Tag: autism at work

Solve for the Infinity

Selections from “Thriving at Work While Autistic, Introverted, Shy, and Otherwise Different: Part 3” on intersectionality, equality, equity, and autism at work:

Abundantly confident people who are energized by competition and enjoy a bit of a fight (typically men, extroverts, and those without conditions associated with higher physiological reaction to stress) may feel that all others should be happy to play by their rules. And if some are not, then these others are flawed, and perhaps even inferior.

Equality is not equity. The most well-intentioned mono-focus equality programs, such as gender-based, assume homogeneity within the group – but groups are not homogeneous, and the most privileged in the group benefit the most. White women benefit more than women of color. Affluent women benefit more than poor women. Those without disabilities benefit more than those with disabilities.

When the system is blind to intersectionality, those with multiple intersectional backgrounds get squashed by that seemingly unbiased system.

And the most insidious thing about systemic discrimination is the built-in gaslighting mechanism.

The system makes you think it’s your fault.

Except, autism is not a problem. It’s a solution. When there are too many variables to solve for, it makes sense to solve for the infinity – the symbol of both the infinite number of possible intersectionalities and autism acceptance.

There is rarely a need for special mechanisms for each intersectional identity. The same practices that would allow my autistic self thrive would allow every other aspect of me to thrive. Transparency, psychological safety, consideration of human differences in legitimate options for work organization, scientifically-developed job descriptions, the inclusion of a wider variety of voices – the same practices would make work better for all people. The same practices will make organizations more productive. When there are too many variables to solve for, solve for the infinity – for the infinite number of all possible intersectionalities, by embedding foundational principles of justice for all into systems and processes.

Source: Thriving at Work While Autistic, Introverted, Shy, and Otherwise Different: Part 3

See also:

Whether your goal is competitive advantage or human service, you should be able to meet your goals better under a Neurodiversity at Work banner, as opposed to an Autism at Work one. In both cases the supports needed are similar, but the neurodivergent population is substantially larger than the “only autistic” population so your chances of success are magnified.

While labels like ADHD, autism, dyslexia, or PDD-NOS may be useful for therapists and childhood educators, the community-sourced alternative “neurodivergent” is probably better suited for colleges and workplaces. In those spaces, medical labels carry stigma that leads to conscious and unconscious marginalization. Expectations are always lower for people with disability diagnoses.

Neurodiversity is a new concept but the underlying reality has been part of human society forever. In the modern era work and school programs designed for the average person have excluded those whose cognitive styles fall outside that narrow midrange. Despite that, workplaces – including colleges – already contain plenty of neurodiversity so a primary program goal should be the better support of those people. Neurodiversity at School and at Work is not just about bringing new people into the fold.

The newest Neurodiversity initiatives recognize this fact.

By embracing the neurodiversity model instead of autism, employers can move toward a more inclusive welcoming environment.

Source: The Next Step for Neurodiversity | Psychology Today

I agree. At my company, we’re framing in terms of neurodiversity at work.