They may misconstrue the person’s behaviour as rude, insensitive or unfriendly.However, the good news is that there are plenty of simple ways to make sure that the person has the support they need and to ensure good positive working relationships.If you become aware of any of these problems, try to deal with them swiftly and tactfully, and make colleagues aware of the potential for misunderstanding.Your autistic staff member may also have some difficulty in adapting their existing skills and knowledge to new tasks or environments.Jacqui Copas, Customer Reception Supervisor at First Great Western Railways Recruiting and interviewing an autistic candidate Employment training and consultancy services Our online training modules Autism Equality in the Workplace by Janine Booth. Book now Recruiting Autistic employees Our half-day training course will provide HR professionals with the knowledge and skills they need to confidently support autistic employees and their managers in the workplace.Acceptable behaviour The University expects that all employees will conduct themselves in a professional manner when interacting with others or when managing colleagues.
There may be occasions where problems do arise for the person – particularly in social interactions, where communication can break down.
All members of the University should consider their own behaviour and the impact that this can have on others.
The University recognises that personalities, characters and management styles may differ but, notwithstanding these differences, as a minimum standard all staff are expected to: The University has a framework of behavioural attributes which communicates the behaviours that are valued in the University of Cambridge. Unacceptable behaviour Unacceptable behaviour (including bullying, harassment and victimisation), may involve actions, words or physical gestures that could reasonably be perceived to be the cause of another person’s distress or discomfort.
Harassment is connected to anti-discrimination legislation. Therefore if an individual is on the receiving end of unacceptable behaviour which relates to their sex, race, sexual orientation, age, disability, religion or belief or gender reassignment (collectively known as ‘the protected characteristics’), this will be deemed to be harassment.
Harassment may be established from a single event and a series or pattern of behaviour is not necessary in order to establish that an individual has suffered harassment.