Unmasked & Terminated: When Corporate "Inclusion" Excluded Me
.jpg)
The corporate world loves to talk about "bringing your whole self to work." They print it on glossy pamphlets. They put it in email signatures next to pronouns. But in my experience, there is a massive asterisk next to that phrase. It really means: Bring the parts of yourself that are palatable, profitable, and easy to digest.
For a long time, I tried to play the game. I masked my autism, studying the social cues of the office like I was studying for a final exam. I kept my history as a former adult content creator locked in a vault. I kept my bisexuality quiet, buried under the standard-issue office banter. I was a "Medicaid and Disability Advocate" by day, fighting for others, while hiding the very things that made me... me.
The Glass House Shatters
The thing about masking is that it’s exhausting. And the thing about the internet is that nothing ever truly disappears.
The moment the two worlds collided was swift. It wasn't a gradual conversation; it was a door slamming shut. The discovery of my past—my time in adult films, my cam shows—became the weapon. But the underlying current felt different. It wasn't just about "conduct." It felt like a rejection of the complexity of my existence.
They found out I was bi. They found out I had a history in the adult industry. And in the sterilized, risk-averse environment of corporate healthcare, those things didn't fit. When you add autism to the mix—the directness, the sensory differences, the refusal to play vague political games—I became a liability.
The "Risk" of Being Real
Being fired is usually framed as a failure. But standing on the other side of it, I see it differently now.
The corporate structure is designed for conformity. It struggles to process someone who is neurodivergent and sexually open and unashamed of their body. I was too much "reality" for a company selling a sanitized version of health.
My neurodivergence makes me hyper-focused and honest—traits that make me a hell of a weight loss trainer today, but apparently made me "difficult" in a cubicle. My history in adult content gave me a confidence in my own skin that most people spend a lifetime trying to find—but in the office, it was treated as a scandal.
The Metrics vs. "The Vibe"
I turn 48 this March. And as I approach that milestone, I’m realizing that my tolerance for corporate gaslighting has officially hit zero.
When Included Health let me go, they cited "communication issues" and "not taking coaching well." In the corporate world, those are usually code words for incompetence. But let’s look at the actual receipt, shall we?
The Numbers Don't Lie (But Management Does) If this were about performance, I would have been promoted, not fired. Here is the reality of my "performance issues" over the last nine months:
QA Score: 97.8% (The team average hovered between 70-90%).
Clinical Conversion: 42% (The company minimum is 9-12%. Most top performers hit 15-20%. I was doubling the "stars").
Qualities Against Me: 3 in nine months. (Most agents get 1-2 a month). And notably, 2 of those 3 were overturned because I was right.
The "Crime" of Being Right They said I didn't take coaching well. What they meant was that I didn't accept incorrect feedback silently. When I disputed scores, I did it using their own protocols, proving that I hadn't violated policy. We were told disputing was "absolutely fine." But apparently, it’s only fine if you lose.
I had one bad day in nine months. Just one. I was dealing with a terrifying health scare where I was randomly passing out and waking up with unexplained scratches. At the same time, my cat—my companion—was critically ill with an unknown ailment. I was stressed to the absolute max, navigating a healthcare system that made seeing a doctor a nightmare because no one accepts VA urgent care or Oscar Silver EPO.
I wasn't "difficult." I was human. I was sick. And I was stressed.
Fired for a "Vibe" When I asked my agency for the specific dates and times I was supposedly "coached" on these communication issues, they couldn't produce a single timestamp. Their response?
"We have no information. I was told by the client it’s more of a vibe."
A vibe.
I generated double the revenue of my peers. I maintained near-perfect quality scores. But because my neurodivergent, direct, factual communication style didn't match the "vibe" of a manager who preferred compliance over correctness, I was cut loose.
So here is my question to you all: At what point does "culture fit" just become a shield for discrimination? And for those of you who have navigated this—how do you rebuild when you know you were the best player on the team, but you were kicked off the field just for being you?
The Exit Interview: Saying the Quiet Part Out Loud
If the "vibe" comment wasn't enough to clarify where I stood, the conversation with the senior recruiter stripped away any remaining pretense. It wasn't just about "communication"; it was about who was communicating.
She looked at me and asked, point-blank: "Why are you so transparent about being Bi?"
I almost laughed. "This company is literally called Included Health," I said. "Their whole shtick is about including POC and Queer communities in the American healthcare model. We have specific groups for 'LGBT Communities' and 'Black Communities.' So, am I not allowed to be transparent?"
