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How HR Leaders Can Make the Accommodations Process Neurodivergent-Friendly

Too often, neurodivergent employees don’t ask for the workplace support they need—not because they don’t want to thrive, but because the accommodations process feels confusing, clinical, or even risky. For HR and People Ops leaders who want to change that, building a neurodivergent-friendly accommodations process isn’t just a legal obligation—it’s a culture-shaping opportunity.


Here’s how to move from compliance to true inclusion, with tactical ideas you can implement right now.

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1. Create a Central Hub for Accommodations Information

Start with access. Build a dedicated page on your company intranet or HR portal where employees, managers, and team leads can:

  • Learn what accommodations are (and what they’re not)

  • Get email templates or scripts for making a request

  • Find a simple, confidential web form to ask questions or start the process


The best portals use plain language, offer examples by role or need (e.g., noise reduction tools, meeting flexibility), and clarify what to expect next.



2. Link to Clear, Trusted Legal Resources

Many employees and managers are unsure about their rights or obligations—so link directly to reputable resources like:


Making the law transparent builds trust—and demystifies what can otherwise feel intimidating.



3. Appoint an Accommodations Mentor or Internal Guide

Even when the process is written down, it helps to have a human connection. Designate an “accommodations mentor”—someone from HR, an ERG, or a trained peer—who can:

  • Record a short video explaining how the accommodations process works internally

  • Be available for one-on-one chats (opt-in and confidential)

  • Help normalize accommodations as a sign of alignment, not deficiency


This person shouldn’t be the final decision-maker—they’re a friendly guide, not a gatekeeper.



4. Offer an Accommodations Menu (With Flexibility)

People often don’t know what to ask for. An “accommodations menu” can help by showing examples like:

  • Flexible hours or deadlines

  • Alternative communication methods (e.g., written instead of verbal)

  • Agenda requirements for meetings that clearly state who’s responsible for what and what the goal is—this helps neurodivergent employees prepare and participate more effectively

You can build this using tools like AskJAN’s database, or co-create it with your neurodivergent ERG. For ADHD-specific ideas, we recommend reviewing these two Agave Health resources:

These guides can also be embedded in your internal HR site or training library.



5. Provide Conversation Starters and Scripts

Requesting accommodations can feel overwhelming, especially if someone has faced stigma in the past. Give people the language to start:

  • For employees: “I’m noticing [X] makes it hard to do my best work. Can we explore some options together?”

  • For managers: “I want to support your success—are there tools, changes, or adjustments that would help?”

Include these scripts in your accommodations hub, manager trainings, and onboarding materials.



6. Train Managers Early and Often

Managers are often the first point of contact—and their reaction sets the tone. Train them on:

  • What to do when someone discloses

  • How the interactive process works (it’s a conversation, not a checklist)

  • What not to say (e.g., asking for medical details or minimizing the request)

Consider using real-world examples, such as those in Agave’s ADHD accommodations guide, to give managers a clearer picture of what effective support can look like.



7. Involve ERGs and Peer Networks

Your neurodivergent ERG or disability council can be invaluable in:

  • Co-creating resources and FAQs

  • Hosting “Ask Me Anything” sessions on accommodations

  • Giving feedback on what’s working—or not

Not every neurodivergent employee will want to speak up publicly, but collective insight can move your org forward faster and with more nuance.



8. Offer Anonymous Feedback Loops

After someone goes through the accommodations process, give them a way to share feedback confidentially:

  • Was the process clear and supportive?

  • Were the outcomes helpful?

  • Would they recommend others request support?

This data doesn’t just improve your program—it signals that you care about the experience, not just the paperwork.



9. Track Trends, Not Diagnoses

Respect privacy, but pay attention to patterns. Are certain roles or departments seeing more requests? Are there bottlenecks? Use this insight to:

  • Improve training

  • Build inclusive policies proactively

  • Identify where default workplace practices may unintentionally exclude

Neuroinclusion shouldn’t just be reactive. The more you understand the landscape, the more you can design with intention.



Bottom Line: Build a Process That Works for Humans

Neurodivergent-friendly accommodations start with clarity, trust, and care. By making your process more visible, accessible, and relational, you make it easier for all employees to bring their best selves to work—no masking, no fear required.

Accommodations are not about giving someone an advantage. They’re about unlocking the brilliance that’s already there.


 
 
 

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