Whatever happened about Ginny?

[Ginger1982]

Does anyone know?

Placemaking - just in case!

Oh, me too. I have been thinking of the thread a lot and how I’d apply it to our colleague who insists on bringing his whole self to the workplace when what he should actually try is putting his whole self in a bath.

I wonder how many people are being edges out of the workplace by the Ginnys of the world.

I've been wondering how things were going too and really hope the OP got the job.

Was hoping for an update!

How strange. I was thinking this today and just wasn't sure about posting anything.

Just hope the original OP is doing okay.

I think of Ginny often.

I had a recent meeting with a selection of people in different Special Castes (self-identified with several disorders that increasing in incidence). If I were to indulge in the colloquial, let's just say that a number of men wasted time mansplaining to 2 women who didn't need it. And wouldn't stop the mansplaining and doubled down on it even when the women highlighted their experience.

No Chair (I can't explain why because it's not unusual in the set-up), so no-one with authority to close the men down. And the men had pre-announced that, amongst their conditions that meant they had to be handled without criticism or anything approaching it, was rejection (sensitivity) dysphoria. Yes, they could mansplain away with their explanations grounded in the belief that the 2 women experts lacked prior experience or competence in the task, and it actually came across that the other woman was chancing her arm by (mildly) remarking that she wasn't asking for clarification of [X] and already had almost 30yrs experience.

The modern workplace can all too often seem like walking on eggshells and avoiding elephant traps. My thoughts are with Ginny and everyone caught up in the current environment of skewed management.

@RethinkingLife

If you can’t beat them join them I say. You too claim to have RSD; you demand people facilitate access for your emotional support animal; & I’d add in a claim to have TikTok-style DID to keep yourself amused with the costume changes etc - but also so you can have a super TERFy alter in your System, for whose behaviour you clearly cannot be held responsible. Maybe come out as agender (not a lie, but not meant in the sense they’ll understand it) but explain you will continue using she/her pronouns “for personal reasons” (also true). The more dramatic the look of noble suffering you can make at that point the better, obviously 😁

Seriously though, that sounds hellish; & I’m very impressed by your not having just burnt it all to the ground.

Oh. My. God.

Ok.

They are trying to exploit the Equality Act protections for discrimination.

As someone who actually has a fully evidenced, medically confirmed disability and has been through all the legal crap (other MNetters around who'll share experience too if you start a thread on this):

• Thank you for disclosing your disability. We will now need to ask for a medical assessment (where you will be asked for the diagnosis information and evidence of this, plus consideration of what advice has been given to manage this condition - and this is self ID so the report will make for entertaining reading.)
• And stop. Until you have the report and advice.
• Supposing the report doesn't basically say 'has self ID'd internet dx to avoid anything being said or done that they don't like', then discuss reasonable adjustments. Conversation being: if your condition renders you unable to cope with criticism or anything you perceive as critical, how are you able in the workplace to accept necessary evaluation of your work/actions and do the role for which you were employed?
• And if the answer is 'but I can't', then you're into competency proceedings, they will need to look for jobs in which criticism won't ever happen. And good luck to them with that.

There are no punches pulled at all when you are talking about real physical disabilities and barriers. None. The whole 'fairness to other staff' and 'are your needs still compatible with the role' will be pulled right out and jumped all over, and if you want to see real criticism and mental assault on a disabled person it's right there. (And if you want to see the power differential between someone able bodied who is claiming Q related identity stuff and someone with a physical disability/illness it's right there too). And the bottom line is: has the employer ticked the boxes so that they don't end up with a major payout in a court room.

They're trying it on. Take it through the formal channels, this shit has got where it is by nice people trying to be nice, and diversity friendly and welcoming of disability in the workforce, and being afraid of the legal system. Boundaries. Boundaries are needed. Otherwise, like women's and LGB and safeguarding legal provisions, disability protections will be so full of self centred chancers and people pushing the boundaries to their own personal advantage that the actual group needing the protections have lost them.

Thank you, both.

Frood, I've made a note of this. I had no idea it's legal to ask for independent verification in the context of agreeing accommodations or adjustments. It makes it all the more baffling as to why workplaces are allowing themselves to be manipulated like this to the detriment of other staff.

I'm accustomed to workplaces supporting egregious behaviour (look at the misogynistic and otherwise appalling WhatsApp messages in the Covid Enquiry) but there are circumstances where this is plausibly destroying goodwill, morale, and productivity.

Work health assessment and Occupational Health services might be worth looking up. Occupational health services give an independent assessment and they're generally well informed on advising re law/disability protections.