She didn't blink. "...I see. And you were very transparent about the gym."
"Yes," I replied. "When I was on lunch, my status was 'At the gym, please email.' I lost weight—going from 325 to 139 pounds in five years without surgery. I used that to motivate the team. It doesn't make sense to create fitness clubs and preach 'Live, Laugh, Love' if we’re just going to eat Butterfingers and matcha lattes. I think we have a duty to live what we push."
At this point, I knew I was already gone. The "vibe" decision had been made, so I had zero fucks left to give.
She leaned back and delivered the final blow. "Well, bottom line: they don't, and we don't, for that matter, have to tell you why. Obviously, it's not performance. It could be for the aforementioned, or something else entirely. That's the beauty of at-will employment, Derek."
I looked her in the eye. "...Or 'something else entirely,' you mean the autism."
She smirked. "...I can neither confirm nor deny, but autism isn't an excuse. I personally think 'neuro-spiciness' is just something born out of 4chan or Tumblr."
The room went cold.
"Wow," I spat back. "I think the ADA would disagree. But I am impressed a boomer knows what those are... and no, I don't have anything to add."
The Takeaway They can dispute the scores. They can cite "communication issues." But when a senior recruiter dismisses neurodivergence as an internet trend from 4chan, the message is loud and clear. They didn't want a top performer; they wanted a compliant one. They wanted the aesthetic of inclusion, not the reality of it.
The Dual Hustle: Asphalt & Algorithms
When the corporate door slammed shut, I didn't knock to get back in. I turned around and built a new door. Actually, I built two.
Transitioning from a "Medicaid Advocate" to a gig-economy hybrid athlete wasn't just a financial decision; it was a reclamation of autonomy. I traded a manager who fired me for a "vibe" for two bosses that never sleep but never judge: the Uber algorithm and the cam lens.
Is it exhausting? Sometimes. Is it "respectable" by suburban standards? Probably not. But is it free? Absolutely.
1. The Road: Uber & The "Partnership" of Silence There is a specific kind of therapy in driving. When I turn on the Uber app, I am not Derek the "neurodivergent employee with communication issues." I am a dot on a map. I am a service. I am a solution.
The Economics of Motion: I’m grossing $350–$500 a week behind the wheel. It’s not fortune-500 money, but it’s honest money. There are no performance reviews, no passive-aggressive Slack messages, and no "coaching" sessions. If I drive, I get paid. If I don't, I don't. The correlation between effort and reward is immediate and transparent—something the corporate world rarely offers.
The "Vibe" on the Road: Ironically, my "direct communication style" that got me fired is an asset here. Passengers and delivery customers don't want "fluff"; they want efficiency. They want to know when I’m arriving and if their food is hot. I provide a service, they provide a rating, and we both move on. It is a transactional purity that my autistic brain finds deeply soothing.
2. The Room: Cam Shows & Owning the Lens Returning to adult content—specifically Admireme.vip and OnlyFans—was a heavier choice. Society tells you that at 48, you should be winding down, not stripping down. Society tells you this work is "shameful."
But let’s look at the reality.
From Prop to Producer: In 2005, in Japan, I was a prop. I was directed, positioned, and edited by others. Now? I am the director. I control the lighting, the angles, the narrative, and the boundaries.
The Financial Reality: I am pulling in $400–$600 a week on these platforms. Combined with Uber, I’m clearing $750 to $1,100 weekly. That is significantly more than the $671/week Included Health paid me to mask my personality and suppress my identity.
The Digital Intimacy: Camming is different from filming scenes. It’s interactive. It’s live. It requires a different kind of social energy—one that I actually control. I can engage with fans on my terms. If the "vibe" is off, I can block a user instantly. There is no HR department to mediate; there is just the "Ban" button. It is the ultimate boundary setting.
I am currently making more money driving my own car and filming in my own bedroom than I did in a corporate office that claimed to value "inclusion." I am no longer selling my time for a salary that comes with conditions. I am partnering with platforms that pay me for exactly what I deliver—whether that’s a ride across town or a show across the internet. And frankly, I prefer the honesty of the hustle to the hypocrisy of the office.
The Research: Preparing for War
I then started to think... Was I wrong? Well, yeah actually—but could I do anything about it? Well, here is my research.
1. Primary Advocacy & Legal Protection: Disability Rights Tennessee (DRT) This is likely my strongest starting point. DRT is the federally mandated Protection & Advocacy (P&A) system for Tennessee. They specifically handle cases where people with disabilities are discriminated against in the workplace.
