First of all .......
Caution: Rant alert!!!!
I have had awful problems at work over the past two years with a line manager. It coincided in my case with a TUPE and an empowering of my line manager which tended to make her even more big headed and authoritarian than whe was before, and she was insufferable then.
This led to me being off work last year with severe anxiety and depression. You have to face it. Some line managers are thugs and bullies. They justify their position by belittling you, not giving you a fair hearing and interference. They somehow think this is what good management is about. It isn't. And even though you might in private have the support of work colleagues, they are 'afraid' to speak out. And evidence is extremely difficult to get. And how on earth can one approach one's line manager when they are the cause of one's probllems?
Employment is based on some sort of heirararchical structure. And each layer of management feels threatened by their 'underlings' if they are unable to comply with what they see as the 'norm'. Ideas from the management are always 'good'. Ideas from the underlings are dismissed wherever possible if they are perceived to change the stability of the status quo, whether justified or not. Management depends on control, of thought and actions. Woe betide anyone who thinks differently.
And this causes problems. Being autistic, I think differently. I both like a stable situaton, and to think things through. I like to finish a job off when I have started it rather than keep jumping from one thing to another. Ideas are not bad because they are new, and I dislike change not for its own sake but because these things are often implemented without thinking of consequences. And without consultation or discussion. All this robs one of confidence, which is probably the intention, I don't know. What a manager sees as confidence is not 'confidence' at all. It is blindly following what they say, not rocking the boat and carrying on. The result of this is mediocrity. A lot of employers thrive on mediocrity. It is the 'tried and trusted' method. The way that 'works'. But it has no excitement. It misses out on a lot of innovation. And it carries on in the same way.
The way I think is not to rush in and want to change things. But everything I do, I analyse it in my mind. Is this efficient? Why am I doing this in this way? If I was to change this, what would be the result? Why do I find this method wrong? And with all these thought processes, comes some sort of evolution. I can see that I could improve things. But this is the last thing those in management want to hear. That is not my place. So this leads to frustrations, confidence issues and anxieties. With management like this, the companies will never progress. But it is the way of employment. I have no choice. I cannot just give up and go somewhere else. The whole business of finding and getting a job I find extremely difficult and just giving a job up means that I would not have the means to support myself.
Social chit chat somehow means some sort of compliance in the mind of the neurotypical. They are not really interested, and will soon ignore you if you talk about your areas of interest rather than the latest trends in fashion, what your kids are doing or what you had for tea last night. These are things I have no interest in at all. They ask you how you are but are not interested in your health. I've never understood that one. They will quickly change the subject if you do tell them!
Getting to the point of 'coming out' - unfortunately neurotypical management are good at putting two and two together and putting one on a performance review or through the disccipline procedure. And the last thing they will think is at the root of problems is that the employee is autistic. They have a stereotypical idea in their mind - their neighbours cousin's nephew is autistic and that is really what autism is about and this would not possibly apply to you. They might be aware of autism being a 'spectrum' condition, and equate this with being 'mild' or 'severe' or 'slight' and 'major'. These terms are quite meaningless in truth. Those perceived to be 'severely' affected will not have their abilities recognised, those who are perceived to be 'slightly' or 'mildly' affected will not have their difficulties recognised for what they are. And believe me, there will be a ticking bomb inside waiting for the conditions right for detonation. And being there when it does happen will not be a pleasant experience for anyone.
If you are having difficulties at work even if not diagnosed, I would suggest talking it over with someone. If you are in a union, your branch may have a Welfare officer who your rep might be able to refer you to. Your work might also have a confidential counselling service (I myself wonder about these but supposedly they are confidential). You may also be able to access a local autism group or charity to discuss your concerns, even if not diagnosed. Access to Work (a government scheme) might be able to give advice and assistance if you contact them, you needn't have a diagnosis for this. But if things approach any time that disciplinary or performance becomes an issue it is then definitely time to tell someone in the management structure, and preferably someone higher up than the line manager. They cannot make allowances or adjustments until they know, and the equality act compels them to provide reasonable adjustments if your condition puts you at a detriment. Remember this is not about you getting 'special treatment' it is about preventing your condition putting you at a disadvantage to your colleagues. Harrassing you because of your autism would be unlawful under the equality act. I cannot emphasise how important being a membe of a union is, even if the union is unrecognised by your employer,the sub is worth it in order to access legal help should you need, the costs of which would be totally out the question for non union members.
I woud not pretend that any of this is easy. You might have a decent manager, a rare beast. In my experience managers are good at making the right noises but their actions speak differently. This is why it is of great help to have others on your side - a recognised trade union, a specialist autism service, or access to work etc. I still have problems, but at least I now appear to have a different line manager although I am told that it will be 'reviewed' from time to time. But the anxiety that shows visibly has so far prevented this.
