polices. This can be caused when an employee is being pressured by their direct supervisor about the reduction in productivity while they are attending policy meetings. Let the staff member's supervisor know that their worker is making a valuable contribution to the company while they are away from their workstation.

'Reasonable adjustments' it is all in the name: Such essentially, 'reasonable adjustments' will acknowledge the value that your organisation places on that staff member. This may lead to the benefit that your employee may decide that they want to stay with your company. Recruitment for new staff can be a very drawn out and expensive process. This equates to more benefits for your company by it proactively being more inclusive. People with disabilities are an asset to your company. Inclusion brings benefits to all and can snowball beyond your immediate and future expectations.

Its still to hard to read. As soon as I see "inclusive" or any of those buzz words, my brain screams "this will be a lefty moron"... and I'll stop reading right there. Though in this case, certainly not. This however is far to difficult to read. If these sort of policies are required in workplaces where there is disabled people working, workplaces will just not hire anyone with a disability or autism as its simply to much effort and drama, not to mention cost.

Can this be written in a way an "average" person would be happy to read it. This reads to much like a researcher has written it for other researchers to read. Imagine getting your average McDonalds worker to read and understand any of these articles.

seeya,
Shane L.

[Lionelgee]

Its still to hard to read. As soon as I see "inclusive" or any of those buzz words, my brain screams "this will be a lefty moron"... and I'll stop reading right there. Though in this case, certainly not. This however is far to difficult to read. If these sort of policies are required in workplaces where there is disabled people working, workplaces will just not hire anyone with a disability or autism as its simply to much effort and drama, not to mention cost.

Can this be written in a way an "average" person would be happy to read it. This reads to much like a researcher has written it for other researchers to read. Imagine getting your average McDonalds worker to read and understand any of these articles.

seeya,
Shane L.

Hello Shane,

You are equally as astute this time around as you were previously. I am targeting - as described in an earlier post - a particular audience. I am a researcher - writing for other researchers - who knows a company director with a wellbeing and inclusion budget they wish to spend. I did train and work as a print journalist for a couple of years. I can write for the journalistic target audience of readers who reached Year 10 level. Your average McDonald's worker.

However, what I am currently writing is not targeting a Year 10 audience. Please consider Shane that this site - with further ongoing negotiations with Dave (Incisor) is a clearing house. This is a space that provides me with proof that what content I might send a company - that I either work for or consult for, cannot claim that my contributions to something like a "Wellbeing Tips and Tricks" section belongs to that company. This is intellectual property that the company can claim to hold commercial rights over in perpetuity - meaning forever.

Here is an example. If you do not perform all your own mechanical work on your car you will take more complicated jobs to a mechanic. You hope - because it is not always guaranteed - that the mechanic you have taken your pride and joy to is competent. They have trained in a TAFE college (okay I am showing personal prejudice here) and passed all their trade tests. They have also worked with other tradespeople at the workshop. Each year of working in their trade after they finished their apprenticeship acts as a store of first-hand gained knowledge and experience that they can draw on when they work on your car. If they are an independent workshop - they have also chosen specific tools and equipment that they need to successfully and efficiently work on your car. When you go to pick up your expertly worked on car you pay the mechanic the bill. You are not only paying for parts and labour, you are paying for their expertise. This is the very same service they offer all their clients - because they are a good operator and they are a professional.

Do you think it would be reasonable for the mechanic if you came along and said, "Right, now that you have received my payment for your services, I have exclusive rights over any further work you accept. I can choose who you take on as a client and I can choose what vehicles you work on. Get used to the following fact - from now on all the work you do is mine. I get the rewards for your work from now until forever."Oh, and if you publish or present anything new based off your PhD, I will own it too because it is based off the work I paid you to do. Your arse is mine".

Do you think this is fair and reasonable? This is what most organisations attempt to achieve when they form their Intellectual Property policies. In such an example my years of study - lived experience is handed over to a company who can do with the content whatever they want - without crediting my work. For some strange reason I object to this. Hence, this clearing house. It provides me with proof that all I did was spend five minutes of company time pasting in some work that I can prove was conducted elsewhere in my own time and using all my own resources. Unfortunately - this knowledge was gained via my having to pay for an Intellectual Property Rights lawyer's services before I even completed my Doctoral studies. I learnt that I have to cover my arse! Via the good ole school of hard knocks. Once bitten ...

