SysAdmin1138Mar 10

I've spent my whole career working with neurodivergent people in tech.

Here's to the people who thrive with interrupts, who work best when juggling four different things, are pretty great incident responders, and can code while talking on slack.

Here's to the people who need four uninterupted hours to get anything done, but what they get done is fantastic, and they have the in depth knowledge to explain nuances you didn't even know were there, making them the folk who find the long term remediations after incidents.

Here's to the people who take great joy in picking the lint out of a codebase because it's fun, who refactor for the challenge, who see bad process and ache to get changes in to reduce the friction.

Here's to the people who seem to know everyone, who reach across teams to tap experts who don't get the recognition others do, and work best when working WITH.

Y'all are amazing

Show threadgem
@sysadmin1138 Not to be grim, but this "neurodivergent people have super powers" narrative is also misleading. For every single one of those exceeding neurodivs there are also a bunch of those that got lured into the branch (because allegedly it would be just perfect for certain kinds of neurodivergency) that got driven away by ableism and/or sexism, or that got chronically ill by burnout, chronic trauma, or conditions like long covid 
Mar 18 at 7:51pmWeb
Show threadSysAdmin1138Mar 18
@gem I didn't have the characters left to counterbalance this with the negatives, like employers want a very specific shape of engineer that only sort of exists. A better environment would be if performance engineering the workforce focused on the *team* not the *individual* there would be way more tolerance for neurodiv folk. But no, it's all focused on consistent performance by individuals.