I'm Neurodivergent, How Do I Request Workplace Accommodations?
Did you know that around 15-20% of the United States identifies as neurodivergent? Despite this significant population, many neurodivergent individuals struggle to navigate their work environments effectively. Understanding how to request workplace accommodations can be pivotal for achieving success and fulfillment in your job. In this blog, we’ll outline essential steps to request accommodations, the types of adjustments available, and how to communicate your needs with confidence. Accommodations are modifications or adjustments made to an individual's job, work environment, or workflow to enable the individual to perform their role with less friction. Before making accommodation requests, acknowledge what support you may need. Please note: every workplace has different processes to request accommodations, this is not an exhaustive list, and you will need to align with your workplace on specific steps.
Understanding Neurodiversity and Its Impact on Work
Neurodiversity refers to the diversity of human brains and minds,
and the recognition that this diversity is a natural and valuable aspect of the human experience. This includes differences in how people think, learn, and process information, and asserts that there is no "one" right type of brain. Neurodiversity can include diagnoses like autism, ADHD, and dyslexia as well as mental health conditions like depression and anxiety. Each of these conditions presents unique strengths and challenges. In the workplace, some neurodivergent individuals may need specific accommodations to remove barriers, support their needs, and help them thrive. Now, let’s dig into how to request accommodations in the workplace by following 5 simple steps.
Step 1: Recognize Your Needs
Accommodations can be approved in order to make adjustments to an individual's job, work environment, or workflow to enable the individual to perform their role with less friction. Before making accommodation requests, acknowledge what support you may need. Common examples include:
Flexible Work Hours: Accommodating for sensory overload or time management challenges.
Workplace Coaching: The How Skills’ Workplace Coaching program helps individuals with barriers in the workplace learn effective, evidence-based strategies to reduce barriers related to a medical condition at work. You can learn more about this specific accommodation and the power of coaching by reading our blog post: Unlocking Potential: Understanding Executive Function and the Power of Coaching.
Quiet Workspaces: Reducing distractions and sensory overload for increased productivity.
Assistive Technology: Utilizing tools, such as screen readers and screen magnifiers that enhance performance.
Step 2: Know Your Rights and Identify Channels of Support
To understand the process, you must understand what your legal rights are as well as what channels of support you can access throughout the process:
Americans with Disabilities Act (ADA): Certain laws, like the ADA in the U.S. and European Accessibility Act (EAA) in Europe, protect employees with disabilities from discrimination and support workplace accommodation requests. You may also wish to familiarize yourself with relevant local and company specific regulations. Understand that it is illegal to discriminate against someone for requesting accommodations.
Human Resources (HR): Typically, your company’s HR or Accommodations team is responsible for managing employee accommodations.
Employee Resource Groups (ERGs): Neurodivergent or disability specific Employee Resource Groups (ERGs) can be a great resource in understanding your company’s specific processes, understanding others lived experiences, and asking questions to gain support.
Supervisors or Managers: If you’re comfortable disclosing to your manager or leadership, direct supervisors can often support in implementing accommodations more easily.
AskJan.org: If you know you’re in need of accommodations but aren’t sure where to start, AskJan.org is a great resource you can use for support. You can also request support from your workplace coach to help you get the process started.
Step 3: Gather Supporting Documentation
Documentation bolsters your formal accommodation request. When requesting accommodations, consider gathering:
Connect with your HR/Accommodations team to see if there is a specific form available to complete, or, to get a better understanding of what company specific documentation is needed for this process.
A list detailing your disability and medical condition(s) as well as recommended accommodations from medical professionals and your care team.
Performance evaluations indicative of your challenges and strengths, specifically challenges that might be removed by reasonable accommodations.
Step 4: Communicate Your Request
Express Directly: Clearly outline the specific accommodations you and your medical care team have requested to your HR or Accommodations team.
Focus on Solutions: Advocate for how reasonable accommodations can benefit both you and the organization.
Be Open to Feedback: Your HR/Accommodations team is likely responsible for handling workplace accommodations daily. Ultimately, the choice of whether to approve or deny an accommodation request is determined on a case-by-case basis so seeking input and feedback about what accommodations might be the most successful for you based on their experience can be helpful. Be open to alternative suggestions from your employer. Collaborating can uncover the best solutions while resolving any logistical challenges.
Step 5: Follow-Up
Keep the conversation going after your request is made to check on progress and effectiveness of the accommodation(s) in place. Regular discussions help adapt accommodations to meet evolving needs. Some topics to keep a pulse on during the preliminary stages of your new accommodation implementation might include:
Stigmatization Concerns: If you are experiencing stigmatization concerns, you may request to educate employers, managers, and teammates about neurodiversity through trainings to reduce biases.
Communication Barriers: Seek guidance from the HR/Accommodations team, mentors or ERGs about how to discuss and educate team members as well as managers about your new accommodations and how their support can help you in the implementation.
Accommodation Suitability: Take note if this accommodation supports you and removes the barriers you highlighted. If there are still gaps, or it is not as helpful as you imagined, you can communicate that with your HR/Accommodations team to navigate alternative options.
Conclusion
Navigating the accommodation request process can be overwhelming, but it’s an essential step towards success. Recognize your unique strengths, gather necessary documentation, and commit to clear communication. By advocating for yourself, you’re on the path to a positive and supportive work environment. For more information on receiving formal and informal workplace accommodations, specifically workplace coaching, schedule a FREE consultation with us today! Embrace your uniqueness and confidently move towards a fulfilling career.
