Evaluation of an Autism Training in a Much-Needed Context: The Case of France.

Background: Autistic people in France have called for community education to reduce autism stigma. As such, training is needed to help university students appreciate autistic peers and autistic people they may work with in their future careers. Methods: We adapted an autistic-affirming training from a training developed in other cultural contexts and evaluated it with 107 university students in France using a pretest-post-test design. Results: Questionnaire responses suggested that our brief online training helped improve attitudes toward inclusion, autism knowledge, and stigma among future educators and psychologists in France. Participants' open-ended definitions of autism revealed increased alignment with the neurodiversity movement after training. Conclusions: Findings suggest that wider-scale autistic-led adaptations of autism trainings like the one described in this report could begin to ameliorate autism stigma in France.

Why is this an important issue?: Autistic people in France have been treated very badly in the past. They have been left out of school and hurt by professionals. They still face stigma. This means they are often misunderstood, made fun of, and excluded. Some are forced to take medications they do not want. Autistic people in France have been trying to help other people in France understand autism. What was the purpose of this study?: We wanted to see whether autism training could help university students in France to better understand autistic people. We wanted to see whether our training could help students appreciate autistic people more (or lower stigma). We also wanted to see whether the training could help students understand that it is important to include autistic people in classes with other students at school. What did the researchers do?: Researchers in France, Lebanon, and the United States modified an autism training that had been used in other countries. The training was autistic affirming, which means it taught people to listen to autistic people and to see their strengths. We translated it into French. We included training topics that French collaborators thought were important. We asked university students in France who were studying education and psychology to do our training online. We also asked them to fill out surveys about autism. What were the results of the study?: After doing our training, students knew more about autism than they did before training. Some learned that autism is part of a person for their whole life. They seemed to appreciate autistic people more after training. They also agreed that it is important to include autistic people in school with other students more than they had before. What do these findings add to what was already known?: This study shows that autistic-affirming training can also help people in France appreciate autistic people. Much autism training only focuses on stigma and knowledge. Our training may also have helped future educators and clinicians understand how important it is to include autistic people in school with other students. What are potential weaknesses in the study?: The students in our study were mostly women. They were all training for jobs where they can help people. We do not know whether our training would help other French people. We also cannot be sure that our training really helped the students who did it. Students may have been dishonest about how they felt about autism. In future studies, people should see whether training changes what people do, not just what they say. How will these findings help autistic adults now or in the future?: By teaching students in France about autism, we hope to begin to help make life better for autistic people in France. We hope studies like this will help people to understand autistic people better. We also hope more people conduct trainings like that used in this study around the world to improve understanding and treatment of autistic people.

What barriers could impede access to mental health services for children and adolescents in Africa? A scoping review.

BACKGROUND: Few studies have examined the mental health needs of African children and teenagers. Based on this gap, this scoping review aims to identify barriers to mental health services, treatments and services sought, and where mental health services are received. METHODS: To pursue the stated objectives, we searched the following databases a) PsycINFO, b) CINAHL, c) Medline, and d) Web of Science. The search yielded 15,956 records in total. RESULTS: Studies included in this review were conducted in six African countries: Ethiopia, Mali, Egypt, South Africa, Nigeria, and Tunisia. The majority of the studies were conducted in South Africa (33.32%), followed by Ethiopia (25%), and Egypt (16.67%). In terms of treatments and services sought, both professional and traditional/alternative treatments were reported. The most frequently noted services were psychiatric treatments (25%), screening and diagnostic assessment (16.67%), as well as psychiatric and psychological consultations (16.67%). The most frequently reported treatment centers were psychiatric hospitals. As for treatment barriers, the three most frequently encountered barriers were: a preference for traditional/alternative and complementary treatments (33.33%), followed by stigma (25%), and a lack of knowledge/unfamiliarity with the mental health condition (25%). CONCLUSION: The results of this study are alarming due to the significant barriers to accessing mental health services coupled with the use of potentially harmful interventions to treat those mental health conditions. We hope this scoping review will help shed light on this important issue and help tomorrow's generation reach its full potential.

Assessing Autism Knowledge Across the Global Landscape Using the ASK-Q.

Substantial variability exists with regard to autism service provision around the world. Service disparities observed in many low- and middle-income countries may be driven, in part, by limited autism knowledge; however, measurement limitations have made it difficult to quantify autism knowledge across countries. The current study uses the autism stigma and knowledge questionnaire (ASK-Q) to quantify autism knowledge and stigma between different countries and demographics. The current study compiled data from 6830 participants collected using adapted versions of the ASK-Q administered in 13 different countries, representing four different continents. Structural equation modeling was used to examine how autism knowledge varied across country and individual factors. Results reveal cross country variability with a large, 17-point difference between the countries with the highest knowledge (Canada) and the lowest knowledge (Lebanon). As expected, countries with higher economies had higher levels of knowledge. We also documented differences based on country worldview, participant occupation, gender, age, and education level. These results help to identify specific regions and populations that might most need greater information about autism.

