Why is this enough? 

I am sure I am not alone in my experience of individuals in the medical profession, including counselors and therapists, in our professional lives, including admin and HR, and unfortunately also from our union...

BUT YOU ARE COPING

Am I? well...I might be, but I am not thriving...and if just coping is the standard that our employers, union, and medical advisors use as acceptable..then maybe it's time we said something a little louder.

COPING IS NOT ENOUGH! because

• it means you are operating at less than your full potential

• it means you are in greater danger of burning out

• it means you are susceptable to mental health issues because this "coping" is in fact us giving 100%....we can't do better without support

• it makes us feel like we are wasting their time asking for support, that we are weak and if we could just try a bit harder we could elevate our position on our own

Well...we can't...and so what can we do

According to ALIS 

Under the Alberta Human Rights Act [pdf], employers have a duty to accommodate. This means they must make every reasonable effort to meet your needs as a person living with a disability, so you can get your work done and do well on the job.

For example, you may need a wheelchair ramp, or flexible work hours so you can go to medical appointments.

An accommodation doesn’t have to be made if your employer can prove:

• It will cost the company too much money.

• There is no outside source of funding to help pay for the accommodation (such as a government program).

• The accommodation is likely to cause health and safety risks.

As well, employers don’t have to hire a person living with a disability who isn’t ready, or doesn’t have the skills needed, to do the work.

It’s your choice to tell your employer about your disability. But remember, they can only accommodate your disability if they know about it. For example, if you request a different type of office chair, your employer needs to understand how that will help with your disability

The Alberta Teacher's Association also states that it helps teachers when "Members having questions about medical leave, return to work plans or health related accommodations." however I have called Teacher Welfare, Inclusion Services and Teacher Employment services and no one can identify a procedure to advocate for accomodations.

You can advocate for yourself with your admin. This depends on your comfort level...but it has been effective for me. After speaking to various other organizations (read on) I feel at this time, our best option for support is to be honest with Admin and work together to create the supports:

My current admin knows about my diagnosis and have no problem with following up with conversations we have in the hall with an email, or providing me things in writing prior to meetings, they know about my antisaptory anxiety so if they ask to meet with me they tell me what it's about.

You can also reach out to HR and ask what they can do to support your requests.

Some ideas of accomodations to request:

Other Ideas to request

Frequent Check - Ins.... don't wait for me to come to you. I often need help, but don't know how to verbalize what I need. 

I currently have an amazing co-teacher who has figured this out. She has started offering to do things rather than waiting for me to ask. She also is a direct communicator...which I appreciate..so if she sees me doing too much she says so, AND, is willing to help me figure out what I need to ask for.

Email follow ups to meetings, or requests in writing - even if it has been discussed

  If you ask me to do something in the hall please email me to remind me what I agreed to. I appreciate summary of meeting emails, or sharing minutes.

I volunteer to take notes in meetings so that I can share with everyone. It is easier to get people to support you if they see you are actively working to help yourself and share with others

Give me a Map, Questions in Advance, Meeting Minutes to follow 

I ask for visuals and supports as needed.but.......

Create default accommodations

I phrase requests so that they aren't just about me. There are 6 other teachers on staff who are openly neurodiverse, and while we have individual needs, most things would benefit us all, and the neurotypical population.

I have always said that the best practice for teaching students who are neurodiverse is best practice for all students. Speech to Text, and so many other "accomodations and supports" are tools everyone can access and use.

Creating a set of default accomodations really helps EVERYONE and saves time and energy in the long run.

I have always loved the idea of Love Languages. I have found it helpful in many different types of relationships as it is another "code" or set of rules I can use to interact with those I care about. 

I recently came across the following slides posted on facebook by The ADHD gift and it resonated with me....I would suggest these are an addition to the 5 traditional love languages. I found sharing this information with my partner, friends, co-workers, and admin has really helped us communicate and express myself by building understanding.