things to consider
Those with conditions listed in the Americans with Disabilities Act (ADA) can compel employers to modify specific work environments, administrative processes, and communication formats to reduce added steps and strain to perform job functions consistently.
Under the ADA, public and private companies must comply unless they believe it presents a financial hardship or undue burden for the company. These companies do not have to prove their case but merely state that this is true.
If you pursue the accommodations option, there are a few things to consider. During the request process, individuals feel pressure to explain why accommodations are warranted. Resist this social pull. No one is required to disclose their medical condition to managers or executives in order to receive accommodations. In fact, many large corporations hire 3rd party firms to approve accommodations terms. These may not be medical specialists in your diagnosis so appeal decisions that are not yet adequate.
evaluation
mandatory manager training and cross team manager projects to measure and improve diversity
RACI matrix for core responsibilities scope of authority for each domain
expanded job descriptions with specific deliverables and quarterly goal setting
accountability A self-directed, semi-annual audit of manager & team compliance. Use simple checklist or Likert scale
integrity Review elements of accommodations 2xs/year; revise terms based on current business realities.
promotion criteria includes neurodiverse milestones equating social entrepreneurship with tool adoption or hours saved of executive time
workspace
distance between desks, location on the floor
access to natural light, able to control temperature
position facing door, window, approaching traffic
materials Noise-canceling headphones, dry erase or corkboard, rise & fall desktop, ergonomic footrest, desk lamp w/ soft white bulbs
formats
modality Introduce tasks and feedback in writing with time to reflect before live discussion or feedback required
consistency Follow up questions to manager receive response in set time frame, in agreed shared location and format
templates Provide exemplars for assignments and presentations
feedback Receive 3rd party feedback in their own words, not a summary or paraphrase from manager.
live transcription software (OneNote, Google Translate, Rev) or CART services on demand
engagement
events not required to attend social gatherings or morale events for the team if these cause you social stress
shadow/handoff team members must provide a basic written overview with lessons learned in advance of any handoff meeting. Ideally team members should have the opportunity to shadow in the first iteration.
attendance approved to join meetings via video conference, benefit of working from home up to x days /mo.
concessions Get approval to invite an ally to performance discussions and inclusion of a semi-annual audit of team compliance in manager personnel file