Reasonable Adjustments
Disclosing your neurodivergence can be a scary prospect, and is an entirely personal decision. But whether you decide to or not, don’t be afraid to advocate for your needs. It is your right to do so.
Whether you are applying for a job, or are already within one, you are entitled to ask for workplace adjustments that make your ability to work, to be productive, and to feel psychologically safe, a better overall experience.
Examples of Reasonable Adjustments
Reasonable Adjustments are all about leveling the playing field, so that our challenges are supported and our strengths able to thrive.
They should be completely bespoke to your particular access requirements - remember, your experience of neurodivergence in the workplace is completely unique, even compared with someone with a similar diagnosis or job.
While there is no one, definitive list of Reasonable Adjustments that will suit your needs, below is some examples that are commonly asked for related to neurodivergent conditions:
ADHD
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Standing desks
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A quieter working space
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Working from home
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Exemption from ‘Hot Desking’ - reserved permanent desk
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Written follow-ups to meetings
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Calendar management tools
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Frequent, scheduled breaks
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Reminder software
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Regular check ins
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Time-blocking, with no disturbances
Note:
You do not need to be in employment to be granted Reasonable Adjustments, If you need accommodations during the application or interview process - you are legally entitled to ask for them!
How to Ask
In an ideal world, your employer would ask you in advance of starting a job about your access requirements, and regularly check in to see whether these had changed.
But we’re not quite there in a lot of work places - just yet.
There’s many ways in which you can make a Reasonable Adjustment request.
This can include in writing, in a meeting with your manager, or through a formal process, if the organisation has one set up.
One great way of communicating your access requirements to your employer (and/or colleagues) is by using an ‘Access Rider’ or ‘Passport’, which is essentially a live record of your access needs and suggested adjustments that will support your ability to work.
As they are written documentation, they can also be transferred as you move between jobs or departments - which, of course, happens frequently in our industry. This can save you having to verbalise your adjustments to each new manager you work with.
Note:
It is up to the business to decide what is 'reasonable', and not all of your requests can be guaranteed. Work with your employer to figure out how you can make the work place, work for you - there may well be compromises your employer had not even thought of.