{"id":1312,"date":"2021-06-14T15:04:23","date_gmt":"2021-06-14T20:04:23","guid":{"rendered":"http:\/\/capertongillett.com\/blog\/?p=1312"},"modified":"2024-11-27T02:07:07","modified_gmt":"2024-11-27T08:07:07","slug":"smelly-oppositional-misfits-how-not-to-neurodiversity","status":"publish","type":"post","link":"https:\/\/capertongillett.com\/blog\/smelly-oppositional-misfits-how-not-to-neurodiversity\/","title":{"rendered":"Smelly, oppositional misfits: How not to neurodiversity"},"content":{"rendered":"
\n
\"Screenshot
They had us in the first half, I’m not gonna lie.<\/figcaption><\/figure>\n<\/div>\n\n\n

As someone with a deep and personal interest in neurodiversity in the advertising industry<\/a>, I was stoked to see an article by the founders of Motto about the value of theoretically disruptive personal traits. \u201cCompanies fire employees for these personality traits, but maybe they should be getting bonuses.<\/a>\u201d (Hell yeah. I love a bonus.) It\u2019s such an important topic to discuss \u2014 many neurodivergent people struggle to find gainful employment<\/a> because of some of the tendencies discussed in the article, and it\u2019s great to see a different, more positive spin on them. Obviously, one doesn\u2019t have to be straight-up neurodivergent to exhibit some of said tendencies, but it doesn\u2019t hurt.<\/p>\n\n\n\n

This article started so well<\/em>.<\/p>\n\n\n\n

I loved that so many of the traits identified as common to \u201cRare Breeds\u201d are addressed as assets, especially<\/em> since many of them are common fodder for workplace gender discrimination \u2014 when behavior that might be characterized as confidence in a man is seen as audacity in a woman, or a man who\u2019s seen as passionate could be contrasted with a woman who\u2019s seen as emotional, pointing out that being audacious and emotional aren\u2019t that bad anyway<\/em> is a good thing. And I especially<\/em> especially loved the acknowledgement that some of the \u201cRare Breed\u201d traits that are already celebrated in the Steve Jobses and Elon Musks of the world are often criticized in non-white non-men. Hell yes, Motto people, look at the world objectively. BRING IT, MOTTO. Put it in my veins.<\/em><\/p>\n\n\n\n

And then Motto\u2019s love letter to the differently minded turns into Mr. Darcy\u2019s first proposal.<\/p>\n\n\n\n

It sounded like a compliment, and yet my face stings from the back of your hand.<\/h2>\n\n\n\n

You must allow me to tell you how ardently I admire and love your work. In declaring myself thus I’m fully aware that I will be going expressly against the wishes of my managers, my colleagues, and, I hardly need add, my own better judgment.<\/em><\/p>\n\n\n\n

\n

\u201cI\u2019d start with this \u2014 does somebody bring special talents? What does it take to tap those talents if they\u2019re a nerd or they have Asperger\u2019s or they\u2019re an antisocial person, or they don\u2019t bathe and won\u2019t bathe? They may well be presenting some talent, so start with the talent. That\u2019s the most important thing organizationally: \u2018This person brings something to us.’\u201d<\/p>\n\n\n\n

\u201cTake the person who is talented, nerdy, difficult, smelly, oppositional, disruptive at meetings,\u201d [Carnegie Mellon professor of Organizational Behavior and Public Policy Dr. Denise] Rousseau continues. \u201cBut boy, when they ask a question, you go, \u2018Wow.\u2019 We need those people. The idea is that we channel them, but we protect the rest of the organization from their more disruptive or antisocial tendencies. There are entire departments in tech companies made up of people who are high-functioning Asperger\u2019s, and they\u2019ve got often somebody from HR or a local line manager who helps them relate and represents their work to the rest of the organization. Think channel. Think broker. You\u2019re creating an island of misfit toys.\u201d<\/p>\nDr. Denise Rousseau, “Companies fire employees for these personality traits, but maybe they should be getting bonuses<\/a>“<\/em><\/cite><\/blockquote>\n\n\n\n

YES. Please talk to your employee who won\u2019t bathe. Do it politely and discreetly, of course, but I have issues abut smells, and someone else\u2019s poor hygiene can be a challenge for me. And thank you<\/em> for talking to the inveterate mansplainer \u2014 I have enough trouble getting an idea out sometimes that I don\u2019t need someone interrupting me in the guise of trying to \u201chelp.\u201d And \u2014 <\/p>\n\n\n\n

OH. Oh, you were talking about <\/em>me.<\/p>\n\n\n\n

Thanks, I hate it.<\/h2>\n\n\n\n

Okay, so, just to get this out of the way: High-functioning<\/em> and Asperger\u2019s<\/em> (and especially being Asperger\u2019s<\/em>) aren\u2019t a thing in the neurodiversity discussion anymore.<\/a> Update your lexicon, like, eight years ago.<\/p>\n\n\n\n

Moving on: <\/p>\n\n\n\n

Neurodivergent people have a tough enough time of it already. Pop-culture depictions tend to skew in the direction of the human calculator or the flat-affected android a la Dr. Whatshisname in Robot Doctor Learns to Feel<\/em>. I can\u2019t count the number of times I\u2019ve gotten But I\u2019m Assburgers<\/em> as an excuse for not accepting a clear, explicitly expressed message that I\u2019m not interested. And recently, we even got autism as an excuse for storming the Capitol dressed like a buffalo<\/a> (trigger warning for some of the most disgusting ableist slurs at that link), which somehow, in my 40 years as an autistic woman, I\u2019ve managed to never do<\/em>. We\u2019ve been thrown under the bus so many times, we\u2019re wearing permanent tire tracks.<\/p>\n\n\n\n

