- Sep 2021
But despite this understanding, and the gains made more generally in promoting workplace diversity, prejudices keep the employment prospects for neurodiverse individuals shockingly low. The cost is personal — denying individuals the chance to do meaningful work — as well as social, sending individuals to the dole queue. It also means workplaces are failing to benefit from highly valuable employees, and missing the opportunity to become better organisations in the process.
I posted this article in the class Slack for a couple of reasons. First, this particular argument reminds me of Benjamin, which we're currently reading, and how she shows that the problem of underexposure wasn't taken seriously until it interfered with capital. But, second, I also used it to point out that despite that, it's important to remember that we sometimes have to make arguments for specific audiences--i.e., that it isn't necessarily that Daley only cares about workplace productivity, or even that she prioritizes it, but that she's writing for an audience that does prioritize workplace productivity over basic humanity. So, the rhetorical situation may call for making such an argument rather than appealing to humanity, morality, or equity.