By the way, Shane - I can even write short posts - about Land Rovers. Take a look at some of posts in other sections [bigwhistle]

Kind regards
Lionel

[Lionelgee]

Hello All,

Welcome to Lionel's Wellbeing, mayhem and mischief corner!

With a tweak of my subscription level and after some further consultation with Dave (Incisor) - welcome to this new thread under General Chat!

Take great care visiting this thread as it may not contain ANY Land Rover content. This thread will most likely contain some "Touchy & Feely" content. So just be aware. Forewarned is forearmed.

I welcome constructive feedback.

Now, that this is identified as a separate thread within General Chat, it will allow people to skip past any posts - if you are not interested in reading the content.

Welcome - welcome - one and all!

Kind regards
Dr. Lionel

[Pedro_The_Swift]

Hello Dr Lionel,
Ive got this itch... down there...



Yes Yes its a 007 line....

I hope this works out for both of us.. ;)

[Saitch]

I wait with caution. I must say that I was missing Bob10 and his sometimes, obscure input.

[Lionelgee]

Hello Dr Lionel,
Ive got this itch... down there...



Yes Yes its a 007 line....

I hope this works out for both of us.. ;)

Hello Pedro,

No - not that sort of wellbeing, Pedro. Your description would come more along the lines of medical. My area is preventative health - health promotion = wellbeing. Oh. "Dr". as in Doctor of Philosophy. Topic of thesis oddly enough dealt with wellbeing and disability - go figure!

Regards
Lionel

[RANDLOVER]

Good decision Lionel, the Dr. says "No".

[RANDLOVER]

I thought Lionel would be hammering The Living Daylights out of this thread by now.

[Lionelgee]

I thought Lionel would be hammering The Living Daylights out of this thread by now.

Hello RandLover,

Strategy - playing the long game. Umm could be taking a rest too!

Perhaps ... plotting ... [bigsmile]

Kind regards
Lionel

[RANDLOVER]

Not a problem as Tomorrow Never Dies.

[Lionelgee]

Hello All,

After experiencing some technical issues attempting to access the company network and its main location for accessing all the files relating to my being able to perform well in my new job - I travelled home and put on some music. One of my first ports of call was a Jimmy Cliff song. Playing it brought some thoughts to mind .... please see below. Oh. when the same technical issues dogged me and from prevented me from accessing the intranet the next day, I came home and my playlist started with Rammstein, Linkin Park and Iron Maiden... all played very, very loud! Hmm... filed under the title of "rage or vent" songs. Oh, this was not helped by the IT person located in a capital city sending email replies to my assistance requests that amounted to... "My computer monitor here in the capital city says ..." While meanwhile located where I am in a regional city my computer was saying something totally different. More evidence sent to said capital city - more replies of what the IT person maintained was what their computer said... arrgggghhhhhh Increase in stress levels .... need to come home and play music really .... really .... really loud. There are some benefits of living on acreage after all.

Here is a matching clip - not sure if it contains rude words - so beware... Accessed 9th August 2025 https://www.youtube.com/watch?v=J-ka8NykO_g The clip sums up the situation. Oh there is a Kevin B. Wilson song that can be found on YouTube after typing in Operator 42 - however, that does contain lots and lots of potty mouth language!

Kind regards
Lionel

================================================== =============
The following document was written on the 29th of July 2025.

Jimmy Cliff "Many Rivers to Cross" ... and changes in perspective
There are times when we either need to chill out or to find some source of encouragement for when things sometimes inescapably look a bit bleak. For example, multiple efforts have been launched, and success remains elusively just out of our grasp. During these times we might feel a bit flat when we attempt to gather our energy so that we can keep on persevering. Our battery is running low. Over time I have developed a song list to match different moods. The list is also used when I am attempting to shift out of a current mood and shift over to a more desirable emotion. One of the songs on my 'Chill' or 'Perseverance' playlist is a song by Jamaican born Jimmy Cliff. There is a story behind this version of the song that I will provide a hyperlink for you to access. This version represents changes in life and subsequent changes in one's perspectives. Back in 1969 when Jimmy Cliff was 21 years old, he wrote the song "Many Rivers to cross". Some years later, approximately in 2008, Jimmy updated the lyrics of the song to note changes in perspective that he had experienced over his life. The 1969 version represents a young person's quest to find a way across 'the many rivers', or barriers that life can sometimes throw up at us. The 1969 version of the song represents a statement of fact, or a snapshot of the time.

