Trade unions

The TUC Disabled Workers’ Committee elected two co-Chairs for 2014/15: Sean McGovern and Janine Booth.

London Underground cleaners are refusing to use new biometric machines to book on for work, seeing this as a threat to their civil liberties.

About the author

Janine Booth, is a member of the TUC Disabled Workers Committee and the committee of Autistic-UK. She is a former member of the national Council of Executives of the Rail, Maritime and Transport union (RMT). Janine runs Autism in the Workplace training events with the Workers’ Educational Association (WEA). You can contact Janine by emailing j.booth@rmt.org.uk

From the TUC handbook, Autism in the Workplace

There are different ways of understanding disability. The two main ones are:

From the TUC handbook, Autism in the Workplace

Neurological diversity

From the TUC handbook, Autism in the Workplace

Beware of stereotypes; they can overlook people’s individuality, and lead to mocking and bullying.

‘Autism is one of those trendy ‘conditions’ that everyone seems to have these days.’
This is a commonly-heard view, but an inaccurate prejudice which undermines the very real experiences of people with autism and their friends and families.

From the TUC handbook, Autism in the Workplace

Autism is an issue for trade unions, because:

From the TUC handbook, Autism in the Workplace

Workplaces and employers make work difficult for autistic workers for the following reasons:

Discrimination: Treating the autistic worker differently from, less favourably than, others.

Bullying by management, including ridicule and physical/ verbal abuse.

Lack of communication and support.

From the TUC handbook, Autism in the Workplace

Refusal of time off: An employer may refuse a request for time off, for example a career break or a period of leave to adjust and make arrangements when a
dependant is diagnosed with autism.

Childcare: Few employers provide workplace childcare; of those that do, few provide care suitable for autistic children.