So being equated with some antisocial, oppositional, disruptive, unbathed misfit from whom my organization needs to be protected? Yeah. That one stung a little. (I\u2019ll also take umbrage on behalf of nerds. In what world is an obsessive love of Star Trek equivalent to poor hygiene?)<\/p>\n\n\n\n

Order of protection<\/h2>\n\n\n\n

I\u2019ll be the first to acknowledge that neurodivergent \u2014 and, hell, just \u201cdifferent\u201d \u2014 people can be challenging to an organization. I know I present challenges. I tend to have a lot more questions than my colleagues, because they\u2019re generally able to intuit stuff I can only figure out with effort. I\u2019m really bad on the spot, because my processors aren\u2019t that quick and I frequently have to read through my notes and give the hamsters a chance to run around a little before I can come up with a good answer. I\u2019m not great at policing my facial expressions, and I have a tendency to say things I don\u2019t realize were the wrong thing until I\u2019m already getting clear signals from everyone around me. I struggle with upheaval, so what makes other people grit their teeth, cuss, and get back to work makes me grit my teeth, sniffle, go into the bathroom, decompensate, re<\/em>compensate, cuss, and get back to work.<\/p>\n\n\n\n

I know I\u2019m challenging.<\/em> I feel bad about it all the time<\/em>. When I have to ask a follow-up to the follow-up of my follow-up, I feel bad about it. When I stumble in a meeting and I know I look inattentive but really my brain just doesn\u2019t work that fast, I feel bad about it. When a project changes for the third time in as many meetings and my brain goes TILT and I lose fifteen minutes of my day to a panic attack, I thank God for camera-off Zoom meetings, because I do not<\/em> de-puff quickly after I\u2019ve been crying, and camera-on would mean looking to my colleagues like a grown-ass woman who had a fit when things got difficult.<\/p>\n\n\n\n

So yes, I fully and openly recognize the need to insulate an organization from the less-beneficial tendencies associated with my personal situation, or those of anyone similar to me. It\u2019s not pleasant to acknowledge, but I\u2019m not one to kid myself. I want my organization to thrive, and I\u2019m up for them doing what it takes to do so. Hell, I certainly do what I can to insulate my organization. Any person, neurodivergent or not, who isn\u2019t at least willing to make a reasonable, healthy degree of effort is kind of an asshole, and if you\u2019ve hired an asshole, you\u2019ve got bigger problems than \u201cRare Breed\u201d personality traits.<\/p>\n\n\n\n

But how about protecting your neurodivergent employees from the tendencies of your organization? <\/p>\n\n\n\n

What\u2019s the matter with misfits?<\/h2>\n\n\n\n

How about getting your project management ish together, so an employee who relies on consistency and accurate information can actually get it? How about managing your office environment, so an employee who needs a little peace and quiet can find it? How about offering accommodations for employees who, for instance, provide their brilliance via a 72-hour genius bender and might need half a day off? How about establishing an office culture where authority isn\u2019t sacrosanct and challenging it is actually seen as a good thing? <\/p>\n\n\n\n

How about raising awareness of neurodiversity within your office, so everyone can learn to accept and relate to each other in positive ways, instead of creating a freaking \u201cisland of misfit toys\u201d with a translator to go between the talented weirdos and the normies?<\/p>\n\n\n\n

(It\u2019s only fair to acknowledge that this rather offensive messaging doesn\u2019t come directly from the authors of the article, but from an actual, honest-to-dog, Ph.D.\u2019d professor who is, ostensibly, teaching her students to see neurodivergent and otherwise \u201cdifferent\u201d employees as misfits to be isolated for the good of the organization. But the authors here chose to include it, endorsed it, might even incorporate it into the management of their own office. And that makes me really sad.)<\/p>\n\n\n\n

Off the island<\/strong><\/h2>\n\n\n\n

As you might have gathered from context clues, I\u2019ve recently picked up a full-time, in-house job on top of my freelance work. (Rates still reasonable; continue to inquire within<\/a>.) It\u2019s honestly nothing I ever intended to do ever, but when you get the kind of proposal I got, you just can\u2019t turn it down. Management was aware of my situation (of all my blog posts, this one was the last one I expected to help land me work<\/a>), and they were willing to give me the support I need to function effectively and happily, because they\u2019d seen my work, and I bewitched them body and soul, and they loved me, they loved me, they loved me.<\/p>\n\n\n\n

(I paraphrase.)<\/p>\n\n\n\n

My new people would have to be the ones to comment on my performance, of course, but unless they\u2019ve been blatantly and needlessly lying about my value to the company, all indication is that I\u2019m doing well. And regardless of my own concerns about myself, they\u2019ve never made me feel like I\u2019m a burden, or anything they need protecting<\/em> from. Me, my tendencies, or anything else. That\u2019s<\/em> how you show you value your \u201cRare Breeds.\u201d<\/p>\n\n\n\n

While I\u2019m monologuing, something in the \u201cnothing about us without us\u201d area: This article was clearly published without the consideration that the talented weirdos who need to be pumped for their creativity and then sequestered on an island where they can\u2019t hurt anyone might also read Fast Company and might not be entirely pleased with their depiction. Neurodivergent and simply \u201cdifferent\u201d people have heard our entire lives that we\u2019re weird and don\u2019t belong with everyone else. Reading it in an article that purports to be supportive of us kind of twists the knife a little.<\/p>\n\n\n\n

Also, at the risk of belaboring the point, for the love of God, if one of your employees doesn\u2019t bathe, gently advise them to freaking bathe<\/em>. They might have no idea they\u2019re grossing out their colleagues and would appreciate a delicate, nonpublic reminder.<\/p>\n\n\n\n

Nobody wants<\/em> to be stinky at the office.<\/p>\n","protected":false},"excerpt":{"rendered":"

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