Workplace accommodations is one of the most asked-about topics from neurodivergent professionals. For anyone who hasn’t been through this process before, getting started can feel intimidating and overwhelming.
Why? As neurodivergent people, we are constantly misunderstood by others who don’t think the way we do. There’s a lot of shame associated with having different needs, and if you already feel like an outsider, approaching your employer with an accommodation request can make you feel vulnerable and anxious.
With that said, if you are struggling with certain aspects of your work life, getting support from your employer can improve things significantly. That was the focus of our most recent Office Hours Q&A. Our guest expert, Marisa Tran, is an expert on workplace accommodations and a fierce advocate for neurodivergent folks in the workplace.
Check out the full recording of our Office Hours session at the bottom of this blog. But for those of you who prefer to read, here’s a recap of the main themes we discussed!
About the Experts
Veronica Yao (she/her) is a career coach who specializes in supporting neurodivergent professionals in navigating their careers. She is also the owner of Atypical Careers. She says that the workplace is often not designed with neurodivergent individuals in mind, which compounds the daily challenges that her clients face.
Veronica is passionate about helping her clients build sustainable work lives, break free from burnout, and advocate for themselves in their professional environments.
Marisa Tran (they/them) is an autistic genderqueer person that is both an Asian and Irish settler. They bring a multitude of lived experience as a QTPOC, disabled person. They hold many nuances as a person on the cusp of many privileges and with passing abilities in most of the communities they identify with.
Marisa is a management coach, operations, EDI and HR consultant. They have 15 years of experience in management, operations, EDI and HR and their specialty is professional development, management and leadership, workplace harm reduction, and improving accessibility.
Starting the Accommodations Process
Feeling overwhelmed about the accommodations process isn’t just normal – it’s completely understandable. After all, there are significant power dynamics at play in the workplace, and it makes sense to feel intimidated when dealing with your employer, since they have so much control over your work experience.
“A lot of us neurodivergent folks are overwhelmed by processes because they’re not made for us.”
– Marisa Tran
With that said, if you are thinking of submitting a request for workplace accommodations, here are some things you can do to get started:
Conduct a risk assessment
Unfortunately, not all workplaces are safe places to “come out” to. Depending on the industry you work in, your company culture, and the people you work with, disclosing your neurodivergent identity or diagnosis could put you at risk. It could impact the way your peers and management treat you, and in extreme cases, result in losing employment altogether.
That’s why it’s important to conduct a “risk assessment” of your workplace, and determine whether it’s worth the risk to pursue accommodations. If you do not consider your workplace safe, you may need to consider finding another position where the employer is willing and able to support your access needs.
Consider these reflection prompts:
- Who do I trust at work? Who are my “safe people”?
- Does my employer openly support diversity, equity, and inclusion?
- Has my manager and/or HR demonstrated support for other individuals with access needs in the past?
- Have I experienced a significant amount of ableism in this job?
“It’s really important to understand what dynamics are at play, who your safe people are, and what you are specifically needing or looking for.”
– Veronica Yao, Atypical Careers
Know your local laws
Marisa says that most laws that cover accommodations and access needs for workers are managed at the local, municipal level. Knowing your rights can go a long way in helping you navigate this process with your employer, and help boost your confidence when engaging in conversations with management or HR.
Start the conversation
The accommodations process can be intensive and lengthy for some, but that doesn’t mean it has to start that way. Marisa says one of the best ways to start is with a simple email request to someone who you consider a safe person in your workplace. This can be your manager, team leader, or an HR representative.
“It’s about starting the conversation,” says Marisa. “You can say ‘I have a disability’ or ‘I have a barrier’ and ‘I’m looking for a bit of help. Can we talk about it?”
You don’t need to have everything figured out at this stage, but know that at some point, you will need to come up with specific accommodation requests. But when it comes to starting intimidating tasks, it’s often helpful to take baby steps and realize you don’t need to tackle this all at once.
Common Types of Accommodations for Neurodivergent Professionals
At this point, you may not have any solutions in mind for the challenges you’re experiencing at work. All you know is that things aren’t working, and you can’t continue like this forever.
During the Q&A, Marisa & Veronica discussed a number of helpful accommodations that are commonly requested amongst neurodivergent professionals. Check them out below:
“SNS” – Small Next Steps
Marisa introduced the concept of “SNS” – Small Next Steps. This means breaking down big projects into smaller, more manageable tasks, to prevent overwhelm and help neurodivergent folks better visualize what needs to be done.
Priority check-ins
Another version of this accommodation can include requesting “priority check-ins” with your manager or supervisor, so you can align on what the most important, time-sensitive tasks are, and which tasks can be saved for later. This eliminates any “guessing games” around employer/employee expectations and ensures better alignment when it comes to expectations.
Email formatting requirements
Request any emails from your manager be sent with helpful formatting to make it easier to absorb and process the information. This can include using bullet points to organize action items, bolding key information, or using colours to highlight important points.
Sensory accommodations
Many neurodivergent professionals struggle with their work environments. If your workplace is in a loud, high traffic area, you may request a quieter workstation to improve your focus. Softening harsh lighting like fluorescent lights, providing protective eyewear or noise dampening equipment (earplugs, headphones, etc), or implementing a “scent-free” policy in the workplace are other examples of accommodations that meet sensory needs.
TIP:
Explore different accommodation options using Job Accommodation Network (JAN)
When you ask for accommodations, explain how they’ll help you do your job better and benefit the company. This shows the positive impact of the accommodation. As Marisa says, “If anything from a workplace perspective, they should be thinking of that as you are actually going to become more effective at your job.” Meeting your needs can boost your contributions, even if you’re already performing well.
Handling Pushback from Your Employer
It’s important to be prepared for the possibility of pushback. If this happens, remember that the approach depends on local laws and your relationship with your manager. If an accommodation is denied, try to negotiate a middle ground or come to a compromise.
Sometimes, having an advocate or support person in meetings can make a big difference, especially in situations with power imbalances. As Marisa shared, “If there’s a power dynamic where you have less power in the room, or there’s someone that has an authoritative position over you, it’s important to have an advocate or support group with you.”
There are advocates out there like Marisa who help protect neurodivergent and disabled professionals in these meetings, so they don’t have to face the engagement alone. Consider finding a safe and knowledgeable person to support you during instances like these.
Watch the Recording
You can view the entire Office Hours Q&A session below!