4 ms·

> Not for me, no. I'm neurodiverse, and that shit is just lost on me. I hear you and understand. Lots of people are neuro-normative though, and that stuff is v

by lolsal 4y ago

> Not for me, no. I'm neurodiverse, and that shit is just lost on me. I hear you and understand. Lots of people are neuro-normative though, and that stuff is valuable. Let's not assert that remote-only is the Best® though, because for a lot of folks, there is a loss of fidelity in communication going fully remote only. > You might as well complain that you are missing out on being able to tell racist jokes with your same-race buddies, because you're missing out on the benefits of social bonding. Believe it or not, some people bond over things they have in common that don't have anything to do with racism. You probably have some prejudices or biases leaking through your comment that you might want to explore privately. > Sure. single-cis-straight-white-male can be super optimized, or the equivalent in what ever is the dominant race (looking at salarymen in Japan). When I go to lunch and talk to my colleague about her favorite places to snorkel, my sexuality, gender, relationship status or race never come up in the conversation. Have you tried having conversations with folks without making it about you?

lowbloodsugar 4y ago
>When I go to lunch and talk to my colleague about her favorite places to snorkel Yet you take it for granted that she will go to lunch with you, and that she will engage in neurotypical "pleasantries". I'll bet that anyone who doesn't want to go to lunch with you, you will take this as a negative at review time. "They just aren't trustworthy" or "He isn't a team player", despite them being the highest performing person on the team. >Have you tried having conversations with folks without making it about you? I very rarely make it about me, because my goals are to solve interesting problems that make money by benefitting our customers. In this conversation, the problem is "how to maximize productivity at Apple given a diverse workforce". You are the one that wants to make it "about someone". You are providing an excellent example of neurotypical privilege.
- lolsal 4y ago
  > Yet you take it for granted that she will go to lunch with you, and that she will engage in neurotypical "pleasantries". I suppose I do! I'm not coercing anyone to go to lunch with me, so I'm not really sure what your point is here. > I'll bet that anyone who doesn't want to go to lunch with you, you will take this as a negative at review time. "They just aren't trustworthy" or "He isn't a team player", despite them being the highest performing person on the team. Not at all. I'm a results-driven professional and to suggest otherwise is offensive, to be honest. > I very rarely make it about me, because my goals are to solve interesting problems that make money by benefitting our customers. In this conversation, the problem is "how to maximize productivity at Apple given a diverse workforce". You are the one that wants to make it "about someone". You are providing an excellent example of neurotypical privilege. I'm talking about: socializing with my colleagues is one of the many benefits that is lost when we transition to full remote only work. The disabilities, preferences, or whatever other flavor-of-the-moment persecutions you care about is irrelevant to me. I'm going to invite people I enjoy spending time with to lunch and I don't consider the persons gender, sexuality, mental health, or whatever else you are talking about when I invite them to spend their lunch with me. I expect them to be honest and come under their own free will. I can't control anything beyond that. If you want to spend your lunch with me, great! Let's go chat and learn about each other. If for some reason you find this offensive, or privileged, then I think we would not enjoy lunch together and that's good to learn, too! I wouldn't want to invite you to lunch the next time. Good luck out there.
  - lowbloodsugar 4y ago
    >I'm not coercing anyone to go to lunch with me, so I'm not really sure what your point is here. If you are in a position to influence a promotion, then an invitation to lunch is not simply an invitation to lunch. I would hope that you would be involved, either as a peer or a manager, since you come across generally as pro diversity. The thing is, #neurodiverse message boards are full of posts like "My manager has asked me to go to lunch and I am terrified. What do I do?" Their fear is that if they don't go, they will be dismissed as not a team player, but if they do go, they may exhibit behaviors that uneducated NTs find disturbing. Many neurodiverse will just mask up and push through it, and many of us are effective at that. The right thing, of course, is to communicate (I wrote "have a conversation" and deleted it, because Autism) but many NDs don't have access to such support systems to even get the advice. If they are on a #nd channel, then we can help them. So I'd ask you to consider that, unless you have absolutely no power in your organization, then yes, asking someone to lunch is a non-neutral decision ("coercion" is too strong a word) for an ND person that carries risks and stress. I'm not asking you to stop having lunch with people. I'm asking you to consider ways to interact with ND people and to get familiar with the challenges ND people face.

by lolsal 4y ago

lowbloodsugar 4y ago

>When I go to lunch and talk to my colleague about her favorite places to snorkel Yet you take it for granted that she will go to lunch with you, and that she will engage in neurotypical "pleasantries". I'll bet that anyone who doesn't want to go to lunch with you, you will take this as a negative at review time. "They just aren't trustworthy" or "He isn't a team player", despite them being the highest performing person on the team. >Have you tried having conversations with folks without making it about you? I very rarely make it about me, because my goals are to solve interesting problems that make money by benefitting our customers. In this conversation, the problem is "how to maximize productivity at Apple given a diverse workforce". You are the one that wants to make it "about someone". You are providing an excellent example of neurotypical privilege.

lolsal 4y ago
> Yet you take it for granted that she will go to lunch with you, and that she will engage in neurotypical "pleasantries". I suppose I do! I'm not coercing anyone to go to lunch with me, so I'm not really sure what your point is here. > I'll bet that anyone who doesn't want to go to lunch with you, you will take this as a negative at review time. "They just aren't trustworthy" or "He isn't a team player", despite them being the highest performing person on the team. Not at all. I'm a results-driven professional and to suggest otherwise is offensive, to be honest. > I very rarely make it about me, because my goals are to solve interesting problems that make money by benefitting our customers. In this conversation, the problem is "how to maximize productivity at Apple given a diverse workforce". You are the one that wants to make it "about someone". You are providing an excellent example of neurotypical privilege. I'm talking about: socializing with my colleagues is one of the many benefits that is lost when we transition to full remote only work. The disabilities, preferences, or whatever other flavor-of-the-moment persecutions you care about is irrelevant to me. I'm going to invite people I enjoy spending time with to lunch and I don't consider the persons gender, sexuality, mental health, or whatever else you are talking about when I invite them to spend their lunch with me. I expect them to be honest and come under their own free will. I can't control anything beyond that. If you want to spend your lunch with me, great! Let's go chat and learn about each other. If for some reason you find this offensive, or privileged, then I think we would not enjoy lunch together and that's good to learn, too! I wouldn't want to invite you to lunch the next time. Good luck out there.
- lowbloodsugar 4y ago
  >I'm not coercing anyone to go to lunch with me, so I'm not really sure what your point is here. If you are in a position to influence a promotion, then an invitation to lunch is not simply an invitation to lunch. I would hope that you would be involved, either as a peer or a manager, since you come across generally as pro diversity. The thing is, #neurodiverse message boards are full of posts like "My manager has asked me to go to lunch and I am terrified. What do I do?" Their fear is that if they don't go, they will be dismissed as not a team player, but if they do go, they may exhibit behaviors that uneducated NTs find disturbing. Many neurodiverse will just mask up and push through it, and many of us are effective at that. The right thing, of course, is to communicate (I wrote "have a conversation" and deleted it, because Autism) but many NDs don't have access to such support systems to even get the advice. If they are on a #nd channel, then we can help them. So I'd ask you to consider that, unless you have absolutely no power in your organization, then yes, asking someone to lunch is a non-neutral decision ("coercion" is too strong a word) for an ND person that carries risks and stress. I'm not asking you to stop having lunch with people. I'm asking you to consider ways to interact with ND people and to get familiar with the challenges ND people face.