What is a reasonable accommodation?

A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or to the work environment that allows a qualified applicant or employee with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.

Why are reasonable accommodations important?

Reasonable accommodations are important because they help to ensure that all employees have an equal opportunity to succeed in the workplace. By providing reasonable accommodations, organizations can help to create a more inclusive and equitable work environment.

How to design reasonable accommodations

When designing reasonable accommodations, it is important to consider the following factors:

• The employee’s disability and how it affects their ability to perform their job
• The essential functions of the employee’s job
• The resources and constraints of the organization

It is also important to get the input of the employee with a disability when designing an accommodation. This will help to ensure that the accommodation is effective and meets the employee’s needs.

Examples of reasonable accommodations

Here are some examples of reasonable accommodations:

• Job restructuring: This may involve changing the employee’s job duties or responsibilities. For example, an employee with a physical disability may be able to have their job duties redistributed to other employees or to work part-time.
• Modified work schedule: This may involve changing the employee’s start and end times, allowing them to take breaks more often, or providing them with a flexible work schedule. For example, an employee with a chronic illness may need to be able to take breaks throughout the day to take medication or to manage their symptoms.
• Assistive technology: This may involve providing the employee with specialized equipment or software to help them perform their job. For example, an employee with a visual impairment may need to be provided with screen reading software or a magnifying device.
• Interpreter or other communication aids: This may involve providing the employee with an interpreter or other communication aids to help them communicate with their colleagues and supervisors. For example, an employee who is deaf or hard of hearing may need to be provided with a sign language interpreter or a CART (Communication Access Realtime Translation) provider.
• Accessible work environment: This may involve making changes to the employee’s workspace or to the organization’s facilities to make them more accessible. For example, an employee with a mobility disability may need to be provided with a wheelchair ramp or a modified workstation.

Tips for designing effective reasonable accommodations

Here are some tips for designing effective reasonable accommodations:

• Be proactive. Don’t wait for the employee to ask for an accommodation. If you know that an employee has a disability, start thinking about what accommodations they may need.
• Be flexible. There is no one-size-fits-all approach to reasonable accommodations. Be willing to work with the employee to find an accommodation that meets their individual needs.
• Be confidential. Keep the employee’s disability and the need for an accommodation confidential. Only share this information with people who need to know.
• Be respectful. Treat the employee with respect and dignity. Remember that they are a valuable member of your team and that they deserve to be treated fairly.

Conclusion

Designing reasonable accommodations is an important part of creating an inclusive and equitable work environment. By following the tips above, you can help to ensure that all employees have an equal opportunity to succeed.

Here are some additional tips for designing reasonable accommodations:

• Consider the employee’s preferences. What types of accommodations have worked for them in the past? What types of accommodations would they like to have in their current job?
• Get the input of the employee’s supervisor and colleagues. How can they help to support the employee and the accommodation?
• Evaluate the effectiveness of the accommodation over time. Does the accommodation meet the employee’s needs? Are there any changes that need to be made?

By taking these steps, you can create a workplace where all employees can thrive.