The Asperger Language: "Challenging 'Inclusivity and Diversity' - My Unfiltered Journey"
"When 'Inclusivity' Fails: Confronting Discrimination Head-On"
The past week has been an emotional whirlwind, and it's time to lay it all on the table. It started during a VLAIO meeting for grants when someone on the other side of the screen threw me a curveball, asking if there was a magic pill for autism. Frankly, I was stunned. How could someone in a position to decide on grants be so utterly unaware of the complexities of neurodiversity? My innovative solution aims to benefit 1.5% of the world's population, and yet, it felt like my condition was brushed aside with a simplistic question.
But that wasn't the end of it. I had recently applied for a job interview, and to my dismay, the response came back with a resounding "no." The rationale? "Although your profile is indeed atypical and intriguing, we doubt our capacity to effectively manage it. It's best to let this opportunity slip through our fingers." Initially, I took it as a positive spin, but when I shared it with others, their expressions spoke volumes.
The blunt reality hit me like a freight train: "Mario, you're being rejected because of your autism, and they lack the tools and the willingness to navigate the waters of diverse thinking." It was a gut punch. For the first time in my life, I felt that my brain, my autistic brain, was being used as an excuse to hold me back. Why did they not possess the resources or the knowledge to support individuals like me? It left me seething with anger and crushed with despair, especially because I didn't have the full story.
In my desperation, I turned to Human Capital. I didn't hold back. I shouted, I shed tears, and I felt utterly defeated. Why do companies toss around terms like "inclusivity and diversity" as if they're trendy catchphrases when they don't have the means to back them up? Why hire individuals with disabilities, whether cognitive or physical, when there's no infrastructure in place to provide meaningful support?
Then, I had a heart-to-heart with the hiring manager. Honesty was our shared goal. The primary reason I didn't secure the job became clear: they were looking for a 'Project Management' profile, different from mine. Thankfully, the manager didn't sugarcoat it. There's a world of difference between empty words and brutal honesty. It wasn't about my abilities; it was about a mismatch in profile and job description. Although I felt honest and sincere it still did hurt.
However, the manager offered a glimmer of hope. He candidly mentioned that there might be openings at other positions, different levels, that align more closely with my unique vision and cognitive strengths.
This experience has left me with more questions than answers. It's a stark reminder of the colossal chasm between rhetoric and action when it comes to inclusivity and diversity in the workplace.
I share this not merely to vent my frustrations but to shine a harsh light on a pervasive issue. It's high time for organizations to match their professed commitment to diversity and inclusivity with tangible tools, resources, and a genuine understanding. It's time for a profound transformation.
#Neurodiversity #Inclusivity #Diversity #UnfilteredTruth