All Lives Matter to G_d

[Image description: a US American white, male & female couple hold a placard which reads:

Christ & Racism

- DO NOT - mix.

You can’t love God &

Hate His Creation ]

This sign from last year´s Black Lives Matter campaign could equally state:

Christ & Disablism (US Ableism)

- DO NOT - mix.

You can’t love God &

Hate Their Creation.

Sexism, Racism, Homophobia, Ageism, etc. have no place in Christianity. If you believe they do, you are no true Christian. Jesus made it crystal-clear that after loving G_d, the next most important commandment was to love one another. He himself averred that he came to fulfil and thus replace the Old Testament (OT), so there is no justification for quoting scriptures out of context. To be quite clear: There is NO place for hate, treading in the steps of JC!

Black lives matter.

Asian lives matter.

Disabled lives matter.

Wimmin’s lives matter.

LGBTQIA+ lives matter.

Senior citizens’ lives matter.

Poor, working-class men’s lives matter.

If you do not understand why any of the above groupings are suffering in British (or US or Oz) society, then do some research - the internet is full of personal stories, histories from differing perspectives and data for those interested in statistical analyses.

We all have our own prejudices. The path of Faith calls us to to challenge ourselves and learn to stretch out the hand of amity, of friendship to all, not just those who are like us.

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Peace & blessings! 🙏🏻

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Advice for Disabled Interviewees

I was on holiday in Spain for 1st May this year, but just finished on time my contribution for Blogging Against Disablism Day 2017 (#BADD2017). Due to my aphasia I have been unable to read any of the blog-posts until today. For my first read I chose, "Autistic in the Workplace: Ableism and Interviews".

I felt so upset about this writer, StrangerDarkerBetter's experiences that I penned this response:

You are NOT to blame. Employers can be very lazy and quite unprofessional when it comes to interviewing and as such frequently break discrimination laws by asking unlawful questions.

A sensible small to medium employer (SMB) will have sat down themself or a large employer requested that their Human Resources (HR) department look at the requirements of the job. Looking through CVs/resumes the good SMB/HR will cross-refrence with their own check-list of requirements. This should be done 'blinded' - i.e. without reference to gender, sexuality, dis/ability, race or ethnicity, politics, age and appearance (as photos would give the game away). In this way the best qualified &/or experienced interviewees should rise to the top.

There is some evidence that employees who are considered disabled are more productive and more loyal to their employer. I think I also read that disabled folk take less sick leave compared to able bodies (but this obviously excludes chronically sick & disabled folk who generally need more time off for medical appointments, sickness, etc.)

Ultimately, SMBs need to feel that you can be part of their team, that you & they can work together. This unfortuantely is the 'real world' and success does come down to personalities and their hang-ups & prejudices. However, if an employer does not want me, I certainly do not want to work for them.

I am not an expert however I have a suggestion: maybe have a short spiel about your condition, perhaps including a dignified appeal to look behind your neuro-atypical aspects. Be forthright about your atypicality and what advantages may arise from your joining the team.

Please do not feel despondent. Treat every so-called 'failed' interview as a run-through for the job you are ultimately going to get.

From the bottom of my heart I iterate that YOU are not to blame. Take heart! And the very best of luck for that ultimate position. %)))

I do so hope I have not been politically incorrect and that folk will accept the sincerity of my attempt at trying to help.

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The reader can puruse this year's submissions &/or previous years' archives for BADD here.