For many neurodivergent professionals, the idea of asking for "accommodations" or "reasonable adjustments" can feel daunting. You might worry about being perceived as difficult, less capable, or a burden to your team and employer. This feeling often stems from a lifetime of being told to "try harder" or "just fit in."
At Diversity-Lock, we want to shift this perspective entirely. Reasonable adjustments aren't "special favors" or concessions. They are performance optimizers. They are the tools and environmental changes that allow you to perform at your best, leveraging your unique strengths without being held back by systemic barriers.
Think of it like this: a high-performing athlete wouldn't be expected to run a marathon in flip-flops. They need proper running shoes, hydration, and a clear track. These aren't "special favors"; they're essential equipment and conditions for optimal performance. Your accommodations are no different.
Understanding Your Right to Accommodations
In many countries (e.g., the UK's Equality Act, the US's ADA), employers have a legal duty to provide reasonable adjustments for disabled employees, which includes many neurodivergent conditions. This isn't about charity; it's about creating equitable access to work. Knowing this can empower you.
Step 1: Identify Your Specific Needs (and Their Impact)
Before you ask, clearly understand what you need and why.
Be Specific: Instead of "I need quiet," think "I need to reduce auditory distractions."
Connect to Performance: How does the current situation hinder your work? How would the adjustment improve your ability to deliver?
Example: "The constant background noise in the open-plan office makes it incredibly difficult for me to concentrate on complex analytical tasks, significantly slowing down my output."
Step 2: Propose Concrete Solutions
Don't just state the problem; suggest a solution. This shows you've thought it through and are contributing to the resolution.
Focus on Practicality: What is a practical, reasonable change?
Example (following above): "To optimize my concentration and productivity, I would benefit from having high-quality noise-canceling headphones approved for use at my desk, or dedicated 'focus time' where I can work from home two days a week."
Start Small (if unsure): If you're nervous, begin with smaller, easier-to-implement requests. Success with a small adjustment can build confidence for larger ones.
Step 3: Frame it as a "Performance Optimizer"
This is where you shift the narrative from "burden" to "benefit." Emphasize how the adjustment will make you a more effective and valuable employee.
Language to Use:
"To maximize my effectiveness in this role..."
"This adjustment would allow me to better leverage my strengths in [X skill]..."
"By providing [adjustment], I can ensure I deliver [X outcome] more consistently..."
"This will help me maintain my energy and focus, leading to higher quality work and fewer errors."
Avoid Apologies: You are not asking for a favor; you are discussing conditions for optimal performance.
Instead of: "I'm sorry, but I really struggle with..."
Try: "To ensure I can perform at my peak, I require..."
Step 4: Choose the Right Time and Person
Who to Ask: Usually, your direct manager is the first point of contact. If you prefer, or if your manager is unresponsive, HR is the next step.
When to Ask: Schedule a dedicated meeting. Don't spring it on them in a hallway or during a busy team meeting. This shows professionalism.
Step 5: Document Everything
Keep a record of your request, who you spoke to, the date, and the outcome. This protects you and ensures clarity.
Follow up: Send a brief email summarizing what was discussed and agreed upon after your meeting.
Examples of Reframing Requests:
Problem: "I get overwhelmed by the noise in the open-plan office."
Optimizer Frame: "To ensure I can produce my highest quality work and maintain concentration on complex tasks, I find it beneficial to use noise-canceling headphones. This helps me deliver [specific output, e.g., error-free reports] more efficiently."
Problem: "I struggle with understanding vague instructions."
Optimizer Frame: "To ensure I perfectly align with project objectives and avoid rework, I thrive when instructions are provided in writing or followed up with a brief summary. This allows me to execute tasks with greater precision and speed."
Problem: "I need to work from home sometimes because sensory input is too much."
Optimizer Frame: "Having the flexibility to work remotely [X days/week] allows me to manage my energy and sensory needs, meaning I can return to the office more focused and productive on the days I am in. This leads to sustained high performance across the week."
You Are an Asset, Not a Burden
Your neurodivergence brings unique strengths that can be invaluable to an employer. By framing your reasonable adjustments as performance optimizers, you are advocating for the conditions that allow you to showcase those strengths consistently. You are not asking for less work or special treatment; you are asking for the tools to do your best work.
Embrace this perspective, and you’ll find that requesting accommodations becomes a step towards greater professional satisfaction and sustained success.