The second half of the 2008 version of the song is written from the perspective of a more mature individual. Barriers mentioned back in 1969 were overcome... even when the only motivating factors were, "my will" and a "because of my pride". This is a bit dire, especially when one's will and pride is the only things left in the arsenal. As years progressed periods of reflection revealed other things that got Jimmy across the multiple 'rivers' were how "love is my foundation; wisdom is my capital; truth is my redeemer. Perhaps these are sources that we can draw upon too, while we seek out some energy to keep ourselves going during the times when things start to look a bit bleak. This song was recorded in Jools Holland's show "Later" when Jimmy was 60 years old! The best version of the song can be found by clicking on https://www.youtube.com/watch?v=pBzXtc8CrrM. The strength of Jimmy's voice at 60 years of age is testament to the power of true enduring talent and artistry.

Out of interest - Just before the end of the song appearing on the wings of the stage, is Paul Weller - the main force behind the UK band the Style Council, Now, here is a surprise! Some of the Style Council's songs feature on some of my lists too. However, that is a story for a different time.

Copyright July 2025 Dr. Lionel G. Evans

[V8Ian]

Are you familiar with Toni's version, Lionel?


https://youtu.be/q2NZd78oQ7E'si=juY03Od-a0hhqBAN

[Lionelgee]

Are you familiar with Toni's version, Lionel?



Hello Ian,

Yes, I am very familiar with Toni Child's version. I like many of Toni's songs. Apparently, Toni left living in Hawai'i and moved to Australia. Toni's music just exudes soul. I also like UB40s more ska version. Joe Cocker used to pump out a great version too. Accessed, 9th August 2025 from, https://www.youtube.com/watch?v=bHI0lRql8jAHowever, that version of Jimmy's version is the only one which is reflective. A split in the middle of the song with a 21 year old's perspective in the first half and a mature aged person's perspective in the second half. It is the getting over part and what keeps an individual moving forward through hard times was my main motivation for selecting that track.


Kind regards
Lionel

[V8Ian]

I thought Toni came from mainland USA. Her parents were fundamentalist Christians, who did not allow music.

[Lionelgee]

I thought Toni came from mainland USA. Her parents were fundamentalist Christians, who did not allow music. Hello Ian, yes - Toni was born in mainland America in Orange, California, and lived in Arkansas, Kansas, Oklahoma and Nevada during her childhood. Then moved to Hawai'i some time later as an adult. Then Toni moved to Australia.

Please see a media press release - biography, I accessed 9th August 2025 from Grammy Award nominated 80s singer Toni Childs Now An Australian Citizen - The Write Drop (https://thewritedrop.com.au/grammy-award-nominated-80s-singer-toni-childs-now-an-australian-citizen/)

Kind regards
Lionel

[Lionelgee]

Hello All,

Without seeing Jimmy Cliff's original lyrics - each time I hear him sing the song Many Rivers to Cross, I am sure that other people who copied the lyrics to the song down in writing have made a 'mondegreen' - a word that relates to misheard lyrics. To get a copy of any of the lyrics to the songs mentioned in this article, please go online to your preferred search engine. Then type in the word Lyrics and then type in song title and the name of the artist. For example, "lyrics many rivers to cross Jimmy Cliff". Click on your choice of providers and as if by magic, the words to the song should appear...

There`ll be times when I find myself thinking
Of committing some dreadful crime.

To me this lyric is totally out of character with the rest of the song's mood or intentions. I reckon the lyric should be written

I find myself thinking
I've committed some dreadful crime

As in 'I've' is the abbreviated version of "I have". To explore this a bit further; let us substitute out 'think' and swap it with "It feels like I've committed a dreadful crime".

When in fact Jimmy has not done so. No real crime - 'dreadful' or otherwise, has been committed

Is there any words in the song lyrics that indicate why Jimmy Cliff could think or feel like he could be the perpetrator of a "dreadful crime"? Yes, there is. The most significant are these four lines.

And this loneliness won't leave me alone
It's such a drag to be on your own
My woman left and she didn't say why
Well I guess I have to try.

Have you ever been in a relationship that has broken up and the other person does not explain why they are leaving you. Just being told that they are breaking up with you without an explanation does not tend to leave you in a very good place. Doubts and self-recriminations start flowing in. So, too does - as Jimmy has already suggested, "loneliness won't leave me alone". To provide an example of not knowing why your partner has or is leaving you visit your preferred music provide and listen to UB40's chorus of their song Where did I go wrong? The song can be accessed via https://www.youtube.com/watch?v=7B3g1ovVQzc.