Why them: They have a dedicated "Employment" team that helps individuals understand their rights under the ADA and can sometimes provide direct legal representation or technical assistance in filing complaints.
Website:
disabilityrightstn.org
2. Filing Formal Discrimination Charges: EEOC If I decide to pursue the violation formally, I have to file a charge with a government agency before I can file a lawsuit.
Equal Employment Opportunity Commission (EEOC) - Nashville Area Office: They enforce federal laws (ADA) making it illegal to discriminate against a job applicant or employee because of disability.
The "Vibe" & Recruiter Comments: The specific comments made to me (calling neurodivergence a "trend," firing for a "vibe" despite high stats) are highly relevant evidence for an EEOC investigator.
Time Limit: Crucial. In Tennessee, I generally have 300 days from the date of the discrimination (the firing) to file a charge.
3. Regional Legal Aid: Legal Aid Society of Middle Tennessee
Service Area: They serve Humphreys County (Waverly).
Why them: Since I am currently on unemployment, I may qualify for free civil legal assistance. If Included Health tries to contest my unemployment claim later, Legal Aid is an excellent resource for representation in those hearings.
4. Documentation Checklist Before contacting any of these groups, I ensured I had the following organized:
The Stats: A screenshot or PDF of my 97.8% QA and 42% conversion rates.
The "Vibe" Communication: Any emails, Slack messages, or notes where the "vibe" or "communication issues" were mentioned without specific dates.
The Recruiter Date: The exact date and approximate time of the call with the recruiter who made the "neuro-spiciness/4chan" comment.
Medical Records: Documentation of my autism diagnosis (to prove I am a protected class under the ADA).
After gathering all the proof outlined above, I drafted the following letter.
The Letter
Subject: Legal Inquiry: Wrongful Termination / ADA Violation (Top Performer Fired for "Vibe" & Neurodivergence) To: Disability Advocacy Board of TN From: Derek Gregory Date: 2/1/2026
Re: Potential Disability Discrimination and Wrongful Termination Case vs. Included Health
To Whom It May Concern,
I am writing to seek legal counsel regarding my recent termination from Included Health, which I believe was a direct violation of the Americans with Disabilities Act (ADA).
Despite being a top-performing employee with objective metrics far exceeding company standards, I was terminated for vague "communication issues" and a "bad vibe" shortly after my neurodivergence (Autism) and sexual orientation became known to management.
1. The "Performance" Pretext vs. Objective Reality Included Health cited "communication issues" and "failure to take coaching" as the reason for my dismissal. However, my performance data directly contradicts this:
Quality Assurance (QA) Score: 97.8% (Team average: 70–90%)
Clinical Conversion Rate: 42% (Company expectation: 9–12%; Top performers typically hit 15–20%)
Qualities/Errors: Only 3 in nine months (compared to the standard 1–2 per month for peers), with 2 of those 3 overturned in my favor upon review.
When I requested documentation regarding when I was supposedly "coached" on these communication issues, my agency stated they had "no information" and was explicitly told by the client that my termination was "more of a vibe."
2. Evidence of Discriminatory Animus Following the termination, during a discussion with a Senior Recruiter regarding the decision, I was subjected to explicit bias regarding my disability. When I raised the possibility that my direct communication style—a trait of my Autism—was being penalized despite my high performance, the recruiter stated:
"I can neither confirm nor deny, but Autism isn't an excuse. I personally think 'neuro-spiciness' is just something born out of 4chan or Tumblr."
She further dismissed my transparency regarding my identity (being Bisexual and a neurodivergent fitness advocate) as a friction point, despite the company's branding as an inclusive healthcare provider.
3. Summary of Claim I was a top-tier revenue generator for Included Health. I believe my termination was not performance-based, but rather a retaliatory action against my protected status as an Autistic individual whose accommodation needs and communication style did not fit the subjective "vibe" of management. The dismissal of my medical diagnosis as an "internet trend" by HR representatives further demonstrates a hostile and discriminatory culture.
I possess documentation of my metrics, the correspondence regarding the lack of coaching records, and details of the exit interview. I am seeking a consultation to discuss my options for filing a formal charge or pursuing a settlement for wrongful termination.
Thank you for your time and review.
Sincerely, Derek Gregory
I am going to get it notarized and mailed out by certified mail. Wish me luck!
Comments