FAQ

ADHD workplace accommodations are adjustments made to support employees with Attention Deficit Hyperactivity Disorder (ADHD) in their professional environment. These may include flexible work hours, noise-canceling headphones, structured task management tools, or modified deadlines to improve productivity and reduce distractions.

Work accommodations for ADHD vary based on individual needs but can include but may not be limited to::
✔ Flexible scheduling to manage energy levels
✔ Written task lists and project management tools
✔ Noise-free workspaces or remote work options
✔ Frequent breaks to enhance focus
✔ Clear and structured expectations from managers

Yes, ADHD is covered under the Americans with Disabilities Act (ADA) if it significantly impacts a person's ability to perform essential job functions. Employers are required to provide reasonable accommodations for ADHD under ADA guidelines.

Workplace accommodations for autism include but might not be limited to:
✔ Noise-reducing environments to minimize sensory overload
✔ Clear, structured communication to aid comprehension
✔ Flexible work schedules to accommodate processing needs
✔ Job coaching or mentorship to support professional growth

Neurodiversity in the workplace refers to recognizing and valuing neurological differences, such as ADHD, autism spectrum disorder, dyslexia, and other cognitive variations. Embracing neurodiversity fosters innovation, inclusion, and workplace accessibility, ensuring that all employees can thrive.

Employees with ADHD and anxiety may require accommodations such as:
✔ Flexible work hours to manage stress and focus
✔ Remote work options for better control of the environment
✔ Clear, written instructions to reduce misunderstandings
✔ Access to mental health support and coaching

Examples of workplace accommodations for ADHD include:
✔ Private or low-distraction workspaces
✔ Visual timers and task management apps
✔ Modified deadlines and structured check-ins
✔ Flexible break schedules

Companies can support neurodiversity by:
✔ Providing neurodiversity training for managers
✔ Implementing MERIT based and WIDE self-assessments and diversity assessments
✔ Creating inclusive hiring practices for neurodivergent professionals
✔ Offering customized workplace accommodations for ADHD and autism

Yes, autism is a protected disability under the ADA if it affects an individual’s ability to perform job functions. Employees can request reasonable accommodations such as modified work environments, structured routines, and additional support.

A 504 Plan is typically used in educational settings to provide accommodations for students with autism spectrum disorder and ADHD. However, similar ADA workplace accommodations are available for adults in professional environments.

High-functioning autism workplace accommodations may include:
✔ Job coaching or mentorship programs
✔ Written communication over verbal instructions
✔ Predictable work schedules to reduce anxiety
✔ Sensory-friendly workspaces

A MERIT and WIDE Assessment evaluates an organization's policies, culture, and accessibility to ensure an inclusive workplace for neurodivergent employees, disabled individuals, and diverse talent. This would have been all previously done under the new removed Diversity, Equity, and Inclusion (DEI) policies.

Autistic accommodations for adults may include:
✔ Quiet rooms or alternative workspaces
✔ Clear job expectations and structured communication
✔ Flexible deadlines and sensory-friendly environments
✔ Assistive technology to improve workflow

Companies can promote neurodiversity in the workplace by:
✔ Providing neurodiversity training for workplace leaders
✔ Developing inclusive hiring policies
✔ Offering accommodations for ADHD and autism
✔ Conducting WIDE and MERIT self-assessments and inclusivity audits

✔ Standing desks or movement breaks to enhance focus
✔ Visual schedules and structured task management
✔ Designated quiet work areas to minimize distractions
✔ Flexible deadlines and workflow adjustments

ADA laws protect individuals with ADHD by requiring employers to provide reasonable accommodations that allow employees to perform their job functions effectively.

We provide neurodiversity assessments for organizations, including:
✔ Workplace accessibility evaluations
✔ Employee feedback surveys on inclusion
✔ WIDE & MERIT based assessments for neurodivergent-friendly policies

Employers can support ADHD-friendly remote work environments by:
✔ Allowing flexible scheduling
✔ Providing structured check-ins with managers
✔ Encouraging use of time-blocking techniques
✔ Offering workplace coaching and executive function support

✔ Written instructions instead of verbal requests
✔ Alternative communication methods like chat or email
✔ Predictable meeting schedules with agendas
✔ Accommodations for sensory-friendly work environments

✔ Providing neurodiversity training for managers and HR
✔ Adopting inclusive hiring and retention strategies
✔ Creating workplace accommodations for ADHD and autism
✔ Using a MERIT based assessment tool to measure progress