What can you ask for?
Work accommodations hold immense significance for me. I never received information about them, so when they were offered, I was unsure of what to request. Consequently, I missed out on any accommodations.
It is a challenge to confront this situation, as you nee to obtain the essential information to make decisions about such a crucial matter as work accommodations. Embracing the uncertainty may uncover unforeseen possibilities and unanticipated challenges. I firmly believe that achieving a comprehensive understanding of work accommodations can inprove your working experience, empowering you to get a sense of support in the workplace.
I have found what I believe to be two great articles online about workplace accommodations. Both are of interest to autistic people in work to know what accommodations they can ask for and also to employers to show how accommodations can help employees.
Equality is about understanding that not everyone starts from the same place. It’s ensuring that everyone has what they need to thrive. It’s important to recognize the diversity among autistic adults, as what works well for one person might not be beneficial for another.
Licence details
Reasonable adjustments at work for autistic people*
The first is a British site.
Leicestershire Partnership NHS Trust has published a good list of the types of accommodation that can be provided, pointing out that it is a legal requirement in the UK to provide reasonable adjustments for people with a substantial disadvantage because of your disability compared with non-disabled people or people who don’t share your disability. Disability here includes neuro-diverse conditions. (What is reasonable and what makes something substantial is very much up for discussion.)
There is a list of things that can be provided, but it’s not exhaustive. Many reasonable things are not included.
Workplace accommodations for autism & AuDHD*
This viewpoint from outside the UK may lead to slightly different interpretations, although the concept of reasonable adjustment remains consistent worldwide. However, a significant distinction lies in the fact that the regulations concerning secret recordings of meetings in the United States do not hold sway in the UK. Engaging in secret recordings in person or sharing recordings of phone calls or zoom meetings with others can result in legal repercussions.
What it does do, which I find very good, is to itemize the different areas where accommodations can be made. You will have to visit the site to find this as I have been asked not to make lists from the article as the author thinks it is better in its complete form.
The way it is laid out makes it both comprehensive and easy to navigate. Simple yet comprehensive, what could be better?
*Click on the titles to link to the articles
The logos for NHS and Embrace Autism are copyright to those organisateion and are used here as part of a review.
Making an ass of myself 