great learning from awareness programmes

After a busy year delivering awareness and support sessions for employers interested in maximising neurodivergent talent, I’m constantly delighted by the level of interest in the topic and the creativity our breakout groups show in their discussions.  As well as the inevitable physical layout tweaks, here’s more examples of the policy and practice changes they generated:

·       Making it crystal clear that it’s OK (and not a hassle) to suggest different ways of presenting to clients;  whether or not we’re back on office is irrelevant if talented designers want to pitch in their own ‘best ‘way

·       Changing wording on all parts of our application process, we’re committing to getting rid of ‘tick’ box if you have a disability

·       Dropping the term ‘adjustments’- we think it sounds like a washing machine, so opting instead for ‘changes that will support you’

·       Proactively talking to clients about what we are doing to support our neurodivergent colleagues

·       Investing in follow on 1 to 1 support to apply generic ideas  to specific people and situations

 

If you’d like to find out more,  see www.dandelioncareers.com

Equalities Act is shifting attitudes- Tom and Teri win their cases

disability discrimination

Two young people win their discrimination cases

First, OPEN PLAN RULING

In May 2019, Npower got this very wrong.

Tom Sherbourne, working as an analyst in an open plan setting, told his manager that he felt overwhelmed by noise and constant distractions, which made it hard for him to concentrate on his work. Building works going on made the situation worse and he asked for various adjustments to make working life more bearable.  The operations manager dealing with Tom refused, creating more difficulties for Tom and a lose/ lose situation where he had to take time off; Npower losing a skilled member of staff, Tom experiencing worsening mental health. 
Tom has now won his claim for indirect discrimination, the tribunal being clear that handling this situation amounted to a “continuous management failure”.  Npower simply did not understand what it is like for an autistic person to work in a noisy open plan setting, the Operations manager involved blaming the company’s lack of training and diversity policy.  
What can line managers learn from this?  Minor and inexpensive adjustments, plus understanding of what it’s like to be autistic in work, would have turned this situation into win/win and kept Npower out of the papers. 

Now, Teri

In 2017, Teri Brookes applied for a post within the Government Legal Service (GLS), the first stage of which was a multiple-choice test.  After being told she had failed the test, she filed her claim for disability discrimination on the grounds that by asking her to take the test as it stood, the GLS had indirectly discriminated against her by failing to make reasonable adjustments that took into account her disability and so had treated her unfavourably.  She argued that she should have been allowed to submit short written answers to the multiple-choice test, as its black and white nature placed her at a disadvantage. 

Whilst this format made the assessment process more efficient, this time the EAT found it also to be discriminatory, urging employers to reconsider recruitment practices. This case has become the first case of indirect disability discrimination to succeed - where a workplace rule or policy that applies to all employees leaves a disabled person at a disadvantage to do so. 

The GLS v Brookes UKEAT/0302/16/RN

CHALLENGING DISABILITY CONFIDENT EMPLOYERS AND THEIR AUTOMATED RECRUITMENT PROCESSES

Applying to the British Telecom graduate recruitment scheme, Kevin Meier, a graduate holding a strong computer science degree, was asked to sit an on-line test requiring him to answer questions based upon a scenario presented.  These tests are frequently used by large employers to assess someone’s judgment and decision-making abilities.

Knowing that BT are a Disability Confident employer and that he met the minimum entry criteria, Kevin believed he would have been guaranteed an interview without taking the test. However, BT did ask him to take the test, which both the Tribunal and the appeal court found to place someone with an ASC diagnosis at a substantial disadvantage over people without.

The Appeal court was clear that someone like Kevin who had ‘different but equal abilities’, is entitled to reasonable adjustments, as these were not ‘impractical; would not have disrupted BT’s activities and did not put a strain on BT’s resources.’

Kevin’s case raises issues for employers as to how they can live up to the intentions of their Disability Confident badge in respect of hidden as well as physical disabilities. BT did offer to adjust the test conditions but accepted they ‘could have been more proactive in agreeing reasonable adjustments earlier in the process’. The ruling also highlights the non-human element of automated recruitment processes that assess everyone as the ‘same ‘.

http://www.equalityni.org/ECNI/media/ECNI/Cases%20and%20Settlements/2019/Meier-v-BT-Judgement29July19.pdf

BEST JOBS FOR AUTISTIC PEOPLE?

Often people think a list of suitable jobs exists somewhere. Perhaps it does but I haven’t yet found one! I think it’s much more the case that autistic people do well where roles capitalise on their strengths and allow focus on processes, activities and channels they are interested in (must be said that’s not different from most people!) Think about where the work is - hotel and leisure employers offer jobs in a front of house noisy restaurant as well as jobs in their back office. Consider how the job is done as well as what it is; a customer service role can be carried out via online chat, face to face or on the phone.

CHRIS PACKHAM, LOVING HIS JOB NOW

If you are wondering about autistic people who have done well in their careers, listen to Chris Packham talking about the ups and downs of growing up feeling different and receiving his diagnosis. His love of nature has been the hook that he wanted to hang onto as he explored work and career. https://www.youtube.com/watch?v=5_tn0GFlwwI

 

super power or stereotypes?

Is Greta a superpower or a stereotype?

autistic talents beyond the stereotypes

Here’s two very different perspectives on being autistic. First up, the FT (2019) reports that Greta Thunberg, the climate activist, considers her Asperger syndrome a “superpower”. Next, Disability Confidant’s toolkit (DWP 2019) urges employers to adapt a neurodiversity policy with some useful common-sense tips to support autistic people at work. The first can lead people to think that being autistic means you are especially gifted and talented, whereas the second reinforces stereotypes that autism is a learning disability. What about the autistic people working in more ‘ordinary’ jobs, where it is skill and intellect that are needed but not superpowers?  My research reveals that autistic people, just like most of any workforce, are neither superhuman nor disabled. Instead, #autistic talents are needed in many jobs and careers.

are you autistic, Aspie, Asperger- looking for an interesting career:

listen to what these managers say about the strengths they saw in their autistic employees;  She’s exceptional, works more quickly, makes less mistakes, generates higher levels of output than all of her more experienced colleagues, and has a more creative approach to solving problems”.  Eye for detail is an Aspie/autistic trait that’s well known, and a great skill to have in roles outside technology and heavily data based.  “Spotting quickly what others can’t see as easily is hugely beneficial in other careers, for example contract lawyers poring over heavy text and proof-readers checking websites for spacing inconsistencies and inaccuracies”. So, ask yourself what job can an Aspie or autistic person do? I believe this means looking beyond stereotyped roles, beyond the job title and seeking out what skills the job needs – aim for one where times passes quickly because you are using your skills on tasks you enjoy