This is a continuation of a previous posts about autism, accessibility and employability.
Accessibility in a workplace isn’t just the physical infrastructure.
It’s an attitude.
For Autistic people we will push on trying to fit with your inaccessible attitudes. Often to our breaking points.
In recent years I’ve learned to walk away from inaccessible workplaces, but it’s always a difficult and physically and emotionally expensive exercise. And honestly, this is 2019, not 1919 and ableist attitudes belong in the past.
In my case I will ask lots of questions and require conversations about your priorities. I am not asking for much – just for you to be clear about your expectations.
It’s strange that workplaces often complain about people not asking questions. But when Autistic people ask questions for clarity – suddenly it’s our disability.
In every job I’ve had where people have invested a morning 15 minute conversation with me for the first two to three weeks (it’s not more than that usually), has seen me produce quality (and quantity) work beyond expectations.
In fact, my last few jobs have harnessed my ability to spot where systems need to be clearer as a skill. I’m proud to say I’ve been part of some pretty cool process improvement initiatives – where my ability to help find clarity within a team is appreciated. Other workplaces have got offended by me saying “there’s no workflow clarity” and behaved like spoiled toddlers (and these are the ones I run from now).
Neurotypical communication is all about hints and perceived politeness. Asking questions is our way of understanding these unspoken cues.
So don’t punish anyone (Autistic or not) for asking questions because you can’t be bothered doing something that everyone (Autistic or not) needs – providing job role clarity and clear work protocols and processes.
When we spectrum folk ask you to be direct, don’t be cruel. We can tell the difference despite whatever myth you have bought into about our “emotions”.
Another thing I’ve experienced with inaccessible attitudes: the false equivalence defensiveness.
This is where you say “but I’m the parent/partner/friend of a disabled/autistic person”.
We are not all the same – you are not an expert in each and every one of us, because you know or care for one of us. You are not more of an expert in our condition than we are.
If we need a variation to distribution of tasks, it’s not because we are difficult. It’s because we know enough about ourselves to know what works.
Some of us have been “able” to work in fields that are difficult just like anyone else. Some won’t be in that category and that doesn’t mean they are less either. The reason high/functioning labels have been tossed in the bin is simply because expectations are either too high or too low – and ability and impairment are not binaries.
Asking for a desk near a window or away from flickering lights or fluro tube lighting is no big deal.
And if I hear the “we can’t change everything for one person” crap one more time – I’ll vomit. The fact is the most productive workplaces are flexible ones where people are treated as individuals and not drones. You want slaves? Go back in time and become a Roman overlord!
In the case of the inaccessible workplace – we are not an accessibility problem, you’re attitude to us is.
I have had a career where people appreciate my skills and just accomodate my “inoffensive quirkiness”. Cause honestly, in workplaces not dominated by adults behaving like toddlers, that is accessibility.
I think I’ll end with following three thoughts:
- The need for accessibility is not a choice – we don’t get up in the morning just to frustrated and annoy you by being different to you. But being an asshole about accessibility is a choice.
- Accessibility is a attitude – a positive, non-ableist attitude to reasonable adjustment.
- Discrimination is the choice to be an asshole about accessibility.
Don’t be an accessibility asshole.