Workplace Accommodations for Neurodivergent Employees: Moving From Compliance to Equity
What Workplace Accommodations Actually Mean
Workplace accommodations are adjustments to tools, processes, environments, or expectations that allow employees to perform their roles effectively.
For neurodivergent employees—those with ADHD, dyslexia, autism, dyscalculia, or related cognitive differences—accommodations often address executive functioning, sensory processing, communication, and information management.
Examples include:
Flexible work structures (hybrid schedules, asynchronous communication)
Assistive technology (text-to-speech, speech-to-text, AI task breakdown tools)
Clear prioritization and written expectations
Alternative ways to process and share information
Environmental modifications that reduce distraction or overload
What’s critical to understand is this: accommodations are context-dependent. What works for one role, team, or individual may not work for another. Effective accommodations start with understanding where friction exists, not with a predefined list.
Why Accommodations Are Often Misunderstood
Many employees hesitate to ask for accommodations because they fear being seen as incapable, needy, or unprofessional. At the same time, managers may feel unsure how to respond, worried about cost, precedent, or fairness.
This tension is rooted in a flawed assumption: that everyone processes information and work demands the same way.
In reality, workplaces are already full of informal accommodations. Executive assistants, project managers, flexible deadlines, and delegation structures exist precisely because humans have limits. Neurodivergent employees are simply being more explicit about the support they need.
When accommodations are framed as individual exceptions, they feel risky. When they are framed as better systems, they become strategic.
The Role of Equity in Workplace Accommodations
Equity is not about giving everyone the same thing. It’s about giving people what they need to succeed.
A helpful comparison is universal design. A ramp built for wheelchair users also benefits parents with strollers, travelers with luggage, and delivery workers. Cognitive accessibility works the same way.
Consider these tools:
Meeting agendas shared in advance
AI-generated summaries of discussions
Project management systems that clarify ownership and timelines
Grammar and spell-check tools that ensure professional communication
Recorded meetings for later review
These supports help neurodivergent employees—but they also reduce errors, miscommunication, and burnout across teams.
When organizations design accommodations through an equity lens, they stop asking, “Is this reasonable?” and start asking, “Does this improve how we work?”
How Neurodivergent Employees Can Identify What They Need
One of the most challenging parts of requesting accommodations is knowing where to start. Many neurodivergent professionals know something isn’t working, but struggle to articulate what would help.
A useful starting point is to ask:
Where do I lose momentum during my workday?
What tasks drain disproportionate energy?
Where does miscommunication tend to occur?
What parts of my job am I excellent at—and which ones create bottlenecks?
Common accommodation areas include:
Information intake: reading large volumes of text, processing verbal instructions
Task initiation: getting started on ambiguous or overwhelming projects
Prioritization: determining what matters most and when
Follow-through: tracking deadlines, details, and next steps
Environment: noise, interruptions, visual clutter
From there, the goal is not to present a diagnosis—but to describe a work challenge and a proposed solution.
Framing Accommodation Requests as Collaborative
One of the most effective ways to request accommodations is to frame them as a shared problem-solving conversation.
Instead of:
“I struggle with deadlines because of ADHD.”
Try:
“I’ve noticed that unclear prioritization impacts my turnaround time. I’d like to test a project management system or weekly check-ins so I can deliver more consistently.”
This approach does three things:
It centers performance and outcomes
It shows self-awareness and accountability
It positions accommodations as tools, not exceptions
When employees demonstrate that they are invested in improving how work gets done, managers are far more likely to engage constructively.
The Power of AI as an Accommodation Tool
AI has become one of the most impactful accommodation tools available—particularly for neurodivergent employees who struggle with executive functioning.
Used intentionally, AI can help with:
Breaking large projects into manageable steps
Brainstorming and organizing ideas verbally
Creating outlines, summaries, and follow-up plans
Automating reminders and task tracking
Converting spoken thoughts into structured text
The key is understanding that AI does not replace human insight. Neurodivergent professionals are often the creative drivers—the idea generators, strategic thinkers, and problem-solvers. AI simply helps reduce friction in execution.
Organizations that embrace AI as part of their accommodation strategy are not only supporting neurodivergent employees—they are future-proofing their workforce.
When a Challenge Signals a Bigger Equity Gap
Not every difficulty can or should be solved at the individual level. Sometimes repeated accommodation requests point to systemic issues.
Signs of a larger equity gap include:
Multiple employees struggling with the same processes
Reliance on unwritten rules or institutional knowledge
Lack of clarity around roles, ownership, or expectations
Inconsistent communication across teams
High burnout or turnover among high performers
In these cases, accommodations should prompt a broader evaluation of systems—not just individual adjustments. Often, what appears to be a “performance issue” is actually a design issue.
How Managers Can Respond Effectively
Managers play a critical role in whether accommodations succeed or fail. The most effective response is not having all the answers—it’s showing openness.
Best practices include:
Listening without defensiveness
Saying “I don’t know yet, but I’ll find out”
Treating accommodations as an ongoing conversation
Checking in on what is and isn’t working
Sharing responsibility for outcomes
Importantly, accommodations are not one-time fixes. Roles evolve, workloads shift, and needs change. Regular check-ins normalize adaptation and prevent issues from escalating.
Making Accommodation Processes Clear and Accessible
Many organizations already have accommodation policies—but employees don’t know how to use them.
Clear processes should include:
Explicit guidance in employee handbooks
Multiple ways to submit requests (written, audio, form-based)
Transparency around timelines and next steps
Documentation to prevent conversations from being lost
Shared accountability between employee and manager
When processes are unclear, employees are forced to self-advocate repeatedly, which increases stress and inequity.
Measuring Whether Accommodations Are Working
Success is not defined by silence or the absence of requests. In fact, increased engagement often signals improved psychological safety.
Indicators that accommodations are effective include:
Higher retention and reduced burnout
Improved consistency in performance
Fewer repeated breakdowns in communication
Employees proactively requesting tools and support
Managers feeling more confident supporting their teams
The goal is not perfection—it’s progress.
From Accommodation to Activation
Supporting neurodivergent employees is not a niche initiative. It is a core business strategy.
When accommodations are embedded into how work is designed, neurodivergent professionals are no longer just “supported”—they are activated. Their strengths become visible, their contributions increase, and teams function more effectively as a whole.
Workplaces that get this right don’t just comply with policy. They build cultures where difference drives performance.
Call to Action
If you’re a neurodivergent professional seeking individualized support, or a company ready to build an inclusive and high-performing workforce, reach out to us here.