Psychological distress in the workplace: The indirect contribution of work organization conditions to work performance.

BACKGROUND: Psychological distress affects between 5 and 27% of the general population [1]. Workers facing stressful work conditions are especially at high risk for experiencing psychological distress [1]. OBJECTIVES: To evaluate the association between work organization conditions and work performance via psychological distress. While the individual contribution of work organization conditions to psychological distress and work performance has been examined in the scientific literature, their combined influence on work performance remains relatively unknown. METHODS: To adjust for design effects, we relied on cluster sampling (employees working in organizations). MPlus was used to conduct path analyses [2]. RESULTS: While psychological demands, number of hours worked, and job insecurity were positively associated with psychological distress, job recognition was negatively associated with it. In the same vein, irregular work schedules and job insecurity seem to be negatively associated with work performance. On the one hand, skill utilization, decision latitude, recognition, and job promotion, all seemed to be positively associated with employee's work performance. On the other hand, psychological demands, number of hours worked, and job insecurity were negatively and indirectly associated with work performance. CONCLUSIONS: Understanding the indirect association between work variables and workers' psychological distress could promote their work performance. Understanding this association could help shed light on the difficulties employees with psychological distress face while meeting their job requirements. The results of this study should serve as a reminder to intervene on work organization conditions.

Depressive symptoms in helping professions: a systematic review of prevalence rates and work-related risk factors.

OBJECTIVE: The aim of this study is twofold. Our first aim is to provide an overview of the prevalence rate of depression in a wide array of helping professions. Our second aim is to identify work organization conditions that seem to be associated with this depression risk. METHODS: Four databases were searched (CINAHL, PsycInfo, PubMed, and Web of Science) yielding 87,626 records in total. We were interested in identifying depression prevalence rates and work-related variables that have been found to contribute to depression in helping professions. RESULTS: In total, this systematic review included 17,437 workers in more than 29 countries. Depression prevalence rate varied between 2.5% and 91.30%. The two most frequently reported professions were nurses and doctors with 73.83% and 30.84% of studies including nurses and doctors in their sample. Work factors contributing to depression included: skill utilization, decision authority, psychological demands, physical demands, number of hours worked, work schedule (irregular or regular), work schedule (daytime or night time), social support from coworkers, social support from supervisor and the family, job insecurity, recognition, job promotion, and bullying. CONCLUSION: The results of this study highlight alarmingly high rates of depression in helping professions and should serve as a reminder to pay close attention to the mental health of those workers. Investing in employees' mental health by preventing and reducing depression risk could prove to be a valuable investment from an employer's point of view, as it is likely to increase productivity and reduce absenteeism among a host of other positive outcomes.

Does salivary cortisol secretion mediate the association of work-related stressors with workers' depression?

PURPOSE: The purpose of this study was to verify the mediating role salivary cortisol intensity plays between work organization conditions and depression. This study simultaneously considered psychological and physiological (salivary cortisol) stress indicators on workers' depression in a single model. METHODS: We relied on cluster sampling of 341 workers in 34 Quebec establishments. Five saliva samples (on awakening, 30 min after awakening, at 2:00 p.m., 4:00 p.m., and bedtime) were collected per day. The weekly collection period spanned a period of 3 days (1 day off and 2 work days). We evaluated the main effects of work organization conditions on salivary cortisol intensity and depression, as well as the mediation effect of salivary cortisol intensity between work organization conditions and depression. To adjust for design effects, the direct and indirect (mediation) associations between the variables were evaluated while accounting for the non-independence of the data. RESULTS: Skill utilization and job insecurity were associated with salivary cortisol intensity, while psychological demands and job insecurity were associated with higher depression levels. Work-related variables were not found to have an indirect effect on depression via worker's salivary cortisol (AUC) intensity. CONCLUSION: Work-related stressors examined in this study did not indirectly affect worker's depression levels. Additional studies are necessary to be able to identify all work-related stressors that could potentially increase worker's depression levels through salivary cortisol.

If you want to develop an effective autism training, ask autistic students to help you.

LAY ABSTRACT: Autistic university students are often left out because people do not understand autism. We wanted to help people understand autism. Most autism trainings are not made by autistic people. Autistic people know what it is like to be autistic. So autistic people may be the best teachers when it comes to teaching about autism. Autistic students and non-autistic professors made an autism training. The students made videos for the training. They also helped make questions to see what people learned from the trainings. Professors who are not autistic made a training on their own. Students in New York City tried out the trainings. After they answered questions, they did either the training the autistic students helped make or the training made by only professors. Then, they answered questions again. We learned from the students how to make our trainings better. Then, students from two universities in the United States and one university in Lebanon did our trainings and questions. Both trainings made hidden feelings about autism better. The training autistic students helped make taught students more than the training professors made on their own. The autistic-led training also helped students accept autism more. These studies show that autistic students can make autism research and trainings better. At the end of this article, autistic students share their ideas for how to make autism trainings even better in the future.

