There's nothing in the article alleging that Brian Armstrong attributed "bad stuff" to being on the autistic spectrum.

The only allegation in the article is that Brian Armstrong did not speak or make decisions at meetings, and attributed this to being on the spectrum. The full quote is:

>"Mr. Armstrong rarely spoke or made decisions in meetings, the current and former employees said, leaving them uncertain about his opinions. In a staff meeting this summer, he said he knew his style made many employees uncomfortable and attributed it to being "on the spectrum,” according to a recording of the event."

There's nothing wrong or "bad" about managers who don't speak and make quick decisions at meetings. It's just a management style, and it's disingenuous IMHO to spin it as some kind of bad behaviour.

Obviously they were talking about decisions regarding the treatment and complaints of black employees.

I mean honestly what is there to think about? What are the other stakeholders he’d need to consult, racists? What other considerations, what is the other side, what downside is there about being against harassment?

Every educated person could issue a quick decision: reprimand the people harassing your black employees! So surely you can see why it makes “the inability to quickly condemn and reprimand harassers” is bad.

He adopted some really fucking stupid, untested, non mainstream cultural policy. Of course there are going to be consequences. Am I the only person who sees he’s bad at this job? And that it is a complete and utter insult to people with actual social disabilities when he blames “being on the spectrum” for being bad at his job?

> And that it is a complete and utter insult to people with actual social disabilities when he blames “being on the spectrum” for being bad at his job?

That cuts both ways. Discrimination on neuro-diversity is also bad.

> And that it is a complete and utter insult to people with actual problems with racism when she blames “being Black” for missing a promotion?

The autism-jab was in bad faith, and it worked on you. You turned his inability/carefulness not to make split decisions into a poor-faith excuse for being a racist tech bro oblivious to the struggles of others.

> What are the other stakeholders he’d need to consult

Labor attorneys, hopefully. An executive has a fiduciary duty not to make from-the-hip pronouncements (true or not) that might hurt the company’s case in court.

Fact check: James Damore never said this in his own defense and afaik didn't publicly reveal that he's on the spectrum until the Guardian wrote a profile of him months after the initial controversy.