Where did I go wrong to make it like this?
No warmth in your body, no touch in your kiss
Holding you now hurts more than it should
If I let you go, girl
You'll be gone for good

Apart from Jimmy's break up - without any explanation - a quick read through the lyrics of Many Rivers to Cross soon provides a significant list of trials and tribulations being experienced. Everyone has experienced a time when it seems the world is against you. We might even start looking out for where the next kick in our guts will come from. At times like these, a thought might enter into your head ...: what have I done so wrong to deserve all these bad things that are happening to me!". Here is another song that can reinforce the significance between the word in the lyrics "of" and change it to "I've" in the Many Rivers to Cross' lyrics about "I've committed a dreadful crime" this reinforcement is provided in a jazz standard song from 1929. The song, composed by Fats Waller and Harry Brooks is, (What Did I Do to Be So) Black and Blue? Where one interpretation of the song title's lyrics could be that the person has been beaten up by life until they are black and blue

Cold empty bed, springs hard as lead
Feels like ol' Ned wished I was dead
What did I do to be so black and blue?


Another interpretation is that the singer is of African-American descent, and they are feeling mighty sad - they have the blues.

Does each of the songs I have provided feature people who have committed some dreadful crime? No, they have not. Do they feel good about something they may have done, or how people feel and act towards them? That would be a 'No' in my book.

Anyway, next time you read the lyrics or hear someone sing Many Rivers to Cross just consider whether launching an attack on the world that has been beating you down going out and committing a dreadful crime as most of the current interpretations of Jimmy's song seem to suggest -

There`ll be times when I find myself thinking
Of committing some dreadful crime.

Where "of" is the operative word...

Or looking over all the lyrics and the list of trials and tribulations thrown against Jimmy - including being dogged by loneliness because his lover had left him - without explaining why - could have left him feeling emotional bruised and wonder why the world has turned against him. Because it feels like - as the lyrics may from the perspective suggested within this document that a mondegreen has occurred and the "of" should be replaced by "I've"

I find myself thinking
I've committed some dreadful crime

Well, that was a lot of words to write about the possible difference between the implications of different interpretations offered by substituting "of" with "I've". Ah, the English language ... you just have to love its subtle nuances and complexities. The type of analysis involved in interpreting the songs relates to Rom Harre's technique of 'Discursive analysis' (see: https://www.redalyc.org/pdf/647/64747729029.pdf).

Kind regards
Lionel

[p38arover]

I haven't looked at this thread for a while. I flicked through the later stuff posted after my last comment but didn't didn't read any of Lionel's walls of text.

I simply couldn't be bothered reading airy-fairy crap stuff.

[Lionelgee]

I haven't looked at this thread for a while. I flicked through the later stuff posted after my last comment but didn't didn't read any of Lionel's walls of text.

I simply couldn't be bothered reading airy-fairy crap stuff.

Hello Ron,

Gee... and that was me writing academic 'lite'. I did not even get into the roles of illocution and perlocution, or the indexicality of the personal pronoun usage. Or the multiple representations of the self's - there being three of them.

I was exercising a writing style that I have not revisited for a number of years. I have gone a bit rusty - it seems. As I was writing I thought of how many buttons I would press in certain people.

Academic writing style muscle exercised in preparation to write some peer reviewed journal articles = tick
Some buttons pressed of audience members a bonus = tick + tick

Result ... I call that a success. [bigsmile1]

Kind regards
Lionel

[Lionelgee]

Sensory Processing in virtual training sessions

In the last post, I described how multiple sets of eyes staring through a computer monitor towards an individual with Autism during a virtual meeting can be off-putting. Another factor that plays into consideration is a condition frequently associated with Autism - that is Sensory Processing Issues, also known as, Sensory Processing Impairments. I prefer to use the former term of Sensory Processing Issues (SPI). This is mostly because an individual with Autism already has an array of 'impairments' diagnostically linked to them. It is how they received their diagnosis in their first place, via an impairment or deficit model - one that does not have to be repeated throughout their lives. One of the forms of SPI in Autism is the difficulty in accurately processing multimodal sense-based data. By its very nature, virtual broadcasts are multimodal. Virtual interactions via a computer feature visual data and sound. This combined data needs to be integrated, interpreted and actioned - all at the same time. For example, a virtual instruction session where a new employee is being introduced to the organisation's Client Management System (CMS) program.

