Évaluation de l’impact d’une formation en ligne sur l’autisme sur la modification des connaissances des employeurs sur l’autisme et de leur engagement en faveur de l’inclusion sur le lieu de travail

Titre original en anglais : Evaluating the impact of an online autism training on changing employers’ autism knowledge and commitment to inclusion in the workplace

Cette publication est incluse dans le projet « Contributions académiques de personnes autistes sur l’autisme ». un auteur·ice de cette publication est identifié·e comme autiste dans le projet.

À propos de la mention auteur·ice autiste

Ashworth, M., Heasman, B., Crane, L., & Remington, A. (2024). Evaluating the impact of an online autism training on changing employers’ autism knowledge and commitment to inclusion in the workplace. Neurodiversity, 2. https://doi.org/10.1177/27546330241249266

Date de publication: 01/02/2024 Ajout dans AutiHub: 30/08/2026 Type: Article Langue de l’article: Anglais

Cette publication est intégrée dans AutiHub via :

Auteurs

Auteur·ices des publications
4
Auteur·ices de la publication identifié·es comme autistes
1 / 4 (25,0 %)

Résumé

Les connaissances des employeurs sur l’autisme peuvent constituer un obstacle majeur à l’accès à l’emploi des personnes autistes. La présente étude a évalué l’efficacité d’un programme de formation en ligne sur l’autisme, Understanding Autism in the Workplace, pour modifier les connaissances des employeurs sur l’autisme et leur engagement en faveur de l’inclusion sur le lieu de travail. Des employeurs (N = 129) issus de 22 organisations au Royaume-Uni ont suivi la formation avec un formateur autiste (n = 45) ou non autiste (n = 84) et ont rempli des questionnaires évaluant (1) les connaissances sur l’autisme et (2) l’engagement en faveur de l’inclusion sur le lieu de travail (CIW), avant et après la formation. Les résultats ont montré qu’au niveau du groupe, les connaissances sur l’autisme et le CIW se sont améliorés entre avant et après la formation pour tous les participants, tant avec le formateur autiste que non autiste. Ce dernier résultat peut être attribuable au fait que la formation a été co-conçue par des personnes autistes. Toutefois, au niveau individuel, seule une minorité de participants (tant avec un formateur autiste que non autiste) a montré une augmentation significative des connaissances sur l’autisme (10,1 %) et du CIW (5,8 %), ce qui suggère que la formation sur l’autisme a été plus efficace pour certains participants que pour d’autres. La formation sur l’autisme ne devrait pas être la seule initiative visant à lever les obstacles à l’emploi des personnes autistes, mais devrait faire partie d’un ensemble plus large de mesures de soutien destinées aux employeurs.

Employers’ knowledge about autism can be a key barrier to autistic people obtaining employment. The current study evaluated the efficacy of an online autism training program, Understanding Autism in the Workplace, in changing employers’ autism knowledge and commitment to inclusion in the workplace. Employers (N = 129) from 22 organizations in the UK completed the training with an autistic (n = 45) or non-autistic (n = 84) trainer and completed surveys measuring (1) autism knowledge and (2) commitment to inclusion in the workplace (CIW), before and after the training. Results showed that at a group level, autism knowledge and CIW improved from before training to after training for all participants, for both the autistic and non-autistic trainer. This latter result may be attributable to the training being co-designed by autistic people. At an individual level, however, only a minority of participants (both with an autistic and non-autistic trainer) showed a significant increase in autism knowledge (10.1%) and CIW (5.8%), suggesting autism training was more effective for some participants than others. Autism training should not be the sole initiative to address barriers to employment for autistic people but should be part of a broader package of support for employers.

Bibliographie citée par cette référence

Les références citées sont importées depuis des sources externes de métadonnées lorsqu’elles sont disponibles. La liste peut être partielle.

Vue d’ensemble de la bibliographie citée

Ces indicateurs décrivent la bibliographie citée par cette publication. Un nom d’auteurice est compté chaque fois qu’il apparaît dans une référence citée : une même personne peut donc être comptée plusieurs fois. Les noms qui ne sont pas encore associés à un·e auteurice déjà présent·e dans AutiHub sont traités comme inconnus, pas comme non autistes. Dernier calcul : 12/09/2026 01:04.

Références citées
74
Avec un DOI
60
Sans DOI, à partir du texte brut de la bibliographie
14
5 / 74 (6,8 %) références citées comprennent au moins une personne identifiée comme autiste.
Références avec données à compléter
9 / 74 (12,2 %)
Références avec noms d’auteurices détectés
65 / 74 (87,8 %)
Sans nom d’auteurice détecté
9
Sans titre structuré
8
Sans identifiant stable
14
Références avec noms bruts d’auteurices restant à vérifier
8
Références avec problème de récupération des métadonnées externes
0
Ces indicateurs portent sur les références citées affichées sur cette page, après fusion des doublons techniques. Une référence sans DOI peut quand même soutenir les statistiques d’auteurices lorsqu’un titre et des noms d’auteurices sont disponibles.
Noms d’auteurices détectés dans la bibliographie citée
255
À partir du DOI ou de métadonnées externes
255
À partir du texte brut validé de la bibliographie
0
Noms bruts déjà validés
0
Noms bruts restant à vérifier
8
122 / 255 (47,8 %) noms sont associés à un·e auteurice déjà présent·e dans AutiHub. 133 / 255 (52,2 %) noms ne sont pas encore associés.
Noms associés à une personne identifiée comme autiste
11 / 255 (4,3 %)
Calculé sur l’ensemble des noms d’auteurices détectés dans la bibliographie citée. Parmi les noms associés à un·e auteurice déjà présent·e dans AutiHub : 11 / 122 (9,0 %). Personnes distinctes identifiées comme autistes : 9 / 201 (4,5 %).
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