In contemporary diverse work environments, supporting neurodivergent employees through thoughtful accommodations is not only a legal responsibility but also essential for fostering inclusive and productive teams. Neurodivergent employees, including autistic individuals and those with mental health differences, often require specific disability-related accommodations to fully thrive.

Understanding Accommodations

Under the Americans with Disabilities Act (ADA) of 1990, providing workplace accommodations involves an interactive process between employers and employees. This collaborative approach ensures that individuals receive tailored support that fosters productivity, innovation, and overall well-being. It is essential to understand that these accommodations address access needs—not mere conveniences or luxuries. Furthermore, inclusive practices derived from Universal Design for Learning principles can benefit all employees, regardless of disability status.

Examples of Inclusive Practices

Employers and colleagues can implement various inclusive practices to support neurodivergent employees effectively:

• Provide advance notice of changes in routine
• Set clear written and verbal expectations
• Offer visual supports (agendas, checklists, slides)
• Give prompt and constructive feedback
• Establish clear participation protocols (e.g., raising hands, structured discussions)
• Conduct regular comprehension checks
• Offer social cue interpretation support
• Allow adequate processing time, especially for unexpected information
• Provide remote meeting options and permit camera-off participation
• Offer seating arrangements with minimal distractions and ample personal space

Helpful Resources

To further support neurodivergent colleagues, employers and supervisors can utilize these valuable resources:

• Autism.org – Autism Workplace Accommodations
• ASAN – Supporting Autistic Employees
• Autism Society of North Carolina – Work Accommodations
• Hire Autism – Creating an Autism-Friendly Workplace
• Job Accommodation Network – Autism Spectrum
• Workplace Strategies for Mental Health
• AbsenceSoft – Top Accommodations for Employees with Autism

Conclusion

By embracing inclusive practices and fostering open dialogue, organizations create supportive environments that empower neurodivergent employees. Prioritizing these accommodations is more than compliance—it reflects a meaningful commitment to equity, productivity, and innovation.

About the Author:
Laura N. Sarchet, PhD, is an autistic self-advocate and Assistant Professor of Special Education at Niagara University. She leverages her personal experiences and academic expertise to raise awareness about autism and disability inclusion through research and practice.

Correspondence: lsarchet@niagara.edu | Niagara University College of Education, Lewiston, NY, 14109.

References

Americans With Disabilities Act of 1990, 42 U.S.C. § 12101 et seq. (1990). https://www.ada.gov/law-and-regs/ada/. 

Meyer, A., Rose, D. H., & Gordon, D. T. (2014). Universal design for learning: Theory and practice. CAST Professional Publishing, an imprint of CAST, Inc.