Translating multimodal data into actions during a training session
In the case of a CMS instructional virtual training session, the new employee with Autism could be sitting in a noisy room where their workstation is located in a shared space arrangement. Therefore, possible flickering lights, the sounds of coworkers surrounding them, are all adding other sensory-based stimulus that need to be filtered out, while the individual with Autism attempts to navigate their way around a new program. In the meantime, sensory-based data streaming through their computer monitor could be featuring a 'shared screen' showing the different steps being performed to enter data into specific sections of the CMS. Meanwhile, there may be a minimised screen of the instructor performing the task as they talk, while these multimodal forms of data are compounding and flowing toward an individual with Autism. Add further to this is the instructor's requirement that the audience members are expected to be following their instructions to accurately manipulate the data in the CMS. The instructions are delivered via a form of demonstration, which combine audio (spoken instructions), visual data (written text on a portion of the screen), and map movement with the eyes (the instructor using their mouse - clicking on the correct drop-down window). This combined data is decoded in the brain and then internal directions are being delivered by the fingers onto the keyboard, or through the mouse. These demonstrated actions must be accurately replicated by the learner so that they can comply with and duly perform the required task on their own computer. In the meantime, the instructor is advancing through the training process, while the learners must keep up with the instructional pace, or they will fall behind and become hopelessly lost. During this time, the individual with Autism is thoroughly aware of their status as a new employee - their status of being on probation, where lack of performance could mean a proximate lack of employment.

To further complicate the processing of multimodal data and the correct assignment of data into the CMS system can be an instructor who asks random participants to answer questions. Part of my training as a TAFE trade teacher was how to incorporate asking questions to encourage learning. I was taught a technique known as 'Pose, Pause and Pounce'. 'Pose' a question to the class. 'Pause' for long enough for your hopefully attentive class members to become sufficiently anxious that they will be asked to answer the question. Then pick your victim ... oops, put a strike through the 'v' word ... pick your attentive, or frequently inattentive class member, and 'pounce' on them to answer your question.

Now, add in a further underlying consideration - among all the staff members attending this training event the individuals with Autism will be trying four times harder to be attentive and gain success, than the other participants are attempting to achieve. What is the consequence of this to an individual with Autism? The results can be a combination of things. The least of which can be rampart levels of stress and anxiety being triggered. The need to overcome SPI related to multimodal sense-based data, while performing tasks that demand both understanding and high levels of competency can also trigger mental exhaustion.

Educational Wounding: An unfortunate consequence of our education system during school years and university studies can be another instructional technique that some of the least quality instructors utilise - namely, shame and ridicule to shock people into learning. Being a teacher is a 'power' thing after all, 'you must control your classroom'. Unfortunately, within this power-based style, our education system can be wounding. Take a quick break some time and visit your favourite search engine, and type in two words 'educational wounding', or 'academic wounding'. The instances of educationally wounding experiences can mean that any future one-on-one interactions between an instructor and an individual - where they are 'singled out' for 'special attention', or made 'an example of to the class' can be triggering for a survivor of historic educational wounding-based trauma. Being a form of trauma, educational wounding can return in later life during incidents when an individual is being singled out for special attention by a workplace instructor. Enter voice-overs and flashbacks of their historic episodes of being shamed and ridiculed. This being singled out can only have one result - the individual's stress and anxiety levels rapidly escalate and subsequently, their ability to think and perform competently plummets. All this 'special' attention is occurring while their colleagues are actively observing what is happening during the workplace training event. There is no place to hide. While research conducted by the Australian Bureau of Statistics in 2022 does not specifically mention educational wounding, it does identify how 68.9% of Autistic 5-20-year-olds attending school or an education institution experienced difficulty at their place of learning.(1) This may have contributed to how only 5.2% of Autistic people in Australia had a bachelor's degree or higher, compared with 19.7% of people with a disability and 35.3% of people without a disability.(1)

Things to consider: Please, consider the following. Given the right working environment, some of your most dedicated and committed members of staff will be employees who live with Autism in their daily life. I have attempted to provide you with a small degree of insight into the environment where individuals with Autism have to navigate their way through each day at work. They know the pitfalls that can catch them out. Despite this lived experience, they arrive at your workplace each day and they strive to do their best, throughout the whole day. Do not be surprised that because they sense that they may be slipping behind their colleagues' level of performance - the individual with Autism will be doing extra study at home. This represents an additional layer of effort and dedication than their other non-Autistic colleagues may outlay away from work.

