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Quote by Devon Price

“When Harry Potter author J. K. Rowling published the piece "TERF Wars" on her blog in the summer of 2020, she specifically mentioned her fear that many transgender men are actually Autistic girls who weren't conventionally feminine, and have been influenced by transactivists on the internet into identifying out of womanhood. In presenting herself as defending disabled "girls," she argued for restricting young trans Autistic people's ability to self-identity and access necessary services and health care. Rowling's perspective (which she shares with many gender critical folks) is deeply dehumanising to both the trans and Autistic communities.”

Quote by Devon Price

Work

Unmasking Autism: Discovering the New Faces of Neurodiversity

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Devon Price

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“You’re always dealing with a stereotype. There’s the superhuman trope and the vulnerable trope – the benefit scrounger, someone who takes, doesn’t offer anything to society because they’re so incapable. And if you’re trying to be the superhuman, you don’t want to look as if you’re leaning on anyone, because people will think, which one are you? It’s really hard to embody both. But the gap between the tropes is where we want to live.”

“Of course, when Iris was gone, Mom barely seemed to care until the final hours before evacuation. Maybe it'll be the same for me: Denise will be fine. Oh, she'll be back. It makes me want to laugh when I realize how wrong I am. Of course it won't be the same. I'm not Iris. It'll be: Denise? Denise is gone? Oh, god, no. How long for? She can't be out there by herself. She might've gotten lost. She's—then, confidentially, with that look of hers—she's autistic. What if she...”

“My call to action goes well beyond asking you to pressure your recruiting team to hire a couple of token employees. That's easy and you've been doing that for years. My call to action is that you dig deeper and place focus on making the work environment sustainable for the minorities you introduce to your team. I'm challenging you to refrain from the habitual practice of listening only to the jaded opinions of people that you are more familiar with. Consider that, although you may be under the impression that your employees have strong ethics, morals and values, there is a possibility that they mat not be telling you the entire truth when speaking about the performance or demeanor of minorities. Furthermore, I challenge you to accept that racism, ageism, ableism, classism, sizeism, homophobia, etc., are real and shaping the semblance of your organization. Accepting that fact does not mean that people you work with and trust are bad people. It simply means that many of them are naïve, fearful, and more comfortable with pointing fingers at the innocent than they are with facing and addressing their own unconscious and damaging biases.”