Anna NicholsonLovely to see Rose Matthews and Pete Wharmby on the panel for a CRAE discussion on ‘Perspectives on employment for autistic people’ just now
Rose talking about the damaging nature of the benefits system in the UK
Pete rightly talking about the arcane unwritten formula for personal statements in job applications, and the sensory issues (including handshakes) involved in interviews, which filter out #ActuallyAutistic people, to everyone’s detriment
Rose mentioning the mismatch between ‘requirements’ in job descriptions and actual requirements, as well as the false advertising of what jobs involve
There was a nice comment on adjustments that I can’t find just now
We’re on to the topic of disclosure
A lot of large employers have neurodiversity networks these days
These can be a good way to find out what an employer’s attitude can be, says Rahel
Induction can be complicated by disclosure, with special treatment
Policies and procedures aren’t always followed
Maria has pointed out (and Pete has expanded on) the need for employers to value #neurodiversity rather than treating us as non-‘normal’ and requiring a few special adaptations
Working from home is good for many #ActuallyAutistic people, but it shouldn’t be required, says Rose
While a radical reimagining of the workforce as a #neurodiverse body of people is something we should strive for, Rahel notes that small accommodations are still worthwhile in the meantime
Organisations like to look for EDI training from #ActuallyAutistic people, but it’s often seen by them as ‘infotainment’, says Rose
What they really need is help changing systems and processes
Also: traditional routes to promotion are narrowly focused on management
It’s hard to get an understanding of things like the #DoubleEmpathy problem out there without having a huge reach, says Pete
That probably means government (hmm) or mainstream media (which doesn’t platform ND people)
What about #NonSpeakers and #SemiSpeakers, and the danger of employers assuming #AllAutistics are like the articulate people who speak to them?
Rahel says the answer is to get more people involved
Now we’re discussing #ExecutiveFunction, handling the demands of everyday life on top of a job, general overwhelm, and managing burnouts, meltdowns and shutdowns
Rose talks about the benefits of having a partner to support you (!)
Final question: do we need to think about what we mean by work?
Pete talks about the UK/US concept of work as challenging/exhausting but good for you – the ‘Protestant work ethic’
Rose, Marie and Pete have all talked about being kinder to ourselves
Thanks to all for this discussion, which will be shared later on social media
Here’s the comment on reasonable adjustments that I wasn’t quick enough to catch:
𝕤𝕥𝕖𝕡𝕙𝕖𝕟 (@brotherdeluxe)
as Autistic people in work, we really aren't asking for 'reasonable adjustments' or 'accommodations', we're actually asking for 'equitable requirements'. 'adjustments' and 'accommodations' is the language of apology. we don't need to apologise or pander. we're valid and vital!
‘Equitable requirements’, not ‘adjustments’ and ‘accommodations’!
We shouldn’t be apologetic about asking to be treated fairly ♾✊🏻