AIBU to think dismissal during probation was unfair given autism adjustments?

Were you like this in the workplace? Rude? Abrupt? Expecting people to help you? Just thinking about what you need? Can you express yourself in a professional manner?

I don't agree that disabled staff should need to be better than non-disabled staff. That is the sort of attitude that I wo only expect to see from a crap employer that doesn't recognise the benefits that having a diverse team can bring.

However, disabled employees do need to be able to do the job according to the required standards, with reasonable adjustments in place.

You aren’t either.

I agree. There’s not a hope in hell of a discrimination claim succeeding at tribunal, from the posts on this thread.

Have you considered accountancy instead?

It might be a better fit for your skills.

Put your energy into your future to see where you might be successful.

The OP does not have a discrimination case. The company gave reasonable adjustments.

In all honesty i would have fired you long time ago.

I was trying to explain how much trouble you’d be in for recording without permission and using AI (if you did).

you aren’t coming across well in this thread.

To be fair, I am ND (ADHD). There are aspects of my job that I find difficult and I work in slightly different ways, but the bottom line is, I can still do the job and I can do it very well.

It sounds like the OP was able to do some aspects of the job, but a number of really key skills were lacking. Reasonable adjustments should be offered by all employers, but it simply isn't reasonable to expect employers to just accept that disabled or ND employees will be unable to carry out central requirements of their jobs effectively. And surely communication and professionalism are absolutely core skills for a consultant?

Can you try to be a bit more fulsome in your answers please. And answer the questions I asked.

Do you know this for sure?

Maybe it was. But where did you record it to and did you use AI to transcribe it?

I’d be doing a misconduct hearing for recording without permission and if AI tools were used to transcribe it, you’d be in seriously hot water.

They'll only be so willing if the grad requiring the adjustments puts out better work than everyone else so that the adjustments are worth the effort the company has to go to, to make them
This, sadly in RL, people who are discriminated against have to work twice as hard to be recognised.

Hi OP, I work in HR and reasonable adjustments are just that.....reasonable. The level of adjustments you describe wouldn't be considered reasonable in many workplaces. Some of them perhaps, but not all and clearly not in this role at this particular company.

Extending your probation was fair of them.....they could easily have let you go at the 6 month point but they clearly wanted to give you an opportunity to improve. Perhaps improvements were made but if it is clear that the required standard isn't going to be met by the time the extended deadline is reached then an employer has a right to call it a day. You also have the right to appeal, which I understand you have done and that will mean the decision and the written evidence on your file will be reviewed by another senior manager.

I have to say though that recording a meeting without the participants giving consent and being aware would be misconduct in my workplace and would be at a minimum a written warning. Conduct is given equal weighting to performance so even if someone can technically do the job, if there is misconduct they can be let go.

I understand it must be difficult but I really would try to chalk it up as a learning experience and move on.

It seems like you are expecting a massive amount of adjustments.

This isn't school, where the adjustments are partly there because you are required to go go school & entitled to an education, and needed those adjustments to manage it. Its not university either, where you are a paying customer who needs to be retained.

It's a workplace, you are not entitled to any job, and you are paid to be there and deliver.

What is "reasonable" is very different in this context.

There will be other workplaces that suit you better. Consulting is competitive and cut throat, other environments are likely to work better for you.

I’m really not sure about this.

We don’t know exactly what was disclosed or agreed upfront.

OP had never done this job before, so she couldn’t have had a perfect view of how she would approach it or the help she might need.

If no employer is able to take a risk on a candidate who might not fit the mould without being forced to employ them for ever more, they just won’t hire anyone who doesn’t look perfect on paper.

That’s why the gvt was forced to acknowledge that ‘day one’ rights were nonsense, and allow a 6 month period for letting people go.

In future, someone like OP would have been let go after (just under) 6 months, not the 9 that she had.

@SereneRoseRobin id be interested to know your timeframe for what you’d consider to be ‘timely feedback’?

Have you tried doing a reflection based on the Gibbs Cycle of Reflection about the entire experience? It may help you process and learn from the role. It helps structure your thoughts to avoid jumping to conclusions.

https://reflection.ed.ac.uk/reflectors-toolkit/reflecting-on-experience/gibbs-reflective-cycle

Why did you think it was ok to record a meeting without permission?

apart from anything else, how did you transcribe it?

Adjustments are to enable somebody to be level not better.

Under the UK's Equality Act 2010, employers and service providers must make "reasonable adjustments" to ensure disabled individuals are not substantially disadvantaged. This legally required duty covers physical barriers, workplace practices, and accessible information, and applies across employment, education, housing, and public services.

I think that shows where the problem lies. Not hearing what she wants so scattergun threads all over the board to try and get a more ‘acceptable’ answer.

I can see OP getting feedback and just arguing back. No one has time for that.