Ethical Principles to Guide Us

In this blog entry, we will discuss six ethical principles that Aspergians should use to guide their attitudes and behaviors when dealing with the world.

The first principle to guide us is the Golden Rule.  Do unto others as you would have them do unto you.  The Golden Rule is the principle to guide our sense of justice and fairness.  We must put ourselves in the place of others.  If we think of ourselves as the subject of any decision we make, then we can think more about fairness in the decision-making process.

The second principle to guide us is Immanuel Kant’s Categorical Imperative.  If an action is not right for everyone to take, then it is not right for anyone to take.  Aspergians have absolutely no tolerance for any form of hypocrisy.  If everyone were to take a particular action, what would our organization, or society, be like?  Let this be fair warning to those in positions of authority over our lives, such as parents, teachers, employers, and civil authorities.  Don’t ever let us catch you doing something that you specifically tell us not to do.  The familiar argument that “rank has its privileges” does not go over well with our sense of justice and fairness.

The third principle to guide us is Descartes’ Rule of Change.  If an action cannot be taken repeatedly, then it is not right to be taken at any time.  Another name for this principle is “The Slippery Slope Principle.”  An action may bring about a small change that is acceptable in the short term, but if repeated would bring about unacceptable changes in the long term.  We must be very careful about the precedents we set for those who follow us.

The fourth principle to guide us is the Utilitarian Principle.  Take the action that achieves the higher or greater value.  This rule assumes that we can prioritize values in a rank order and understand the consequences of various courses of action.  This principle is reflected in our desire to dispense with the small talk and social pleasantries…and get down to business.

The fifth principle to guide us is the Risk Aversion Principle.  Take the action that causes the least amount of harm or incurs the least potential cost to yourself and others.

The sixth principle to guide us is the Ethical “No Free Lunch” Rule.  Assume that all tangible and intangible objects are owned by someone else, unless there is a specific declaration otherwise, and that the creator wants compensation for this work.  The in-text citations you see throughout this book, along with the bibliography at the end, are evidence of my effort to comply with this rule so as to avoid any appearance of plagiarism on my part.

Social and Communicative Challenges for Aspergians

Unlike most people with Kanner, or "Classic" Autism who are socially withdrawn, many Aspergians try very hard to be social when we become aware of the need for social interaction in our lives…and will approach other people, albeit awkwardly.  At least, we are willing to reach out to others.  We may engage in long-winded or one-sided conversations with others about our favorite subjects.  We are often unaware of the nonverbal cues of disinterest or discomfort that others may give.   This apparent disregard for the feelings and sensitivities of other people may be mistakenly interpreted as insensitivity, inconsideration, and/or downright rudeness on our part.  Such misunderstandings often lead to social rejection, physical violence, and/or police involvement.  We certainly mean no offense to others.

While we may be able to use our cognitive abilities to articulate social norms in a tightly controlled environment, we have a great deal of difficulty acting upon this knowledge in real life.   While most people find social interaction exhilirating, we find them to be physically and mentally draining because we have to consciously think about what to say and do around other people.  I rarely have any difficulty talking to one or two close friends who accept me for who I am, but when I am at a large group gathering, such as at a party or even at a church service, I get overwhelmed quite easily.  If you notice that I am not looking directly at you when you talk to me, please be assured that I am paying attention to you.  I can usually focus on only one sensory input channel at a time.  There is certainly no rudeness or disrespect intended on my part.

If the entire world is a stage and we are merely actors, then would someone please pass me a script?  I have no idea what is happening or how I should act here.  For an Aspergian, learning the rules of social interaction is very similar to learning a foreign language.  We can learn the vocabulary, structure, and syntax of a new language much more easily than we can learn the subtle nuances, or the pragmatics, of that language.

Aspergians are well known for their strict adherence to rules and policies…even when those rules and policies make no practical sense.  Even worse, I often find some of my own rules to be contradictory.  In other words, I cannot follow one rule without violating another.  Is it any wonder I am so confused?  For example, if I follow the rules of speaking only when directly spoken to and going only where I am explicitly invited, then how do I reach out to others?  I am one who feels compelled to abide by company conduct policies even when I am off duty.  The probable reason for this is because I believe that one should always conduct oneself according to a single set of rules in order to avoid any confusion.  I cannot tolerate any inconsistencies. 

Coming Out of a Different Closet

The following is an example of a letter, originally prepared by the Asperger Association of New England, which I would use to disclose and explain my condition or, in other words, “come out” to a new employer.


11 September 2010

Mr. John Holmes
ABC Company
201 W. Springfield Avenue, #1200
Champaign, IL 61820

Dear Mr. Holmes:

Thank you very much for giving me the opportunity to work for ABC Company. I am looking forward to beginning work, and will try very hard to understand and fulfill all of my job responsibilities successfully. In this letter, I would like to offer you some important personal information that may affect how I perform in my new job. As you may already know, I have Asperger Syndrome (AS for short). It may be helpful if you, as my supervisor at ABC Company, understand some characteristics of AS, and some reasonable accommodations for my different learning style, so that I can become a good employee who will contribute to ABC Company’s success. Asperger Syndrome is a form of Autism characterized by normal to superior IQ, accompanied by social and communication difficulties. These difficulties stem from neurologically based sensory and information-processing disabilities. Even though I may look just like everyone else, my mind works in a significantly different way, and sometimes my behavior and reactions will not be typical.

