An ethical advantage of autistic employees in the workplace.

Differences between autistic and nonautistic people are often framed as deficits. This research considers whether some of these differences might actually be strengths. In particular, autistic people tend to be less sensitive to their social environment than nonautistic people who are easily influenced by the judgments, opinions, beliefs and actions of others.

Organizational benefits of neurodiversity: Preliminary findings on autism and the bystander effect.

Although the bystander effect is one of the most important findings in the psychological literature, researchers have not explored whether autistic individuals are prone to the bystander effect. The present research examines whether autistic employees are more likely to report issues or concerns in an organization's systems and practices that are inefficient or dysfunctional. By bringing attention to these issues, autistic employees may foster opportunities to improve organizational performance, leading to the development of a more adaptive, high performing, and ethical culture.

The preventive reduction of psychological risk in asymptomatic adolescents.

To explore the preventive efficacy of training in coping and social skills, 121 high school students were assigned to four risk classifications, assessed by measures of psychological vulnerability and environmental adversity; within each group, subjects were randomly assigned to a preventive intervention or assessment-only control condition. Findings suggest that group behavioral training can be a beneficial and economical preventive approach with symptom-free high school students, and that training in social skills may benefit those with behavior problems that presage maladjustment.