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Help with communicating with neurotypical managers (lemmy.dbzer0.com)
submitted 22 hours ago by to c/adhd@lemmy.world
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So, it's my first time working in a country that legally requires workplaces to accommodate neurodivergence. I have been upfront about my diagnosis since I joined.

It's my first admin-heavy role, and turns out, ADHD doesn't like double checking if every single field on a page was filled in correctly.

After being put on a PIP, I've been working on an autohotkey script that automates the clicking and navigation, and prompts me to enter data where needed. In theory, tihs means I don't miss out on anything as long as the script works fine, and when you don't do the clicking yourself, mistakes are easier to spot when you check.

I presented it to my manager (first time manager, woo.) today during the weekly review, and this was what they said: "My concern is, would you be able to follow the process and do the task if you were to lose access to this tool you have built?"

It seems like no degree of explaining that it's not that I do not know how to do the task correctly, my brain just loathes the finer details and would mean the work would be more prone to error will get through to them.

I will be resigning before the final check next week anyway, but just want some advice on how to respond to that question in the future.

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[–] 18 points 21 hours ago (1 child)

The manager's position is fallacious: you built the tool, so if you lost access to it because requirements changed or whatever... you could just build another tool

Arguably, your script is a disability aid. You've already demonstrated that if you don't have access to the tool you struggle to follow the process. They've documented this and put you on a PIP, and you're trying to address it with a change in process to suit your disability. You're doing HR's job for them even if they don't see it that way

Extreme parallel: if a person can't get around without a wheelchair, then would the manager be concerned that they wouldn't be able to do their job if they lost access to their chair? And if they are, what are they doing taking away somebody's wheelchair for?

There's a good chance you'll never be able to reason with that kind of person - management seems to select that way. But if you could, I'd point out that it's a process improvement that costs zero dollars, it's more ergonomic, and it mitigates the effect of your disability which your employer is legally mandated to accommodate.

Then again if I was quitting next week, I'd be just as likely to call the manager an idiot and go on with my day. This never helps, but if you don't mind burning bridges it's pretty cathartic

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