By Alec Capurso

"But I believe that slowly, but surely, we’re beginning to see people in dimensions instead of just diameter."

We’ve all seen stereotypes in films, television, books and other forms of media that are still being seen today. For example, that pretty blond girl we’ve seen on that romantic teen drama on Netflix. And that world-weary private eye in that neo-noir thriller shown in theaters. Or that robot that learns the meaning of love in that science fiction novel you just purchased. Everyone has all come to expect the expected and with every rehash and remake we’ve seen, it only exemplifies our strong sense of stereotyping. I am also guilty of basing my stereotypes on my judgment, so it can happen to anyone. But, stereotyping has grown beyond what we see on the page or screen and has become our current reality!

            It’s not that surprising that we’ve become so accustomed to the views that influence our ideas. When we put the things we see through a straightforward lens, it makes understanding a whole lot easier. Stereotyping equals simplicity in this scenario, where we don’t give it much thought. I mean, who wants to go into such deeper analysis about a rock star playing our favorite song? We stereotype because it keeps our questions limited and we don’t give it too much input to care. I also want things to be simple, but real life is anything but. We should be wary about how we use it against other people that we don’t know.

We take one look at people and we immediately assume that they fit in the proper mold we placed them. That’s especially true with those of us in the neurodiverse department, who’ve struggled to show others how capable we truly are. People who are supposed to show us how to properly thrive have placed us in a stereotype! They take one look at us with our limited motor functions, our short attention-span, and our lack of communication skills without much deeper analysis and come to their own conclusions. With those conclusions, we get placed in mental hospitals and given useless prescriptions that change nothing. Why can’t they see what’s behind the stereotype and actually see us?

But I believe that slowly, but surely, we’re beginning to see people in dimensions instead of just diameter. The more we start to see, the better we learn to not judge a book by its cover. Evolution truly begins when we change our thought processes to look past the stereotype. It may happen years or even centuries from now, but who ever said that change was quick and easy? What people need is the drive to begin those efforts, not just wait for something to happen to make it change. I never said that stereotyping is bad, just that it can be used in the wrong way that leads to more damage then we intended. In order for us to remedy this, we have to take the time to learn and grow ourselves.

That goes especially for those who have neurodiverse employees who are a lot more skilled than people might think. We all deserve to be seen in a different light, especially if it’s been in an unflattering one. We’re not just helpless victims who need assistance in everything. We can learn and change our ways if we’re given the chance to be seen. But it depends on you if we deserve it or you continue to see us through another lens. It’s up to all of us to change the stereotype.

Where Do I Start?

By: Alec Capurso

The most important step in getting a job is to find the motivation to apply for a job. People say that it’s the easiest thing to do, when in actuality it’s probably the hardest part. How do I know what to apply for if I’ve never had a job before? Why do I have to find a job anyway? Aren’t things alright as they are? These are some of the questions you ask yourself when you’re beginning your job search for your first choice. But, what you should really consider is what you would be most comfortable having a job in. And then those answers to those questions will just come flowing to you.

            For those on the spectrum, applying for a job would mean stepping out of your comfort zone to apply for a position you don’t fully comprehend. It not only takes guts, but it also takes a genuine desire to improve yourself. Those who decide to stay in their comfort zones never really leave them, refusing to take that risk. The sad reality is that time moves past us, not the other way around.

The best time to begin sending job applications is when you’re in your twenties or even younger than that. Because if you gain workplace experience that young, you know what to expect when you enter any new job. So, it’s important that you take your first step as soon as possible, because you never know where your path will lead.

            Yet, it’s also important for you to decide what you would like to apply for and why. We usually apply for jobs that are either low-budget or just do it for quick cash. While monetary gain is important, you must also envision yourself in the position you wish to be in. It may be fantastical or unrealistic to some, but to you it’s what wakes you up in the morning to contemplate your future. Dreams only become reality when you decide to make them real. So, when you're searching for your first job, ask yourself what it is that keeps you going and how can this help me get there?

            Opportunities are very hard to come by however, and most never turn out the way you intended. It’s not like you’re going to find your dream job on LinkedIn or on any other job site. Sometimes they come by complete chance or out of nowhere, which makes them completely unpredictable. So, how do you expect to find your steps if they aren’t shown to you? The best method is to start out small and see if you have the confidence to strive for something bigger. Confidence isn’t something that is inherited by genetics, so you have to be the one to improve it and make it large enough to handle change. But, you have to nurture it until it's ready for whatever the world gives you.

Competence or Consequence?

Written By Alec Capurso for the GANCC

What makes someone competent in the workplace? Is it based on how smart or skilled they are? How good are they at their job? Should that be the basis of how people measure how competent a coworker is? In my opinion, that’s a biased and misused system of preference. Neurodivergent workers are not incompetent, we merely process information and our surroundings at their own pace. Allow me to explain. . .

            Many people on the spectrum have likes and dislikes that we devote our time and effort toward. This extends to how we proceed with tasks assigned at our jobs and how we wish to complete them. Some or us prefer to work in calm, organized spaces where you have the ability to work as fast or slow as possible like at a library or a warehouse. Others actually enjoy the rush of the fast-paced jobs such as food delivery and mail service. So, it’s not a matter of how clever we are at a job, but how we adapt to the current workplace. If it doesn’t fit into our perceptions and interests, then employers can be sure that we won’t take it seriously.

