Achieving an Accommodating Workplace
Many neurodivergent people and many people with impairments are not short on effort. They are short on access. Accommodations are not favors. They are how we remove barriers so people can do their best work.
Personal note
A simple change like dark mode transformed my daily experience. Once I enabled dark mode across tools, and used a small paid extension for the stubborn apps, my eye strain and fatigue dropped. Now I cannot imagine not asking for these settings. Some extensions are paid, many are free or already available, and sometimes the hardest part is getting permission to use them even when there is no cost.
This article has two goals:
Give you words you can use to ask for what you need.
Help leaders and teammates understand why accommodations matter and how to offer them well.
Why accommodations matter
Human first. Workplaces should fit people, not the other way around.
Universal design helps many. Captions help ND folks, second language speakers, and anyone in a noisy place. Dark mode and high contrast reduce eye strain for almost everyone.
ROI is real, but secondary. Clearer meetings, lower attrition, and better hiring are common results. The primary reason is dignity and access.
Principles that make asking easier
Needs based, not diagnosis based. You can ask for what you need without medical disclosure.
Defaults help more than exceptions. When camera optional and captions on are defaults, no one is singled out.
Write it down. Team norms prevent people from having to renegotiate each week.
Self-advocacy: copy and paste scripts
Use whatever tone fits you. Pick one short script and send it.
1) Quick chat or email to your manager
Subject: Small accommodations that help my focus
Hi [Manager], I want to share a few simple settings that help me do my best work.
• Camera optional for me when focus or fatigue is high
• Captions on and a short pause for processing during complex topics
• Dark mode and the paid extension [tool name] to reduce eye strain
These changes help me participate more consistently and meet deadlines. I do not need any medical paperwork for this. Thank you for supporting me.
2) In-meeting request
Could we keep captions on and give a short pause after complex points. That helps my processing and I can take cleaner notes.
3) Slack or Teams message before a meeting
Flagging a small request. I will keep my camera off today to manage sensory load. I will participate by voice and chat and will follow up with written notes.
4) Formal request to HR or People Ops
Subject: Request for reasonable accommodations
Hello, I am requesting the following low cost accommodations that improve my access to work.
• Camera optional policy for my participation
• Company paid accessibility extension [name] and a task lamp
• Agendas 24 hours ahead and written summaries of decisions
These needs are ongoing. I prefer to keep medical details private. Thank you for confirming the path forward.
5) When you need schedule or environment changes
I work best with a quiet space and predictable focus blocks. Can we set two afternoons per week as meeting free and use a small equipment stipend for noise cancelling headphones.
6) Request to IT for browser or desktop extensions
Subject: Accessibility extension approval request
Hi IT, I am requesting approval to use [extension or app name] for accessibility and comfort.
• Purpose: dark mode or high contrast for apps that do not support it natively
• Cost: [free or price]. I can use the accessibility tools stipend if needed
• Security: minimal permissions, vendor privacy link attached, no customer data access
If full install is not possible, can we whitelist this extension or provide an approved alternative.
Allyship: how to advocate for others
1) Normalize camera optional
I propose video optional by default. Facilitators will not call out who is off camera. People can engage by voice, chat, reactions, or notes.
2) Set captions and transcripts as defaults
Let us turn on captions in meeting templates and share transcripts in the wrap-up. This improves access for many groups.
3) Protect processing time
Let us add a 60 second pause after complex topics. People can think, write, or add questions in chat. Decisions will be clearer.
4) Offer sensory aware spaces
Let us provide at least one low stimulus area per floor or offer a weekly work from home option when the office is loud or bright.
5) Create a simple budget
Propose a small annual allowance for accessibility tools and peripherals. Examples include paid dark mode extensions, high contrast fonts, noise cancelling headsets, and task lamps.
6) Redirect gently if someone is singled out
Let us keep video optional for everyone. We do not need to ask individuals to turn cameras on.
Common accommodations to suggest
Sensory and environment
Adjustable lighting. Quiet zones. Headset stipend. Scent free areas. Minimal visual clutter in rooms.
Digital and tools
Dark mode. High contrast themes. Screen reader friendly docs. Paid accessibility extensions. Captioning on. Transcripts shared.
Communication and meetings
Agendas 24 hours ahead. Written decisions and next steps. One mic rule. Hand raise tools. Processing pauses. Asynchronous input welcomed.
Time and workflow
Flexible hours. Meeting free focus blocks. Task decomposition support. Checklists. Visual boards. Predictable deadlines.
Policy and process
Needs based flexibility without proof for small requests. Private path for larger requests. Zero retaliation language.
What leaders worry about, with simple answers
Will meetings slow down
Meetings with captions, agendas, and short pauses are usually shorter. Decisions are clearer and follow up is easier.
Is this fair to everyone
Fairness means access. Same rules for everyone is not fairness when barriers differ.
Will extensions create risk
Maintain a short approved list. Review permissions, prefer well known vendors, and whitelist by name. Provide a stipend and publish a security contact for quick questions.
Will people abuse the policy
Use clear norms with simple expectations. Measure outcomes like decision clarity and deliverables, not camera time.
A 30 day starter plan for any team
Week 1
Publish a one page norm: video optional, captions on, agendas 24 hours ahead, documented decisions. Share the why in one paragraph.
Week 2
Enable settings in tools. Meeting templates with captions on. A shared doc for notes and decisions. A small budget for accessibility tools. Start an approved list that includes dark mode extensions and high contrast fonts.
Week 3
Create a quiet option. This can be a room with dimmer lights or one day per week that is meeting free.
Week 4
Run a short pulse survey. Ask about ease of participation, sensory comfort, and perceived respect. Adjust and keep what works.
Quick wins checklist
Turn on captions and keep them on
Share agendas and decisions in writing
Allow camera optional without calling out individuals
Enable dark mode and pay for needed extensions
Approve free accessibility extensions when possible
Provide a quiet space or a weekly remote option
Give short processing pauses during meetings
Closing
You are not being too much when you ask for accommodations. You are asking for access.
Leaders who set humane defaults remove barriers for many people at once. That includes neurodivergent people, people with chronic pain, people with visual or auditory differences, and anyone who needs a calmer way to work.
If you want peer support while you practice these conversations, communities like NeuroHarbor exist to help you try wording, compare notes, and celebrate wins together.