Everyone can have a preferred learning style
By the way - individuals with Autism are not the only people who experience multimodal sensory processing issues. A quick dip into educational theory regarding 'learning' styles will divide 'learners' into three main categories. Visual, auditory and kinaesthetic. People who learn best via seeing information; individuals who learn best by hearing information; and people who learn best through doing ? performing the task physically. If you are a visual learner and the instructor has just loaded up a monitor screen full of text while they are verbally explaining the written content - your brain is attempting to blank out the sounds. Your brain is telling itself, "Stop talking at me, I am trying to focus". Alternately, for an auditory learner, while your brain is trying to focus on what is being said. Meanwhile there are screen dumps of text, your own levels of frustration is invariably increasing. Ever felt drained after a training session - virtual or not? It could be because your brain has been battling with filtering out a mode of communication that does not match your learning style. During the training you have been committing energy to overcome this superfluous information stream, "Hey! I'm trying to focus here!" Now here is a kicker ... a kinaesthetic learner is facing two superfluous modes of communication while they try and learn the new skill! "Gee, leave me alone - stop talking to me. Stop presenting screens full of written instruction to me. Just give me some space where I can do this stuff alone! Give me time to work this stuff out by doing it" None of these examples about natural learning styles have involved Autism. We as humans are separately called 'individuals' for a reason; each of us, regardless of any form of disability, have our own learning styles that work best for us.

Solutions: Well, if you have reached this part of the document by reading it then you are already progressed along the right path. You have taken time out of your day to understand one or more of your colleagues - regardless of whether they experience Autism or not. Transfer this time of understanding and create a place within your workplace where similar levels of understanding are incorporated into your daily work practices. I have previously written in other articles how to some, and I repeat the word - 'some' individuals with 'Autism are behind the eightball as soon as virtual meetings or training is involved. Allowing such things as 'cameras off', is a very simple solution to that. In the case of this article, flexible learning modes could involve you scheduling virtual training events in a quiet location. Or allow the employee to hook into the virtual training event from their home. These allowances demonstrate your understanding of individuals with or without Autism requirements so that they may be able to learn effectively. Provide an environment where they can thrive and you may just have found yourself a dedicated long-term employee. Also, just take some time to pause and observe something in your workplace. Now, getting back to Autism specifically; a day or two after a virtual training event you may find other employees who attended the same training session gathered around the individual with Autism's workstation. Because the individual with Autism has made such extra efforts to learn the new program they have been noticed as being competent at using the CMS by their colleagues. Their colleagues ask the individual with Autism for their assistance because they themselves struggled with learning the program during the virtual training event and they have come up with their own effective solutions. To gain a better understanding of the process the individual with Autism may be able to better explain things to their colleagues than the trainer provided during the online event. During their training these employees did not raise their hand and ask questions, or admit they could not follow the instructions, because they did not want to look bad to the instructor, or to their manager.

Another solution could be to hold a 'refresher' session or set up peer-based learning sessions, like a tutorial session, that is held after the initial virtual training session. These tutorial sessions should not be linked to them being considered remedial - they should represent an active community of practice. Do not just rely on instructional feedback forms to gauge the success of a training event. A potentially more proactive approach to take to avoid forming potential barriers to learning could be utilising codesign and collaboration. Ask the instructional design staff to sit down with your staff members with lived experience of Autism - and without Autism, to discuss how the training could be more effective and more inclusive. This level of understanding and creating a safe learning environment will only pay dividends to all your employees. These dividends will also flow onto your stakeholders. The dividends will also flow onto you as an individual yourself. It represents a true 'win/win' situation for everyone.




(1) Australian Bureau of Statistics (2022). Autism in Australia 2022. Australian Bureau of Statistics. ACT. Section ?Education.? Autism in Australia, 2022 | Australian Bureau of Statistics


(https://www.abs.gov.au/articles/autism-australia-2022)Copyright Dr. Lionel G. Evans 17th August 2025

[DiscoDB]

Hi Lionel, I understand why you are posting here, so good idea and keep up the good work. Do not forget LinkedIn is probably where you will engage more with like minded Professionals and Academics if seeking feedback.

