Three more days.

Three more days and Mercury comes out of retrograde.

Three more days and my tenure at the Stitch Fix Bizzy Hizzy comes to an end.

I had a job interview yesterday that led to a second interview Monday.

And yesterday was the two year anniversary of Parisian Phoenix Publishing, and I found out yesterday that Parisian Phoenix did not make it to the finalist round of the Innovative Voices program of the Independent Book Publisher’s Association.

What do all these things– well, everything but the whole Mercury retrograde thing– have in common?

Me. Still talking about disability.

I’m struggling. Change happens. I get that. But I just feel like everything I’m trying to do becomes a pile of various obstacles, so am I on the wrong path? All summer I felt like maybe I was finally headed toward new beginnings and small successes, but now I have my doubts.

And even things that should be success feel like delayed failure.

I’ve gone over the finalist list for the IBPA Innovative Voices program twice now, and I asked The Teenager to take a look. And she confirmed what I thought. Every finalist is a person of color/BIPOC or representing the gay/LGTBQIA+ community. Not a single disability voice among them. And then the teenager said it, “Well, Mom, color and sexuality are how most places do their DEI.”

It has taken me 40 years to accept and embrace my disability, and now that I have not only accepted it but worked to be a voice of advocacy, I open myself up to a whole new level of hurt.

Which brings me to work today.

Monday my table got moved. Today it moved again. But surprise, surprise, I liked today’s table (even though the air was stale and hot). And then… it happened. Because I was on a different line, I had different support people. And the support person on my line did a very sloppy job of presenting my work. Meanwhile, on the other line, a different support person presented someone else with similar medical accommodations a cart that was tidy.

It might sound petty. But because the company allows each individual to work such situations out with their peers, this leads me to feel like the person who brought me my cart resents having to help me.

And so I went to my supervisor. And I reminded him that all I wanted was to be treated the same. This other person has a temporary (and technically voluntary) disability that has lasted about six weeks. I have been dealing with this for more than a year. I have been disabled and will be disabled my whole life. The person with the temporary disability gets fawned over by her peers– including one peer who literally marches up and down the aisle telling all of us to help her.

So today, she gets the work from the bottom of her cart placed into boxes with pack slips placed neatly on top, and I get my work thrown on top of the boxes which are placed on their side on the top of the cart in a great big heap.

And once again, I ask my supervisor to help me find out if Stitch Fix has a policy in place to promote consistency between disability and medical accommodations. He promises me a chat later.

I go back to my table. A lead brings my next cart, and she doesn’t address my accommodations at all.

When the outbound manager walks by, I mention this to her.

And in the afternoon, I sit down with my supervisor and a manager and we discuss again:

• how my accommodations have been inconsistent and I don’t receive communication about how or if they will change.
• how other people with what appears to be similar accommodations receive “better” or “more” attention than I do.
• how too many people are given the power to make decisions about how their peers will be treated
• how disability is an issue for any workforce, whether a person has a disability, ages into a disability or has a temporary disability.
• how Stitch Fix’s approach to inclusion for disability (and their ‘communities’ to support such efforts) focus on mental health and neurodivergence
• how Stitch Fix has made it difficult for me as a person with a permanent disability, especially since I was moved from the job I was hired to do and they changed how our job performance was measured.

Tomorrow I am sitting down with the health and safety manager for our facility, as he will be moving to the Phizzy in Phoenix. Whether you call it favoritism or discrimination, my experiences have been frustrating. The company maintains that medical accommodations are extremely personal, cannot be policed by leadership, and rely on relationships between peers which assume people will do the right thing.

So, what if they don’t?

I have been working with the same people for more than a year. They know. And I feel like this work-it-out-amongst-yourselves approach has led to people claiming medical accommodations when they don’t actually have then.