It concludes that the term 'difference' in relation to AS/HFA is a more neutral, value-free, and fairer description than terms such as 'impairment', 'deficiency' or 'disability'; that the term 'disability' only applies to the lower functioning cases of autism; but that the term 'disability' may need to be retained for AS/HFA as long as the legal framework only provides financial and other support for individuals with a disability.
Two models are summarized which attempt to define in what way individuals with AS/HFA are 'different': the central coherence model, and the folk psychology-folk physics model.
We have grown familiar with the idea that autism is a 'psychiatric condition', a 'disorder', a 'disability' or a 'handicap'.
Supervisors and managers need to recognize the ways in which the workplace is changing and evolving.
Managing diversity is a significant organizational challenge, so managerial skills must adapt to accommodate a multicultural work environment.
Their numbers are growing steadily in the population and it is becoming increasingly important to include this community in corporate Canada.
We need to address the business case, the benefits and the challenges to doing so.