            There are many aspects that create an ideal working space, such as productivity, teamwork and success. But, one of the important aspects is that of accommodation, where the workplace must be open to workers who have varying thought-processes. I’m not saying employers are not trying to be accommodating, but they have a limited view of how to accommodate us. If employers expect us to be knowledgeable of everything in the position we’re given, it doesn’t give us room to adjust. The best way for us to learn is to grow into our new position. Let me elaborate on that. . .

            Let’s say that a new employee who is neurodiverse gets a position as a janitor at a Chick-Fil-A. They begin their new job learning the ropes and improving their rhythm along with it. After mopping floors and cleaning bathrooms for a while, they may want to get a higher paying position. So, the worker gets bumped up to either a cashier or a take-out window worker. Now, they must adapt to their new position just like they had to adapt to being a janitor. How long or how short it takes for them to master it depends entirely on how their brain processes the new skills and if they truly want the position. They may be horrible at first or adapt quickly, but it all depends on how they learn to expand their skill set to complete it.

            But, if employers judge them based on lack of competence alone from the beginning of the new positions, a major consequence could happen to the worker. If employers deny the worker the ability to grow with their position, and instead they “nip it in the bud” so to speak, the employee may be fired. Employers don’t want a potential problem to become a serious one, but employers sometimes don’t give us room to improve and just toss us out without much consideration.

“Problems can become solutions if given the chance to become something more - instead of denying it the right to evolve.”

            And it won’t just hurt these us professionally, but emotionally too. How would you feel if someone fired you based on how incompetent you are from the start of a new position? People of neurodiversity are very sensitive. Being fired would make us believe that we actually are incompetent. No matter how harshly or delicately employers put it, telling us we’re not smart enough is bound to bring our self-confidence to a new low. We may never attempt to apply to another job again! So, don’t deny us the chance to become more than ideal employees just by taking a pre-judgement of competence at the start.

            Competence isn’t something that is a requirement at the start of a job, rather a job is something that is learned. So, expecting perfection without any sort of guidance is going to end with consequences. If employers and workers - we might actually be shocked at how “competent” we all can be if given the space and time needed to achieve it. So I implore all you employers, don’t turn us away just by what you see in front of you. Show us what we can gain in the workplace and we can show you our best work possible. And please never call us incompetent!

Written By Alec Capurso for the GANCC

"A Concrete Cube"

Imagine a cube made entirely out of concrete. Then, imagine that I am inside that concrete cube. There are no doors, windows, openings or any other ways for you to get through. Meanwhile, I am just sitting in the middle of this cube, unconcerned about anything outside of it and only focused on the inside. You, however, want to break through it so that you can reach me. So, you decide to take a sledgehammer and begin to slam it on the walls, trying to make a hole. The noise is deafening, the cracks are forming and I am just sitting there unaware of what’s going on. As you get closer to me, I am unsure of how to respond. Should I respond in fear, openness, or just try to fight back against the intruder? Because, unknown to you, this cube is not a prison.

It’s a safe space that I can go to in order to avoid the hassles and horrors of the world that are still unknown to me. Inside that cube, I am protected from every potential and perceived harm that this world can throw at me. I know every inch of the inside from the corners to the sides of every nook and cranny. I feel like since I know everything about this cube, then I have a semblance of control over my surroundings. And if anyone even tries to break through to them, I will feel threatened. How would you like it if someone invaded your territory? Especially if someone took a sledgehammer to it.

But, on the flip side, you don’t know that. You only see what’s in front of you and you and make the most logical assumptions you can comprehend. You most likely would assume that I was somehow trapped in there, and you want to break me out. So, why not use the most blunt weapon you can think of to bring down the walls? It’s simple and straightforward, which is the most likely solution in this case. But, before you go through with it, maybe you should give this solution some more thought. Ask yourself is this person in danger? Is this the most logical solution to resolve this? Does this person know about this idea and how will he perceive it? What really is the best way for both of us to solve this problem? Instead, you resolve to go through with the easy way and decide that using a sledgehammer is the only way that'll work.

The right solution would be for you to be patient and try to communicate with me inside the cube. The truth is that I don’t want to be inside the cube forever, but I just don’t know how to cope with the outside. I want to leave the cube, but on my own terms. You are most likely the first person to interact with me in a long time and you’re not making a good first impression. If you could’ve been open to my own feelings about the cube, you’d understand why I didn’t want to leave. By taking time to learn about each other, we could’ve formed a sense of trust between us and see through our own perspectives. And eventually, I will leave the cube along with you. However, using the hammer only makes me less trustful of you and everything else. And now I’m exposed with no idea how to get myself aligned with the world. So, I’ll invest most of my time trying to return to that cube, which is completely destroyed now. And you have demolished it for nothing. Why would I waste my time adjusting for the world, when you wouldn’t for me?

This article is an analogy for neurodivergent workers trying to adjust to a workplace, where coworkers and superiors try to force them out of their comfort zones. Whether they want the workers to be comfortable or not, it isn’t their place to decide what’s best for them. The real way to connect with neurodiversity is to be calm and gentle, without intruding on their feelings. If you approach them with expectations of perfection, they will never learn to adapt. Adaptation depends entirely on the workers themselves whether they truly want to be open. The superior's job is to make sure that they adapt comfortably, not cautiously.