Listeners have slammed the former cabinet minister's "offensive" comments on the Today programme.
A recent altercation I had with a flight attendant exemplified just how little most people understand about neurological diversity.
Embracing diverse emotional, mental and physical contributes to a more inclusive working environment and empowers people to be successful.
Autism apparently costs the UK £32bn per year but autism need not be a drain. The conversation must change from what it costs to what a neurodiverse workplace and society can contribute. What incentives can we provide employers?
Those two approaches are not the only options, though. The best option is to allow someone to explore their feelings, support them in gaining self-understanding, and accept their identity whatever it turns out to be. It is not complicated, and it's only scary if you are still holding onto the belief that being either autistic or transgender - or, perish the thought, both - is a terrible thing to be. Which it's not. I am, along with countless others like me, living proof of that.
Most organisations want to do their best for their employees, but poor awareness and understanding of dyspraxia/DCD means that many employers are unsure how to help and fail to take advantage of the untapped talent of people with the condition. 'Dyspraxia aware' employers who are flexible and resourceful will benefit from this different way of thinking - bringing rewards for both employee and their organisation.
Things may be set to change by default if we consider how the digital revolution has the potential to reshape utterly our familiar notions of work, production and value - and with it, our definitions of human competence.