Asking for ADHD and AUTSIM accommodations without formally asking for Accommodations

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How to Ask for Accommodations Without Actually Asking for Accommodations: A Guide for Neurodivergent Employees

Hi, I am Brett, the AuDHD Boss. I have a diagnosis of ADHD, autism, and anxiety. I’ve been a manager in a corporate setting for over ten years. On my channel, I help neurodivergent individuals navigate the corporate world.

Many of us are nervous about asking for accommodations at work, and for some, getting a formal diagnosis can be daunting. This is part one of a new series: how to ask for an accommodation without actually asking for one.

New series: Asking for an accommodation, without asking for an accommodation

*This series is for educational purposes, and not all of the tips in this series will work for every person or every situation. Please comment with any questions and I can respond with a video for general advice for your workplace situation. Whenever possible seek the guidance of an ADHD and Autism focused trained therapist or medical professional if you need a formal accommodation.

Understanding Formal Accommodations

When you ask for an accommodation, HR or your manager will follow a series of protocols. Federal guidelines dictate many of these steps, but corporate workflows and policies also come into play. Sometimes, these procedures can be overwhelming, especially when they involve specific deadlines and extensive paperwork.

A key term here is “reasonable accommodation.” This means it’s not a huge ask for the organization to meet your needs. Examples include noise-canceling headphones, clear written instructions, and a quiet workspace. Many resources online detail what constitutes a reasonable accommodation, and I’ll link to some in the comments or description.

Informal Ways to Ask for Accommodations

If you’re self-diagnosed or don’t want to disclose your diagnosis, there are ways to ask for accommodations informally. Here’s a few minor ways to get started (this will be the start of a new video series with more tips and advice):

  1. Establish Regular Check-Ins:
  • Set up a formal check-in with your boss. This can be weekly, biweekly, or monthly, though more frequent check-ins are preferable. These meetings can range from 25 minutes to an hour.
  • Use these check-ins to establish a regular dialogue with your boss. Discuss your to-do list, priorities, and any challenges you’re facing. This helps manage decision fatigue and prioritization issues common among neurodivergent individuals.
  1. Build Trust and Rapport:
  • Use these meetings to build trust and rapport with your boss. Regular check-ins create a safe space to ask questions and seek clarifications without feeling judged.
  1. Ask for Specific Needs Informally:
  • Once you’ve built a rapport, you can start asking for specific accommodations. For example, you might say, “I’m working in an open workspace and finding it hard to concentrate. Can I use noise-canceling headphones?” If the request is reasonable, many managers will approve it without requiring formal documentation.
  1. Focus on Your Needs:
  • If you’re struggling with tasks or facing regular feedback on areas of improvement, consider discussing these during your check-ins. For example, if punctuality is an issue due to ADHD, an informal conversation about flexible start times might help.

When to Seek Formal Accommodations

If you’re concerned about job security due to your neurodivergent traits, it’s crucial to seek formal accommodations. These can provide legal protections and ensure your needs are met. If your job performance is being impacted, don’t hesitate to initiate the formal process.

Understanding the ADA and Workplace Rights for Autism and ADHD

The Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination against individuals with disabilities, including those with autism and ADHD. It ensures that employees with disabilities have the right to reasonable accommodations that enable them to perform their job duties. Here are some key points to understand:

  1. Definition of Disability:
  • Under the ADA, a disability is defined as a physical or mental impairment that substantially limits one or more major life activities. Autism and ADHD are recognized as disabilities under this definition.
  1. Reasonable Accommodations:
  • Employers are required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would cause undue hardship. Reasonable accommodations might include modifications to the work environment, job restructuring, modified work schedules, and more.
  1. Interactive Process:
  • The ADA encourages an interactive process between the employee and employer to identify appropriate accommodations. This involves open communication to understand the employee’s needs and explore potential solutions.
  1. Confidentiality:
  • Employers must keep medical information, including information about disabilities and accommodations, confidential. This helps protect the privacy of employees seeking accommodations.

Resources and Future Content

Here are some valuable resources to help you navigate the accommodation process:

I’ll also be creating a series of YouTube shorts and one-minute videos on how to ask for accommodations informally.

By following these steps, you can navigate the process of getting the accommodations you need while minimizing stress and formalities. Remember, regular communication and building trust with your boss are key to making your work environment more supportive and productive.

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