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Removing barriers for autistic workers
Submitted by Matthew on 18 May, 2016 - 12:09
Cathy Nugent reviews Autism Equality in the Workplace: Removing barriers and challenging discrimination by Janine Booth.
Available to buy online here.
This is not a book of advice for autistic people on how to adapt to work or how to socialise with colleagues. There are other books and resource that do that.
This is a book, based on many interviews with people with autism, as well as the author’s own experiences, which says employers should remove barriers that autistic people face at work. As Janine argues, “if we wait for employers to make their workplaces autism friendly voluntarily we will be waiting a long time — far longer than a fair society would expect anyone to wait for progress and equality.”
Not least because some autistic people need a good deal of support and employers just don’t do “support”! Janine advocates a political goal — wider democratically-organised public ownership of industries and services, where equality and inclusion for all is at the heart of work organisation. But she also recognises we need to mobilise our labour movement to fight for this goal, and in the meantime as much equality as we possibly can. In the meantime labour movements (and the socialist movement) need to educate ourselves about the relevant issues, exactly what an autism-friendly workplace (and world!) would look like.
First and foremost Janine says we need to expand our appreciation, acceptance and tolerance of neurodivergence, human qualities which relate to the austic spectrum (but also to conditions such as dyslexia and ADHD).
It's a laudable goal, but forcing organisations to become 'supportive' is unlikely to work. A better idea might be to capitalise on the unique talents of (for example) the autistic, such as they exist, so that a benefit exists for both parties.
I had the good fortune some years ago to work in a team with an individual with some measure of autism (I'd hazard) and while his social skills were manufactured, he could code like a demon. So we kept him working in his comfort zone where his productivity was twice that of anyone else. That's an extreme example (as not all the neurologically divergent are specially talented) but in principle I think that would be a better way to go.
http://www.workersliberty.org/node/26663At the moment societal emphasis on adaptation is creating problems and distress. It is for instance pushing people on the autistic spectrum who are able to adapt into “masking” (e.g. by anxiously “practising” social skills).
http://www.workersliberty.org/node/26663
I think 'adaptation' is an overstatement. Whoever we all are, we have to communicate and one of the big 'takeaways' from the book 'Neurotribes' is that many of the 'symptoms' of some neurological conditions are attempts to communicate. It sticks in my mind that one particular individual didn't understand 'cat' generically, but had in essence a category for every individual cat. So it made no sense to this person to say "Look at the cat". However "Look at your next door neighbour's cat" was perfectly understandable.
IMHO we might better define 'adaptation' as 'communication'. It's much like learning a language to get by. Far better I feel to teach communication on both sides of the fence, than 'adaptation'.
One can learn French, but one doesn't have to be French. There's no loss of identity in this way.
Going back to my ex-colleague, we asked him to code up a simple terminal based menu driven user interface. He did it blindingly fast (of course). It worked perfectly, then I pressed lots of other keys at random and broke it.
"People shouldn't do that. You didn't tell me do stop it doing that." said he. He was right. We didn't, we should have.