Strategies for Implementing Workplace Accommodations

Executive functioning challenges can significantly impact the work experience for Autistic individuals, often manifesting in various ways, including but not limited to: Difficulty prioritizing tasks; Struggling to shift between responsibilities; Getting distracted in meetings or while working; Regularly putting off starting tasks; Having trouble starting and/or completing tasks; Difficulty meeting or remembering deadlines; Being late to events and meetings; Forgetting instructions or other short-term memory tasks. These challenges can make navigating a typical workday overwhelming. However, managers can implement several strategies to support their Autistic employees and help them succeed, such as: Clear Communication: Provide detailed instructions and break tasks into smaller, manageable steps in writing. Written communication is often more effective than verbal and provides a tangible reference point. Flexible Deadlines: Offer flexible deadlines to accommodate varying processing speeds and ensure quality work. Not everyone gets their work done at the same pace. Structured Environment: Create a structured and predictable work environment. Consistency can help reduce anxiety and improve productivity. Assistive Technology: Utilize tools and apps designed to aid with organization and time management. These can help Autistic employees stay on track and meet their goals. Regular Check-Ins: Schedule regular one-on-one meetings to provide feedback, offer support, and address any concerns. This can help build trust and ensure that Autistic employees feel supported. Reasonable Accommodations: Be open to providing reasonable accommodations, such as adjusted work hours or a quiet workspace, to help mitigate sensory sensitivities and other challenges. Recognition of Wins: Acknowledge and celebrate small and large successes to build confidence and motivation. Constructive Feedback: Keep performance feedback constructive and supportive, focusing on strengths as well as areas for improvement. By understanding and addressing executive functioning challenges, managers can create a more inclusive and supportive workplace for Autistic individuals. When we work together to foster environments where everyone can succeed. Looking for more ways to create AND sustain #DisabilityInclusion in the workplace? Hit the ‘follow’ button! I’m an openly Autistic #DEIB Facilitator and Speaker on a mission to close the disability leadership gap. Want to make your organization truly #inclusive? For Consulting, Speaking, Training & Workshops, email me at Becca@TrulyInclusiveLeadership.com or visit my website https://lnkd.in/ggFshWks Document description: strategies to support autistic employees shared above read across each page of the document. All images have blocks in shades of green and gray in a white background. #Autism #AutisticAdults #Neurodivergent #Neurodiversity #TrulyInclusiveLeadership

Do you know someone with a hidden disability? You do now - me. Over 1 billion people worldwide have one. So, you likely work with someone like me. Hidden disabilities are unseen conditions that can limit or challenge daily activities. Yes, they are “a thing” — and because they’re invisible, many people think of them as less serious or inconsequential. I have atrial fibrillation (AF), a sporadic and irregular heart rhythm that comes and goes without warning. Episodes last for 10 seconds or 12 hours. Sometimes I get out of breath or exhausted. *I have a disability, but I am not disabled. AF has not hindered my career. I just have to make accommodations if I have an episode. I share my diagnosis with you because my job is to help organizations create cultures where all employees thrive. You must know how to support people with hidden disabilities to do so. Here are some tips: 1.) Believe us. There are several reasons why an employee may choose not to share their disability with you - and that's OK. Don't push us to disclose. If we do, take our word for it. People with hidden disabilities are concerned that we won't be believed because our experience is invisible. It's a gift when you make us the trustworthy narrator of our own experience. 2.) Disclose, strategically. Create connection by appropriately disclosing your own relevant, personal information. By demonstrating vulnerability, you build trust and help us feel seen. 3.) Provide support without removing responsibility. We want to succeed! Ask us what our needs are and how you can help remove barriers ... “How do I set you up for success?” or “What can I do to support you so you can perform at your best?” 4.) Use inclusive language. Avoid terms like "normal" or "regular" when referring to people who don't have a disability. It can diminish our sense of belonging and demotivate us. 5.) Advocate for inclusive policies and practices. Implement flexible accommodation policies. Leverage Employee Resource Groups (ERGs), which create awareness of disabilities in the workforce and enhance acceptance. 6.) Check on ALL your employees’ well-being from time to time. During one-on-ones, ask, “How are you doing? I want to make sure you have all the resources you need." "What support or accommodations do you need? ☎️ I would be pleased to serve as a resource to you! Please reach out to me with any questions about supporting employees with hidden disabilities. #DEI #hiddendisabilities #inclusion #leadership #management #bestadvice

Yesterday I made a post with a list of ADHD accommodations. (https://lnkd.in/gmPGue-k) Today, I want to highlight the steps you can take to implement them. 1. Identify the need 2. Implement what you can on your own 3. Ask for external support when necessary - Focus on the need and the solution, not the disability - You aren't asking for a favor, don't act like it - Be clear in your ask Some examples of how you can make the ask in a confident and direct way: "I work best when I have uninterrupted time to focus. Could we schedule meetings during set hours and leave the rest of the day for focused work?" "To stay on top of deadlines, could we break larger projects into smaller steps with checkpoints along the way?" "Thank you for those directions, please send them to me in writing, as well." "I find that I can prepare and contribute better when I have context of the meeting ahead of time. Could you give me a bit more information or a quick agenda before we meet?" "I believe a disability/neurodivergent specific coach could help me develop better strategies for time management and productivity." A lot of these you can do without using a formal accommodation request. When you do need to make a formal accommodation request, still focus on the need and the solution, not the disability. And if you need any additional support, I am here to help.