How do accommodations work (or not)?

In our work, we think about accessibility as a continuum, from proactive to responsive. This includes planning ahead to make environments welcoming for all (proactive) and making specific changes to environments, services, and products when someone with a disability needs them (reactive). Both steps are important, and needed.

An accommodation is a responsive solution that removes or reduces barriers in the environment for one person or a group of people. While we aim to proactively create environments, services, and products that are accessible to everyone, there will always be a need for accommodation.?

What does this distinction look like in real life? Let’s look at a specific example about an office where everyone works together in a big, open room. This kind of office became popular because it was thought to help people feel more connected and creative. But they have their drawbacks. For example, they’re noisy, with no walls to break up sound.

Elka is a neurodivergent project manager who works in an open office. She finds the workspace too loud and distracting which harms her ability to work. She knows that wearing headphones would help her focus. Currently the organization has a policy that doesn’t allow wearing headphones to encourage more interaction. Because of this, Elka has to ask for permission to wear them. She feels awkward about the process, especially because she has not talked about her disability or specific needs at work before. This also adds a mental and emotional toll as she tries to figure out who to talk to. She will be required to share personal information, go to meetings, and fill out a lot of forms. This forces her to disclose her disability, just to wear headphones.

Assuming Elka gets permission, she feels she might stand out or make others curious, or even resentful that she got special treatment. This example shows how making changes only when asked can make things harder.

If the organization allowed everyone to wear headphones, without needing special permission, it would be easier and more dignified for everyone. No one would have to share personal information or go through a lot of trouble just to get what they need to do their work well.?

We also know that many women and gender diverse people receive diagnoses of neurodivergence later in life. Other people might not want, or have the resources, to go through the process of getting officially diagnosed. If an organization with an open office concept bans headphones, it may end up with a large portion of a workforce who need help but can’t access it. A proactive accessible workplace policy recognizes that the open workspace is not a good fit for everyone all of the time, neurodivergent and neurotypical alike.

While this example focuses on headphones, other examples might include flexible work policies, access to a quiet room, accessible communications, access to technology, employment coaches, etc. Only making changes when someone asks can make it hard for people who need those changes to feel comfortable and do their best. If we make places, policies, and programs easy for everyone to use from the start, then the majority of people can do what they need without having to ask for special permission or explain why they need it.?

Embracing proactive accommodation strategies for individuals with disabilities? prioritizes dignity, autonomy, and trust. This allows each person the freedom to determine their needs without disclosing their personal information or specific barriers. This way, everyone feels welcome and has what they need to do their best.