Take part: tips on talking to employers about reasonable adjustments

I post content on LinkedIn about this sort of thing...this is my latest on this topic....

​The "Reasonable" Trap: 

10 Fair Adjustments for Autistic Talent 

​In the workplace, the word "Reasonable" is often used as a shield. Companies ask, "Is it reasonable for us to change?" when they should be asking, "Is it fair to let our talent struggle in an environment that wasn't built for them?"

​If you want to move past the "struggle tax" and actually unlock neurodivergent potential, here are 10 adjustments that are both fair and reasonable:

​1. The "Written-First" Rule 

​Stop relying on "drive-by" desk chats for important tasks. Sending instructions via email or Teams gives an autistic employee a clear reference point and reduces cognitive load.

​2. Camera-Optional Meetings 

​Video calls are a sensory minefield. Allowing "cameras off" helps many autistic people focus on the audio information without the exhaustion of maintaining "appropriate" facial expressions.

​3. Sensory-Aware Seating 

​Don’t force hot-desking. A fixed desk in a quiet corner, away from the coffee machine or high-traffic corridors, is a zero-cost way to prevent sensory overload.

​4. Advanced Agendas 

​Never send a calendar invite that just says "Quick Catch-up." Providing a 3-point agenda 24 hours in advance allows an employee to prepare, reducing anxiety and improving contribution.

​5. Noise-Cancelling Permission 

​In an open-plan office, noise-cancelling headphones are a prosthetic tool, not a distraction. Normalize their use as a standard "focus mode" signal.

​6. Explicit Social Norms 

​Don’t rely on "unwritten rules." If the office culture is "casual Fridays" or "lunch is at 1 PM," say it clearly. Ambiguity is the enemy of inclusion.

​7. Asynchronous Updates 

​Instead of a high-pressure "morning huddle" where everyone stands in a circle, allow updates to be posted in a shared document or channel.

​8. Work-from-Home Flexibility 

​The most reasonable adjustment of all. For many, the office is the barrier. Removing the commute and the sensory chaos of the building can double an autistic employee’s output.

​9. Clear Performance Metrics 

​Avoid vague feedback like "You need to be more of a team player." Use concrete goals: "Complete X tasks by Friday." Clarity is fairness.

​10. Direct Communication Training 

​Fairness works both ways. Training managers to be direct and literal saves everyone time and prevents the "guessing games" that lead to burnout.

​The Bottom Line?

​These aren't "perks." They are access requirements. 

When we stop asking if an adjustment is "fair" to the group and start asking if the environment is "fair" to the individual, everyone wins. 

​True fairness is giving everyone the right tools to reach the same finish line.

​#Neurodiversity #AutismAtWork #ReasonableAdjustments #Inclusion #HR #WorkplaceEquity #LeadershipTips #Management #ActuallyAutistic #PsychologicalSafety

I post content on LinkedIn about this sort of thing...this is my latest on this topic....

​The "Reasonable" Trap: 

10 Fair Adjustments for Autistic Talent 

​In the workplace, the word "Reasonable" is often used as a shield. Companies ask, "Is it reasonable for us to change?" when they should be asking, "Is it fair to let our talent struggle in an environment that wasn't built for them?"

​If you want to move past the "struggle tax" and actually unlock neurodivergent potential, here are 10 adjustments that are both fair and reasonable:

​1. The "Written-First" Rule 

​Stop relying on "drive-by" desk chats for important tasks. Sending instructions via email or Teams gives an autistic employee a clear reference point and reduces cognitive load.

​2. Camera-Optional Meetings 

​Video calls are a sensory minefield. Allowing "cameras off" helps many autistic people focus on the audio information without the exhaustion of maintaining "appropriate" facial expressions.

​3. Sensory-Aware Seating 

​Don’t force hot-desking. A fixed desk in a quiet corner, away from the coffee machine or high-traffic corridors, is a zero-cost way to prevent sensory overload.

​4. Advanced Agendas 

​Never send a calendar invite that just says "Quick Catch-up." Providing a 3-point agenda 24 hours in advance allows an employee to prepare, reducing anxiety and improving contribution.

​5. Noise-Cancelling Permission 

​In an open-plan office, noise-cancelling headphones are a prosthetic tool, not a distraction. Normalize their use as a standard "focus mode" signal.

​6. Explicit Social Norms 

​Don’t rely on "unwritten rules." If the office culture is "casual Fridays" or "lunch is at 1 PM," say it clearly. Ambiguity is the enemy of inclusion.

​7. Asynchronous Updates 

​Instead of a high-pressure "morning huddle" where everyone stands in a circle, allow updates to be posted in a shared document or channel.

​8. Work-from-Home Flexibility 

​The most reasonable adjustment of all. For many, the office is the barrier. Removing the commute and the sensory chaos of the building can double an autistic employee’s output.

​9. Clear Performance Metrics 

​Avoid vague feedback like "You need to be more of a team player." Use concrete goals: "Complete X tasks by Friday." Clarity is fairness.

​10. Direct Communication Training 

​Fairness works both ways. Training managers to be direct and literal saves everyone time and prevents the "guessing games" that lead to burnout.

​The Bottom Line?

​These aren't "perks." They are access requirements. 

When we stop asking if an adjustment is "fair" to the group and start asking if the environment is "fair" to the individual, everyone wins. 

​True fairness is giving everyone the right tools to reach the same finish line.

​#Neurodiversity #AutismAtWork #ReasonableAdjustments #Inclusion #HR #WorkplaceEquity #LeadershipTips #Management #ActuallyAutistic #PsychologicalSafety

This is almost exactly what I requested in terms of adjustments and that dreaded word 'reasonable' was used to deny them.

These are almost like a 10 commandments of autism in employment.