In an increasingly complex and diverse world, the concept of neurodiversity has emerged as a critical component of the DE&I conversation.
In this context, Human Resources (HR) Directors and Managers are best placed to understand and implement Reasonable Adjustment Strategies.
This deep dive think piece explores the concept of reasonable adjustments, examples in the workplace, the benefits of implementing such a strategy, and practical steps HR Managers can take to create a truly inclusive workplace.
What is a reasonable adjustment?
A reasonable adjustment is a modification or adaptation made to the work environment, recruitment process, or job role. Adjustments enable individuals with disabilities or neurodiverse conditions to participate fully and equitably in the workplace.
By removing barriers and creating a level playing field, disabled people can access the same opportunities as their non-disabled peers.
What are examples of reasonable adjustments in the workplace?
Reasonable adjustments vary widely, depending on the nature of the individual's disability or neurodiverse condition and the specific requirements of the job. Some examples of reasonable adjustments in the workplace include:
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Flexibility in work hours or location, allowing employees to work remotely or adopt non-traditional schedules
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Providing assistive technology or software, such as screen readers or voice-to-text applications
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Modifying job duties, reallocating non-essential tasks or providing additional support
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Offering additional training or mentorship programs
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Implementing ergonomic solutions, such as adjustable workstations or specialized seating
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Providing sign language interpreters or closed-captioning services
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Adjusting recruitment processes, such as offering alternative formats for interviews or assessments
Benefits of having a reasonable adjustment strategy
A well-implemented reasonable adjustment strategy offers numerous benefits to organisations and employees alike, from both practical and ethical standpoints. We like to think of this from four key perspectives:
a. Candidate experience
Want to demonstrate your commitment to inclusivity and accessibility? Implement a reasonable adjustment strategy and advertise it to candidates.
When candidates encounter an organisation that proactively accommodates their needs, they are more likely to feel valued and respected, leading to increased engagement and a higher likelihood of accepting job offers.
b. Employee experience
Employees who feel supported and accommodated in their workplace are more likely to be engaged, productive, and loyal. A reasonable adjustment strategy can foster a culture of inclusivity. And with secondary benefits like higher job satisfaction, better retention rates, and overall improved morale... everyone’s a winner.
c. Legal standpoint
From a legal standpoint, implementing a reasonable adjustment strategy helps your organisation to comply with disability and anti-discrimination laws, such as the Equality Act 2010 or the EU’s Convention on the Rights of Persons with Disabilities.
Non-compliance can result in costly legal disputes, financial penalties, and reputational damage. Plus – the ongoing negative impact on an employee forced to undergo a tribunal is not to be ignored.
d. Business reputation
Put your best foot forward by demonstrating a genuine commitment to diversity, equity and inclusion. A more positive reputation in your field has knock-on effects on areas like brand loyalty and business development, as well as increasing your talent pool.
Ways to implement a reasonable adjustment strategy
To effectively implement a reasonable adjustment strategy, HR Managers should consider the following steps:
a. Develop a clear policy
Start by creating a comprehensive policy that outlines the organisation's commitment to providing reasonable adjustments. This is the bulk of your prep work: you’ll need to cover processes and guidelines for employee requests, as well as the steps taken to implement adjustments.
b. Train and educate staff
Buy-in is essential. All employees, including managers and supervisors, need to receive training on the importance of reasonable adjustments, and changes to your policies.
c. Engage with employees and candidates
Open up channels of communication with employees and candidates, encouraging them to discuss their needs and request adjustments. Foster a supportive environment where individuals feel comfortable disclosing their disabilities or neurodiverse conditions without fear of stigma or discrimination.
d. Monitor and review the strategy
Regularly assess the effectiveness of the reasonable adjustment strategy by soliciting feedback from employees and monitoring key performance indicators (KPIs) related to DE&I. Continuously refine and improve the strategy based on this feedback and data.
e. Leverage external resources
Collaborate with disability advocacy groups, neurodiversity organisations, and other relevant stakeholders to access expertise, resources, and guidance. These partnerships will identify areas you’ve missed, and support both the development and implementation of your reasonable adjustment strategy.
f. Promote the strategy internally and externally
Publicise the organisation's commitment to reasonable adjustments and share success stories both within the company and to the wider public. This can help create a positive perception of your brand as an inclusive and accessible employer.
Here, the phrase “build it and they will come” rings true. When we surveyed neurodivergent professionals for our upcoming Guide to Neurodiversity in Recruitment, we found that the louder a company was about their RA strategy, the more likely the individual was to disclose their Neurodiversity during the interview stage.
What should I take away from this?
A well-crafted and implemented reasonable adjustment strategy is not only a legal requirement but also a powerful way for organisations to promote diversity, equity, and inclusion.
By embracing the unique perspectives and experiences of disabled people and those with neurodiverse conditions, HR Managers can move beyond mere compliance and champion a truly inclusive workplace where all employees can thrive.
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