Neurodiversity is the idea that people’s brains work in different ways, including autism, ADHD and dyslexia, and that work can be set up so more of those people do their best work.
| Area | Adjustment | Cost |
|---|---|---|
| Instructions | Written task lists in addition to verbal briefings | Very low |
| Schedules | Schedules posted early, changes announced in writing | Very low |
| Environment | Quieter workstation, headphones where safe | Low |
| Interviews | Questions shared in advance, a work sample instead of only conversation | Low |
| Feedback | Direct, specific feedback instead of hints | None |
Not every neurodivergent employee wants or needs an adjustment, and many will not disclose. Offering some of these to everyone avoids making people ask.
EZTime digital HR forms let you send, sign and file employee documents online.
An overnight stocker who is autistic is accurate and fast but struggles when tasks change at the start of a shift with a quick verbal briefing. Twice a month, his schedule changes with a day’s notice, and those are the nights with the most errors.
He asks for written task lists and earlier notice of schedule changes. The store starts posting the night’s task list in the team app before each shift and commits to 2 weeks’ notice of schedule changes except in emergencies. Both changes take a few minutes a week.
Errors on his aisles drop, and the rest of the crew starts using the task list too. Two other stockers say they prefer it to the verbal briefing.
When an employee asks for an adjustment related to a disability, the ADA regulations describe the next step. Under 29 CFR 1630.2(o)(3), it may be necessary for the employer to start an informal, interactive process with the individual with a disability to identify the limitation and possible accommodations. In practice, that is a conversation: what is hard, what would help, and what the job requires.
Two more rules from 29 CFR 1630.9 are worth knowing. An employer may not deny employment opportunities to a qualified individual with a disability because of the need to make a reasonable accommodation. And an individual is not required to accept an accommodation they do not want, though if they reject one that is necessary to perform the essential functions and cannot then perform them, they may not be considered qualified. Keep notes of each conversation with the medical details in a separate confidential file.
A candidate for a warehouse inventory role asks whether interview questions can be shared in writing in advance, mentioning that they process spoken questions slowly under pressure.
The hiring manager sends the 5 structured questions the day before and keeps the practical count test unchanged. The candidate scores well on both and is hired. The manager then offers written questions in advance to every candidate, which shortens interviews because people come prepared.
Recognizing that people process information differently and adjusting instructions, schedules, environment and hiring so more people can do their best work.
When a condition substantially limits a major life activity, it can be a disability under the ADA, and reasonable accommodation rules apply for employers with 15 or more employees.
Written instructions, predictable schedules, quieter workspaces, interview questions in advance and direct feedback.
No. But an employer usually needs to know about a need in order to provide an accommodation for it.
Not for adjustments you offer everyone. For a formal accommodation, the employer may need enough information to understand the limitation, which should be kept confidential and separate from the personnel file.
An informal conversation between the employer and the individual with a disability to identify the limitation and a reasonable accommodation that works for both.
Digital HR forms, e-signatures and a digital employee file with expiry reminders, plus announcements by location, department or role.