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When AS is not "significant impairment"

longman

I would like to introduce a thread that deals with AS/ASD with lesser impairment - when those diagnosed do not strictly meet the requirement of "significant impairment". These are the people with ASD/AS who are able to manage their lives or who have not been successful in claiming support or whose access to support is being challenged under the new constraints.

From other dialogue here, there is clearly some concern amongst those with significant impairment that too many people are being diagnosed who are perceived as not fitting the "significant impairment" criteria.  That includes people who have improved/ "been cured" since original diagnosis.

Some of this may otherwise belong under "Living on the Spectrum", but I feel there are a lot of concerns under diagnosis and assessment that need addressing where people are managing to cope with impairment and have some degree of fulfilment. This includes socialising, relationships, travel, work etc. However the reason I bring this up is that there are maybe significant issues for those who do not meet the "significantly impoaired" criteria that differ from the latter. I don'r feel these get a fair hearing.

If the moderators want to move this to "Living on the Spectrum" fair enough, but can you please do it so that there is an opportunity to discuss issues affecting those with "lesser impairment"

Parents

  • Sorry to be so snappy with my last posting. I had got too involved with another thread and got rather down about it.

    I agree it is about finding a route through internal relations in the workplace, by building up what you can do, and strategising to minimise or evade what you cannot, assuming they make it easy for you to make the distinctions. There's an NT obsession with "pulling your weight" which often focuses on all the wrong things.

    What makes it difficult for AS people in the workplace though is the NT obsession with difference. This has to do with hierarchy and each individual's perception of their place in the hierarchy.  The workplace is not greatly removed from school.

    They get worried if one member of the group might not play along with every aspect of the "game", and they seem bound to explore the extent of any weakness.

    I recall in one working environment in the early 80s, one colleague spent inordinate amounts of his day just quizzing me about what I'd do in certain situations and trying to catch me out. My difference fascinated him so much he couldn't do his job, or maybe would have found another excuse for doing nothing.

    The NT curiosity about anyone who might not fit seems to be obsessive. I frequently had complaints raised that I was unsuited to being in the team, in many different job situations. It never came to anything, as they couldn't produce any meaningful grievance. But the process was disruptive and uncomfortable.

    Hence I often wonder how far people in the spectrum's experience of insurmountable difficulty in the workplace, which forces them to quit, or gets them dismissed, is that NT colleagues/workmates cannot let difference rest. Of course if the AS disability is known, they wont put themselves at risk by being openly prejudiced. But they find ways.

    I confess I've written a number of times to ask Government departments to look into whether this process is necessary, if it prevents many people with difficulties of one sort or another from holding down a job. But I haven't had any answers. Britain is still too geared up to "stiff upper lip"...."play the game"....don't snitch" etc to actually ever countenance how many working days are lost to this sort of behaviour.

Reply

  • Sorry to be so snappy with my last posting. I had got too involved with another thread and got rather down about it.

    I agree it is about finding a route through internal relations in the workplace, by building up what you can do, and strategising to minimise or evade what you cannot, assuming they make it easy for you to make the distinctions. There's an NT obsession with "pulling your weight" which often focuses on all the wrong things.

    What makes it difficult for AS people in the workplace though is the NT obsession with difference. This has to do with hierarchy and each individual's perception of their place in the hierarchy.  The workplace is not greatly removed from school.

    They get worried if one member of the group might not play along with every aspect of the "game", and they seem bound to explore the extent of any weakness.

    I recall in one working environment in the early 80s, one colleague spent inordinate amounts of his day just quizzing me about what I'd do in certain situations and trying to catch me out. My difference fascinated him so much he couldn't do his job, or maybe would have found another excuse for doing nothing.

    The NT curiosity about anyone who might not fit seems to be obsessive. I frequently had complaints raised that I was unsuited to being in the team, in many different job situations. It never came to anything, as they couldn't produce any meaningful grievance. But the process was disruptive and uncomfortable.

    Hence I often wonder how far people in the spectrum's experience of insurmountable difficulty in the workplace, which forces them to quit, or gets them dismissed, is that NT colleagues/workmates cannot let difference rest. Of course if the AS disability is known, they wont put themselves at risk by being openly prejudiced. But they find ways.

    I confess I've written a number of times to ask Government departments to look into whether this process is necessary, if it prevents many people with difficulties of one sort or another from holding down a job. But I haven't had any answers. Britain is still too geared up to "stiff upper lip"...."play the game"....don't snitch" etc to actually ever countenance how many working days are lost to this sort of behaviour.

Children
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