Challenges and Accommodations

Challenges and Accommodations diagrams

The below two diagrams can help you explore some different categories of challenges folks can experience and some possible accommodations to match. Neither can be considered complete lists of each but should give some ideas that can be applied to your context.

Challenges Hexagon

The diagram to the right (click for a bigger version) shows some key categories of workplace challenges that can occur for Neurodivergent folks. There is likely to be a fair overlap with the general disability space here as well. There are a small number of specific examples within each category but these are by no means a complete list. Rather, the samples are intended to help you understand what sorts of things may fit within.

This can be used for self-reflection or with a trusted ally to help determine what challenges are posed for you within the workplace. For instance, with ADHD, executive dysfunction might mean the person finds it challenging to work on tasks without a clear connection what that person's values.

A diagram with 6 categories arranged in a circle with the word ‘challenges’ in the centre. || Category 1: "Environmental", Examples: sensitivity to sound/light/smell/temperature, Crowds, Flashing lights and other triggers || Category 2: "Communication", Examples: Limited communication channels provided (e.g. something is only given to the person verbally), Interpreting social cues (including differences across cultures), Highly social tasks and groupwork || Category 3: "Emotional regulation", Examples: High pressure environments, Stigma and judgement of others, Response to workplace/social dynamics || Category 4: "Movement/coordination", Examples: Handling materials, physical navigation, coordination tasks, Fatigue from motor tasks / movement || Category 5: "Information processing", Examples: complex/multistep instructions, Retaining information over time, Information processing speeds || Category 6: "Organisation and task management", Examples: Switching/stopping tasks, managing interruptions, Initiating tasks and coordinating long term projects. [end of alt tag]

Author: Aster Cosmos and Ross McQueen
Caption: A diagram with 6 categories arranged in a circle with the word ‘challenges’ in the centre.

Environmental: sensitivity to sound/light/smell/temperature, Crowds, Flashing lights and other triggers
Communication: Limited communication channels provided (e.g. something is only given to the person verbally), Interpreting social cues (including differences across cultures), Highly social tasks and groupwork
Emotional regulation: High pressure environments, Stigma and judgement of others, Response to workplace/social dynamics
Movement/coordination: Handling materials, physical navigation, coordination tasks, Fatigue from motor tasks / movement
Information processing: complex/multistep instructions, Retaining information over time, Information processing speeds
Organisation and task management: Switching/stopping tasks, managing interruptions, Initiating tasks and coordinating long term projects

A diagram with 6 categories arranged in a circle with the word ‘accommodations’ in the centre. Associated with all six is the item “Leverage the strengths of the team!” || Category 1: "Environmental", Examples: Control over surroundings, Quiet/recovery rooms/sensory friendly offices, quiet workplace policy/sensory aids, Regular breaks and flexibility in location/hours/days || Category 2: "Communication", Examples: Provide information in multiple formats, encourage assistive tech, Share your communication practices and adapt to suit others, Regular breaks and flexibility in location/hours/days || Category 3: "Emotional regulation", Examples: Anti-bias and awareness training and a culture of learning and mutual support, Regular breaks and flexibility in working location/hours/days, Quiet/recovery rooms || Category 4: "Movement/coordination", Examples: Virtual engagement options, Regular breaks, Assistive tech/devices, desk modification || Category 5: "Information processing", Examples: Review and simplify work processes, Provide information in multiple formats, Allow for processing time, Provide visual aids, checklists and guidelines || Category 6: "Organisation and task management", Examples: Templates, samples and prepared processes, Advance notice of changes, time to consider responses. [end of alt tag]

Author: Aster Cosmos and Ross McQueen

Caption: A diagram with 6 categories arranged in a circle with the word ‘accommodations’ in the centre. Associated with all six is the item “Leverage the strengths of the team!”

Environmental: Control over surroundings, Quiet/recovery rooms/sensory friendly offices, quiet workplace policy/sensory aids, Regular breaks and flexibility in location/hours/days
Communication: Provide information in multiple formats, encourage assistive tech, Share your communication practices and adapt to suit others, Regular breaks and flexibility in location/hours/days
Emotional regulation: Anti-bias and awareness training and a culture of learning and mutual support, Regular breaks and flexibility in working location/hours/days, Quiet/recovery rooms
Movement/coordination: Virtual engagement options, Regular breaks, Assistive tech/devices, desk modification
Information processing: Review and simplify work processes, Provide information in multiple formats, Allow for processing time, Provide visual aids, checklists and guidelines
Organisation and task management: Templates, samples and prepared processes, Advance notice of changes, time to consider responses

Accommodations Hexagon

The diagram to the left (click for a bigger version) shows the same categories of workplace challenges with some specific examples of helpful accommodations aligned to those categories. As before these are not a complete list but serve to give insights into the kinds of supports that are possible.

This can be useful for those seeking accommodations in understanding what they might benefit from to help them thrive. This can also be helpful for supervisors and organisational areas in providing proactive supports for their team and staff.

Many of the accommodations above will be useful for all staff regardless of Neurotype or Disability status, but also not everyone will be comfortable disclosing and by providing these supports for everyone, the workplace is made considerably more accessible as a whole without requiring self-disclosure around potentially stigmatised identities and experiences.

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