A multilevel analysis of the role personality play between work organization conditions and psychological distress.

BACKGROUND: Psychological distress in the workplace is usually attributed to work-related variables as well as non-work-related variables. Individuals working in the same organization can differ in terms of their appraisal of work-related stressors and coping strategies used to face them. The present study aims to evaluate the moderating role personality plays between work organizations conditions and psychological distress in a large sample of Canadian participants working in various occupations and workplaces. METHODS: Multilevel regression analyses were conducted on a sample that followed a hierarchical structure with workers (N1 = 1958) nested in workplaces (N2 = 63). The direct contribution of workplace and personality was tested in a variance component model as a first step. Following this initial step, we introduced interaction variables by blocks of 11. Those interaction variables refer to each interaction combined with a specific personality variable. RESULTS: Psychological demands, number of hours worked, job insecurity, neuroticism, and agreeableness were associated with higher levels of psychological distress. Inversely, decision authority, job recognition, self-esteem, locus of control were associated with lower levels of psychological distress. Lastly, agreeableness played a moderating role between low social support garnered from one's supervisor and psychological distress. CONCLUSIONS: To intervene on work-related variables, organizations could reduce psychological demands, minimize the number of hours worked through job redesign, allow teleworking and encourage work schedule flexibility. To reduce job insecurity, organizations could explicitly communicate future organizational plans. In the same vein, decision authority could be targeted by reducing hierarchical steps and increasing autonomy. Lastly, the results pertaining to agreeableness stand in contrast with those of previous studies. We assumed that workers scoring high on agreeableness tend to put themselves last and please others first. These tendencies could make them more susceptible to health issues. With that said, work environments still need workers who are agreeable and nice to be around. To prevent high levels of agreeableness leading to psychological distress, training and information workshops are recommended. Those include stress management interventions and workshops pertaining to time management and relaxation techniques.

Do Implicit and Explicit Racial Biases Influence Autism Identification and Stigma? An Implicit Association Test Study.

Are implicit and explicit biases related to ASD identification and/or stigma? College students (N = 493) completed two IATs assessing implicit stigma and racial biases. They evaluated vignettes depicting a child with ASD or conduct disorder (CD) paired with a photo of a Black or White child. CD was more implicitly and explicitly stigmatized than ASD. Accurately identifying ASD was associated with reduced explicit stigma; identifying CD led to more stigma. Participants who identified as White implicitly associated the White child with ASD and the Black child with CD. A trend in the reverse direction was observed among Black participants. Implicit and explicit biases were unrelated. Findings highlight a need for trainings to ameliorate biases favoring one's in-group.

Does Depression Mediate the Effect of Work Organization Conditions on Job Performance?

OBJECTIVE: The present study proposes to shed light on the impact of workers' depression on their work performance. METHODS: We implemented a path analyses adjusted for design effects resulting from cluster sampling using MPlus software on a sample of 1957 workers. These analyses allowed us to evaluate direct and indirect effects (mediation) while taking into account the nonindependence of observations due to cluster sampling (workers nested in their workplace). RESULTS: Results indicate that three indirect associations were found to be significant. Psychological demands, work schedule, and job insecurity were indirectly associated with lower levels of professional efficacy/job performance because of their positive associations with depression. CONCLUSIONS: The results obtained suggest that interventions targeting specific work organization conditions could be warranted.

Work organisation conditions, alcohol misuse: the moderating role of personality traits.

OBJECTIVE: The moderating role of personality traits between work organization conditions and alcohol misuse by Canadian workers was examined. PARTICIPANTS: Longitudinal data came from Statistics Canada's National Population Health Survey (NPHS). METHODS: Data had a hierarchical structure and were analyzed using multilevel logistic regression models. RESULTS: The multilevel analyis revealed that skill utilisation at work increased by 7% the risk of being part of an alcohol misuse group. Similarly, psychological demands at work, and being confronted with an irregular work schedule increased alcohol misuse respectively by 69 and 611%. Inversely, workers confronted with a job insecurity and those benefitting from social support at work had a respective 12 and 5% lower risk of being part of an alcohol misuse group. As for personnality traits, self-esteem increased by 17% the risk of alcohol misuse, while sense of coherence decreased the risk by 1%. Finally, self-esteem moderated by 3% the impact of physical demands at work on workers'alcohol misuse. CONCLUSIONS: This study builds upon previous research, since no prior study was able to identify the moderating role that self-esteem plays between physical demands at work, and worker's alcohol misuse.