One recommendation I would make is to try to use more paragraphs. I realise Academic writing is different to other forms of written material, but you should still aim to make your material more readable. Think about the audience.

A good structured paragraph should only introduce one point or idea, and then the next few sentences reinforce that point. Once you are ready to make a new point or introduce a new idea, start a new paragraph. Try to limit each paragraph to 3-5 sentences, but related to the opening sentence point.

The reason we do this is it allows the reader to skim over what is written by reading the first sentence in the paragraph. If they agree or understand the point, or are looking for something specific, they can the jump to the start of the next paragraph. It makes it much easier for the reader. It even helps people on the Spectrum who can become overwhelmed by too much detail in one paragraph.

Does not matter if you are posting here or on LinkedIn, but you should give this a try and you will find your material is much easier to read and follow. Of course when publishing in the world of Academia you can always remove the paragraph breaks to reiterate that it is not intended to be read by the general public. [emoji851]

Cheers.

[Lionelgee]

Hello DiscoDB,

Thank you for your post and your constructive feedback. I visited one of the copies of my last post about Sensory Processing Issues that was on my computer. I broke some of the paragraphs down to a single thought or idea. So modifications were made.

Further modification of structure are also dictated by the word limit that LinkedIn places on the length of posts. This changes the arrangement of sentences and paragraphs at the point of posting. I could follow a strict character/word count to make sure that I can copy and paste directly into LinkedIn without any "word count has been exceeded" messages popping up. However, such arbitrary oversight allows me to toy with the structure and re-edit what I have posted.

In my latest post I decided to incorporate extracts from my research participants to provide a real example of a response.

I toyed with the idea of including quotes before. This time I did add an extract.

Anyway, all grist to the learning mill anyway!

Thank you again for your astute contributions DiscoDB

Kind regards
Lionel

[DiscoDB]

All the best with your writing Lionel.

I do a lot of technical report writing which if different again. Here we can end up with very long paragraphs with 7 or 8 sentences when providing technical descriptions. But we follow the same principle - stick with one thing being described or discussed per paragraph. A lot of the time my report writing ends up being about making it look right. Even doing little things like avoiding paragraphs that roll over to a new page.

I suspect academics get frowned upon if they make a paper too easy to read. It is as if their education level is measured by the length of their paragraphs. They are expected to expand on the point, even taking up to half or two thirds of a page to make and prove a single point in one paragraph. They will introduce an idea, present the supporting evidence, analysis, and conclusions all in a single paragraph. They just keep adding to the point as if the longer the paragraph is the more it must be correct. There really is no limit to the length of paragraphs in academic writing as you are encourage to write as much as you want and not limit yourself when expressing an idea. Unfortunately this approach does not translate well when sharing with the general public. My instincts are telling me that I need to add a break but I am still yet to provide any concrete evidence. And yes I am poorly demonstrating this difference with this paragraph as I have not even provided any supporting data that very long paragraphs are hard to read. Perhaps I need to add citations as we know in academia there is no such thing as a new idea. You will find AULRO full of posts just like this and people wonder why they get skipped over. Try looking at this on your phone instead. Can I take a breath now?..[emoji851]. Would be cool if academics used emojis but that may be another point for another discussion. So this breaks several rules now even for academia. It is just a bit of mischief and mayhem for this thread.

So do not follow my advice when writing academic papers if you want to be taken seriously. Academia can be very judgmental if you make something too easy to read and comprehend. [emoji848]

[Lionelgee]

Hello DiscoDB,

Thank you again for your insight. After years of searching I have found an academic writing mentor so I can get peer reviewed journal articles distributed 'out there'. We are yet to have our first meeting. I had a bit of a rough patch with my first round of having a Principal Supervisor - ended in irreconcilable differences and a show down. My new Principal Supervisors' role was to get me through and clear the examination hurdle. In the process I missed out on being mentored to write journal articles. I have co-authored a number of problem electronic gaming machine and harm based journal articles. I did all the grunt work and the lead researcher wrote the journal article and my contribution was acknowledged as being a co-author.

I used to be an instructional designer - sometimes referred to as a 'technical writer'. I can appreciate where your descriptions about your professional writing are coming from.

I am very much looking forward to the getting amongst the academic writing challenge. It has been a long time coming!

Kind regards
Lionel