In Germany, we have learned from a contact, telling an employer you are aspie is still a no-no, thing to avoid doing. There is still a judgmentality towards conditions that can be read as a weakness in the worker. Yes there is a support scene working on it: but it has not got as far as here with planting an ethic for society to listen to it.
So even after Brexit there will still be pros and cons in favour of either country, and not a one-way case for which is more progressive. In minority needs for workers, we still are. Much as we must look out for erosions of it, and it works more by the motive of good appearances than by any formal fear of employment tribunals, which have already been given legal cost dangers to intentionally weight them against the worker.
Employment coaching in Germany: might help the worker from behind the scenes without the employer being aware of it, or might act as personal development coaches explaining what post will best match the worker's personal needs as they have seen them to be. Workers having such coaches is a thing that seems more familiar in the culture there than here, partly balancing the picture out.
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