Do you identify as neurodivergent, and need some neurodivergent-friendly accommodations at work? Are you an employer looking to better support your neurodivergent employees? Read on!
Under the Americans with Disability Act (ADA) changes to the application/hiring process, the way you do your job, or the work environment itself can be considered reasonable accommodations. Neurodivergent-friendly accommodations at work are considered ‘reasonable’ if they do not create undue hardship or a direct threat.
ADA Refresher on Accommodations at Work
Following many years of advocacy by the disability and civil rights communities, the Americans with Disabilities Act became law in 1990. It was later amended in 2008.
Since inception, the ADA transformed American society, guaranteeing that people with disabilities the same opportunities as everyone else to enjoy employment opportunities, among other things.
What is ‘reasonable’?
The Workplace Accommodation PANDAS help you remember! PANDAS is MPG’s acronym to helps us remember that reasonable accommodations are:
- Practical,
- Affordable,
- Not Dangerous,
- Agreed upon by all parties, and
- Successful (or effective).
Let’s break it down
Returning to the ADA to define “reasonable accommodation,” the law states this may include:
(A) making existing facilities used by employees readily accessible to and usable by individuals with disabilities; and
(B) job restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, appropriate adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with disabilities.
ADA.gov
PANDAS in Practice: Neurodivergent-friendly Accommodations at Work
When exploring accommodations for neurodivergent employees, please consider this PANDAS acronym:
Practical:
First, a practical request would not inconvenience others or create undue burden. For example, if an employee asks about shifting their work hours from the standard 9-5pm to 7-3pm to accommodate when they work best, consider if this is practical by asking if they can still meet with team members and meet client needs during their planned hours. If their work will be completed, and relationships (both inside the company and externally) can stay strong, or be strengthened, this seems like a practical request.
Affordable:
Next, consider the cost of a request. Nobody will fault an HR team for declining a request for a wildly expensive accommodation (even if someone is convinced they work best from tropical islands and requests weekly flights to paradise). One source estimates the average accommodation costs about $500 per employee. Another trusted source states accommodations cost on average $3,750. Hopefully, this helps give some perspective to what “affordable” might mean!
If an employee requests screen reader software for their computer or new noise-cancelling headphones for working in the office, that seems like the company will find this affordable. Ergonomic desk furniture and other requests should be considered as well, as these are one-time costs to the company, and will help companies retain great talent.
Not a Danger to Others:
Now, the primary role of the organization is to fulfill their mission and deliver for their customers. While accommodations should always be considered, the safety of the requesting employee, and all others at the employment site is a priority. This means reasonable accommodations are Not Dangerous.
For example, if an employee requests to bring a dangerous animal to the office (not referring to a trained service animal, as they have strict guidelines) or says they can only work well with the pops and crackles of a wood burning fire next to their desk, feel free to decline these requests as being unreasonable.
Alternatively, if the requested accommodations don’t negatively impact others working near/with the requesting party, it is more likely to be considered reasonable.
Agreed Upon By Both Parties:
Fourthly, the accommodation provided by the company must meet the needs of the employee. If the company/HR offers up a solution, and the employee requesting accommodations states this does not meet their needs, keep working towards the right solution. The solution does not need approval from every co-worker or manager, but needs agreement between the requesting party and HR.
Successful or Effective:
Finally, if the employee can speak to productivity or other metrics showing how the proposed accommodation will help them at work, please consider this. Note, accommodations are not designed to turn people into superhuman work machines. The accommodations are meant to level the playing field so the employee can succeed the same way as someone without the same disability. Employees requesting support should be held to the same standards as their peers; not different or higher standards because of the accommodations.
Focus on Neurodivergent-friendly Solutions
More often than not, employees with disabilities try everything within their power to make the best of a situation and complete their work without asking for support.
For an employee to bring forward an accommodations request, assume they have already experienced hardships working within the current environment, and worked with medical professionals on diagnosis and other options. By the time they come to you, they want to collectively work towards a solution.
If you are the HR representative of the company, always focus on how to meet the employees’ needs within the PANDAS model of ‘reasonable accommodations’. Refrain from asking personal questions unrelated to the specific accommodation request. This can be considered discrimination under the ADA:
Sec. 12112. Discrimination
A covered entity shall not require a medical examination and shall not make inquiries of an employee as to whether such employee is an individual with a disability or as to the nature or severity of the disability, unless such examination or inquiry is shown to be job-related and consistent with business necessity.
ADA.gov
Sample Neurodivergent-Friendly Accommodations at Work
The needs for accommodation may be as unique as the employees themselves. Below, find just a sample of neurodivergent-friendly accommodations at work seen with clients at their companies. Some are more relevant to office-based work, while others make more sense at home, but most apply to both.
- Noise-cancelling headphones
- Changing desk location
- Screen reading technology
- Flexible hours
- Providing agendas before meetings
- Swapping out overhead lighting for desk lamps
- Communication flexibility based on learning and processing styles
- Videoconference flexibility (cameras off when not presenting)
- Shifting non-essential tasks away from requesting employee
- Neurodivergent education and coaching
MPG Can Help
Mullins Professional Group (MPG) works with organizations to build awareness and inclusion around neurodiversity. Sometimes this looks like extra support for the neurodivergent team members, and other times, the focus may be on facilitating inclusive leadership opportunities.
From speaking at team or company events, to working closely with Employee Resource Groups (ERGs), to providing coaching to neurodivergent leaders, MPG can help. Harnessing your company’s acceptance and inclusion of neurodiversity should be a critical part of your Diversity, Equity, and Inclusion strategy. Reach out today!
Resources and continued reading on Neurodivergent-friendly Accommodations at Work
Americans with Disabilities Act website
Neurodiverse Employees May Need Accommodations for Remote Work (SHRM)
Reasonable Accommodations: What Leaders Should Know and Do (Forbes)
Top 5 Tips for Employers Handling a Request for Disability-Related Accommodation (Forbes)
An Employers Guide to Implementing Disability Accommodations in 2021 (Forbes)
Make It Safe for Employees to Disclose Their Disabilities (HBR)