There is wide variation in the abilities and personalities of individuals with AS, but we do have a lot in common. I have difficulty understanding another person’s perspective and reading messages that are conveyed by facial expression, or body language. This means that it is likely I will not understand office politics or I will occasionally put my foot in my mouth. On the positive side, once I understand the tasks and routines necessary to my job, I will perform them faithfully. I am honest and good-hearted. With skillful supervision, you can minimize the impact of my differences, and make the best use of my many talents and abilities. Here is a list of some suggestions for the kinds of accommodations that could help me feel comfortable and be a good employee. It would help if you, as my supervisor, can:

• Give me a written job description that spells out all of my responsibilities in detail.

• Give me specific, detailed, instructions for each new task that you assign to me.

• Present all new information in writing, rather than just orally.

• Give me a little extra time or coaching to master a new task or absorb new information.

• If possible, meet with me briefly at the beginning of each day to review and prioritize the day’s agenda, and to forewarn me about any upcoming changes in the schedule/routine. (If more convenient, we could meet at the end of each day to preview the next workday.) I can adapt well and handle abrupt transitions or surprises if I am forewarned.

• Let me know to whom I should turn (and when and how) with questions about my work assignments - to you, and/or an identified co-worker?

• Give me an explicit, detailed list of rules governing workplace protocol around such matters as appropriate dress, timing and length of breaks, when and where conversation with other employees is allowed. (I will probably not be able to intuit these rules for myself.)

• Try to allow me to focus on and complete one task at a time. If an interruption is unavoidable, please allow me a short time to adjust.

• If I say or do something inappropriate, I do not intend to be rude – I may just be neurologically overwhelmed. If this happens, please just give a chance to take a break and calm myself. Later we can discuss how to handle similar situations better.

• Try to avoid assigning me tasks where there are pressing deadlines, difficult personalities to deal with, or other factors that can ignite my anxieties.

• Understand that even though I may not make eye contact with you while you are speaking to me, I am listening to you. (It is often difficult to process both auditory and visual information simultaneously.)

• Meet with me regularly and frequently to let me know how I am doing. Acknowledge whatever I am doing well. If you need to give me negative feedback, the most effective approach is to suggest in a calm and neutral way any concrete steps I can take to correct the mistakes.

• Due to our “disability”, people with AS have trouble understanding other people’s viewpoints. I may sometimes say things that are unintentionally hurtful or abrupt. I may need your feedback to realize this behavior is inappropriate, and replace it with more acceptable behavior.

• Recognize and accept my social or sensory limitations. Limit the amount of contact I have with the general public, and the amount of time I must interact with large groups or work in noisy settings. After working with a group, I may need a “sensory break” – a walk to the mailbox, or some time working alone at a task in a quiet part of the office.

• Be patient and flexible. If you give directions and feedback calmly, I will feel less anxious, and can perform my best work for you.

• Help me decide if other people in the company should know I have AS. If personnel officers and co-workers can show understanding and accept me for who I am, they can help me succeed.

• Be compassionate. I have met with a great deal of misunderstanding and failure in the past, despite my best efforts to meet society’s expectations. Although I may not always remember to express my thanks verbally, I will reward your patient supervisory efforts with a solid, reliable work performance.

If you would like more information, you are welcome to call the Asperger Association of New England (AANE). AANE is a small non-profit agency founded in 1996, with a mission of fostering awareness, respect, acceptance, and support for individuals with Asperger Syndrome. They provide programs for individuals with AS, their families, and those in the community who work with them, including employers. You are always welcome to call them, to tap into their knowledge and experience of AS. They can refer you to additional resources. They can be reached at 1-617-383-3824. Thank you very much for taking the time to think about this important information. I look forward to working with you.

Sincerely,

William D. Lawless, MBA

Research Analyst

When writing the actual letter to an employer, I strongly recommend that an Aspergian use only the above bullet points that are directly relevant to his/her personal situation and to the position. I would also recommend making the disclosure to colleagues and clients only on a need-to-know basis. My personal experience is that not everyone is as understanding or as accepting as they should be. Many people fear what they do not understand. The diagnosis of Asperger Syndrome should be otherwise mentioned only when certain types of inappropriate behavior are noticed as the behaviors are usually the result of the differences in how we perceive the world around us and are not malicious in nature.

My Current Project

As you have probably noticed on the heading of this blog, I am currently writing a book about Asperger Syndrome through the eyes of a man who has the condition.  Some people have asked me about the condition.  I don't like to think of Asperger Syndrome as a disease because it is literally a difference in how my brain is wired.  As such, it is no more a disease than is being left-handed...or being gay.  In my book, I will share some of the science surrounding Asperger Syndrome and share some of my personal experiences related to the condition.  In future postings on this blog, I will share with you what I have learned in order to give you a better understanding of the many challenges we Aspergians (as those with AS like to be called) face on a daily basis.  I have noticed a great deal of misinformation in the mass media about Asperger Syndrome and would like to clear the air with my book and this blog. 

I have written a diagnosis of Asperger Syndrome into the character of David Lawrence, my narrator in both of my novels, "Topless Delivery - The Myrtle Beach Experience" and "Forever Autumn - The Myrtle Beach Experience Continues," in an endeavor to raise public awareness of Asperger Syndrome and other Autism Spectrum Disorders.