I think I kind of have an idea what the author was doing, but not really.
Every once in while someone would take it personally and go on a social media rampage. The one thing I learned from being on the other side of this is that if someone seems like an unreliable narrator, they probably are. They know the company can't or won't reveal the true reason they were banned, so they're virtually free to tell any story they want.
There are so many things about this article that don't make sense:
> I'm glad this happened with this particular non-disabled-organization. Because if this by chance had happened with the other non-disabled-organization that also provides such tools... then I would be out of e-mail, photos, documents, and phone OS.
I can't even understand what they're trying to communicate. I guess they're referring to Google?
There is, without a doubt, more to this story than is being relayed.
It once happened to me to interview a developer who's had a 20-something long list of "skills" and technologies he worked with.
I tried basic questions on different topics but the candidate would kinda default to "haven't touched it in a while", "we didn't use that feature". Tried general software design questions, asking about problems he solved, his preferences on the way of working, consistently felt like he didn't have much to argue, if he did at all.
Long story short, I sent a feedback email the day later saying that we had issues evaluating him properly, suggested to trim his CV with topics he liked more to talk about instead of risking being asked about stuff he no longer remembered much. And finally I suggested to always come prepared with insights of software or human problems he solved as they can tell a lot about how he works because it's a very common question in pretty much all interview processes.
God forbid, he threw the biggest tantrum on a career subreddit and linkedin, cherrypicking some of my sentences and accusing my company and me to be looking for the impossible candidate, that we were looking for a team and not a developer, and yada yada yada. And you know the internet how quickly it bandwagons for (fake) stories of injustice and bad companies.
It then became obvious to me why corporate lingo uses corporate lingo and rarely gives real feedback. Even though I had nothing but good experience with 99 other candidates who appreciated getting proper feedback, one made sure I will never expose myself to something like that ever again.
Then a lawsuit happened. One of the candidates cherry-picked some of our feedback and straight up made up some stuff that was never said, and went on a social media tirade. After typical internet outrage culture took over, The candidate decided to lawyer up and sue us, claiming discrimination. The case against us was so laughably bad that if you didn't know whether it was real or not, you could very reasonably assume this was a satire piece. Our company lawyer took a look at it, and immediately told us that it was clearly intended to get to some settlement, and never actually see any real challenge. The lawyer for the candidate even admitted as much when we met with them. Our company lawyer pushed hard to get things into arbitration, but the opposing did everything they could to escalate up the chain to someone who would just settle with them.
Well, it worked. Company management decided to just settle with a non-disparagement clause. They also came down with a policy of not allowing software engineers to talk directly with candidates other than during interviews when asking questions directly. We also had to have an HR person in the room for every interview after that. We had to 180 and become people who don't provide any feedback at all. We ended up printing a banner that said no good deed goes unpunished and hung it in our offices.