Published on 12, July, 2020
In May last year the TUC launched its guide to employment of people on the autistic spectrum. It was written for them by Janine Booth who runs autism in the workplace training events for the Workers' Educational association.
This is a different route into the problem from the mainly NAS led approach, the trades union perspective. It is directed at trade union officers who come across autism issues in the workplace, and therefore might potentially have a strong influence on how peple at work treat autistic spectrum colleagues.
It starts off by establishing a Social Model of Disability perspective (my pet hate from an educational point of view - I don't think this works for autism). The social model looks at barriers in the work environment which clash with autistic impairment. All you have to do it seems is make some environmental and material adjustments and then people on the autistic spectrum will have the same chances as everyone else. Simples.....
It then explains the Triad of Impairment. There's a long section with lots of examples of thinking literally. On executive function - this is the set of abilities that enable people to translate motivation into action. START doing someting, CHANGE what you are doing, STOP doing something once started, and Managing Time. Then Motor Function, Sensory Sensitivity, Sensory Overload, two-line description each. This leads to distress, meltdowns sometimes, and stimming.
Then the usual platitudes debunking the mythology - behaviour is a product of distress, difference not disability, apparently 60-70 percent of people on the autistic spectrum have a learning disability, many people with autism do not want to be cured. - you know all this stuff.
The great mystery is the lack of references - what is all this based on? All they provide are 6 websites - the all party paliamentary group, autism europe, the autism hub, autistic uk, DANDA and NAS. An autism timeline in an appendix reaches 2013 without mentioning the Autism Act or Leading Rewarding and Fulfilling Lives... The last UK contribution was the formation of the All Party Parliamentary Group in 2000.
In other words - lets not bother doing this properly - lets just package together a lot of opinionated rubbish and that's good enough for the TUC.
To the TUC: - "Most Autistic people can work, including in normal (whatever that may mean) workplaces"
"People with autism have various means of communication - some are more verbal than others"
They list a lot of reasons why workplaces create difficulties for autistic workers: discrimination, bullying, lack of communication and support, preventing an autistic person carrying out duties or using equipment when there is no valid reason to do so. Also lower pay, imposition of new arrangements at work, working conditions in the past, autistic workers are more likely to have periods without work, decreased self confidence, work environments, bossy managers, disruption of routines, contracting out, and latterly "expecting people to abide by social rules without ever specifying what they are", "making judgements about a worker's social interaction" " issues with assessment and/or pronotional processes".
Now those last three I'd say were priority ones. Most of the preceding material is standard TUC issues, discussed at length. When we get down to these three, we are on unexplained one-liners. They are followed by more and repetitive one-liners. They are just adding on things they've read somewhere but dont understand. Right at the bottom of this long list comes "sensory issues, eg noise, light, smell".
There follows a section on workers with autistic dependents. It is again standard trade union stuff.
What they propose is, even without knowing staff might have autism, make the work-place more autism friendly. Provide a relaxation space, changes to working practices to be negoiated with the union, occupational health and managemnent training about autism, time off for trade union representatives to attend training, all instructions and policies to be written clearly, anti-harrassment, time off.
That's the solution apparently - social model, remove the "barriers" and it will all be hunky dorey. There's some standard stuff about politically correct language and hate crime. Then some stuff about the impact of auterity and autism in parliament, which ends with APPG in 2000. Nothing about the Autism Act. However the Autism Act is mentioned under a section on the law.
My problem with this document is there is no real undderstanding of autism. There's no sign of any effort to understand autism. Just the usual social model tripe - make a few wee anticipatory adjustments - nothing to autism really.
The whole document is a disgrace. I'm not anti-union. I was in a union most of my life and even for a while a rep. But this document is a sham. The TUC should be thoroyughly ashamed. They've not taken autism seriously, merely adapted autism to a general moan about workplace conditions for all employees, which is not fair.
I had real trouble uploading this last night which is why I ended up with two versions of the same thing, so I've tried to change the repeat to something new.
I wanted to pick up on certain important issues of understanding: the TUC's "relaxation room", DWP's theoretical and abstract thinking, and Hendricks' palm top devices.
The TUC seem to have tanslated the need for a quiet room, via the social model of anticipating needs for all, into a "relaxation room" for all the workforce. That sounds to the TUC like a good idea, something new to insist on, off the back of the autism bandwaggon.
But relaxation for NTs probably means piped music, conversation, a drinks machine etc etc. Imagine going to the relaxation room to recover from a meltdown or near meltdown, to be suddenly surrounded by NTs putting their arms round you and staring into your face and cooing "what's up darling?" and "I'm sure a little cuddle will get you back on your feet". Or a less sympathetic "if you want to sulk go and sit in the toilets, this is meant to be a relaxation room, and we cannot relax with you snivelling in the corner". The TUC hasn't bothered to understand what a quiet room is for. Its just, wow, we can use this to demand relaxation rooms in all workplaces.
I didn't need to go far to find out where DWP got the difficulty with hypothetical and abstract thinking. Its on the NAS website under "What are the main characteristics of someone with autism" - "Social imagination" - "The person with autism may feel more comfortable with facts than imagining hypothetical (what if?) or thinking in abstract or conceptual ways".
How this becomes a definitive "avoiding language that is hypothetical or abstract" is beyond me, but remember next time you go for a PIP assessment, if they ask you hypothetical questions and you answer them well, they'll write down "this person hasn't got autism".
The idea of a palm top device (or a written hard copy notebook) containing a detailed job specification seems to me a brilliant idea. Work Study, artificial intelligence and robotics research has explored every aspect of breaking down a task into its components and incorporating qualifications. It should be easy to provide a worker with autuism with such a tool, and edit it when there are changes.
It is not that the person with autism needs a step by step guide to the job, but rather that it would be useful as a reference tool when stressed or confused. NTs learn into a job mainly through social interchange. They come to associate chatty Mr Smith the supervisor with what he is particular about, what he expects and what he will make a fuss about and distinguish it from his humour and jokes. A person with autism cannot do that and hasn't got that learning mechanism. So providing a portable reference manual helps a person with autism to compensate.
The technology to do this is around. It just needs investment and a committment to provide it.
It is 2015. We've been at autism in the workplace for a decade, and we aren't going anywhere productive otherwise.