A roadmap to inclusive leadership: reasonable accommodations (key no7)

Over the past few weeks, we’ve explored various facets of what it takes to be an inclusive leader, and the time has come today to get to the 7th key on our roadmap: reasonable accommodations. While each of the previous keys lays an important foundation in the overarching picture of a truly inclusive workplace, this one often serves as the litmus test for inclusivity within organizations. If you’re new to the concept, don’t fret! Reasonable accommodations are simply adjustments or modifications offered to employees – oftentimes those with disabilities, but accommodations can just as easily be provided in other contexts as well – enabling them to perform their roles effectively.

But what do reasonable accommodations look like in real life? To offer you a complete, tangible understanding of reasonable accommodations, we’re going to again look through the lenses of three personas: John, an inclusive people manager whom we’ve met in previous posts. Alongside John, two of his employees, Sanjay, who is diagnosed with ADHD, and Lizzy, who has vestibular disorders, both of whom we’ve also met before. Their stories will not only elucidate the key concepts we’ll be discussing today but will also show how reasonable accommodations directly impact people, culture, and performance.

As I hope you’ll see today, reasonable accommodations are not only about meeting legal mandates. They’re about creating workplaces where everyone has the chance and the means to succeed. John, Sanjay, and Lizzy are here to show us how it’s done.

Setting the stage with John’s leadership philosophy

As we’ve discovered in earlier posts, John is an experienced people manager who has made it his mission to lead inclusively and recognizes the need to go beyond what’s mandated by law to create a truly welcoming and accessible workplace. A firm believer that reasonable accommodations are an essential aspect of an environment where each team member can contribute to their full potential, he understands that the nuances of disability inclusion are often complex… but also knows that the payoff in terms of employee well-being and productivity is well worth the effort.

For John, leadership isn’t as much about driving results as it is about empowering those around him. Because he values open communication, he makes it a point to be available for one-on-one discussions with his team members. Encouraging them to voice any difficulties they’re facing, regardless of whether they relate to performing specific tasks or to the work environment itself, helps him understand how he can best support them. Once he knows about the challenges, he can support the individual and, if necessary, loop in Human Resources to find practical solutions that make the job easier without reducing expectations.

It’s all about setting the tone… John typically achieves this by demonstrating that accommodations are just a normal part of the work process. Doing so not only removes the stigma that can sometimes surround disability in the workplace… but also builds a culture where people are comfortable seeking the support they need. A critical component to build the trust required for people to genuinely open up about their challenges and needs!

In a lot of ways, John’s philosophy has contributed to shaping a culture of respect and collaboration. As we keep digging, you’ll see how his leadership philosophy tangibly affects the lives of folks like Sanjay and Lizzy. Who knows, you might even get a tip or two as to how it could shape your own approach to inclusive leadership as well!

But first, what are reasonable accommodations?

Before we delve into specific examples, let’s clarify what we mean by “reasonable accommodations.” What we refer to here are adjustments or modifications that are provided to employees with disabilities to help them perform their jobs effectively. That’s it. Accommodations can and do vary widely, from physical changes to the workspace, to flexible scheduling or specialized tools and training.

It’s also worth mentioning that accommodations won’t break the bank either! According to a 2023 AskJAN (Job Accommodation Network) report, roughly half of accommodations in the workplace have no costs associated with them, while those who require a one-time expenditure average around $300. With that in mind, let’s hear how this plays out in real life through the experiences of Sanjay and Lizzy.

Sanjay was diagnosed with severe ADHD as a child and easily finds himself distracted and unfocused. His condition makes traditional 9-to-5 schedules a real hurdle. With John’s support, he’s been able to shift his work hours to match his peak focus times. This seemingly small accommodation has had a significant impact on his performance. It boosted the quality of his deliverables. It even increased his reliability to the rest of his team. With an adapted work schedule, Sanjay finds it easier to concentrate. It not only made him a better colleague, but also made him a less stressed and more productive one as well!

Lizzy deals with her own set of challenges. Having suffered a concussion a few years ago that permanently damaged her nervous system, she now lives with vestibular disorders, which affect her balance and spatial orientation. For her, an open-plan office with constant movement is disorienting… and can even be nauseating at times. Knowing this, John worked with Lizzy to identify a workspace arrangement that minimized disturbances and allowed her to focus better. Some desk modifications were made to make her workspace more comfortable and functional. The results, here again, have been phenomenal, with Lizzy now finding more joy and fulfilment at work.

For John, these weren’t special treatments to people he favoured, but necessary steps to ensure that Sanjay, Lizzy, and others like them could perform at their best! These situations also made for great learning experiences! After all, better understanding the unique needs of his team made him an even more effective and empathetic leader…

This solution-focused, hands-on approach shows that reasonable accommodations are much more than just theory – they’re practical adjustments that make all the difference in the world to the employees who need them! The benefits don’t stop at the individual level either, as the case can easily be made that accommodating and inclusive work environments set the stage for more productive and harmonious teams overall…

But more on that later.

Using accessibility laws as cornerstones

While it’s clear that reasonable accommodations are the right thing to do ethically, it’s also essential to acknowledge their legal obligations. In the United States, the Americans with Disabilities Act (ADA) sets the standards for workplace accommodations. In Canada, laws such as the Accessible Canada Act (ACA) and the Accessibility for Ontarians with Disabilities Act (AODA) serve similar purposes at the provincial and federal levels. These laws, and many more like them all over the world, mandate organizations to provide reasonable accommodations for their disabled workforce.

John, being an inclusive leader, is well-versed in these regulations. Compliance is important, yes. But what he really aims for is a deeper understanding throughout his entire team. He often holds brief sessions to educate his team about these laws in order to fight off discrimination and stigma. That way, everyone is a lot more clear on their rights, but also their responsibilities!

Sanjay appreciates these legal protections, but what he values even more is the proactive approach John takes. It’s not just about following the rules – for him, the laws might be setting the floor, but John’s leadership is what is actually raising the ceiling. Sanjay recognizes how John’s leadership is instrumental in building a culture that aims for true inclusivity as opposed to a box-ticking exercise! For Lizzy, knowing that these laws are out there gives her peace of mind. Knowing that her needs are backed by legal frameworks designed to ensure fairness and equity is reassuring.

But while understanding the legal aspects is crucial, it’s only a part of the bigger picture. By keeping informed, John proactively shows how leaders can make these laws come alive on a daily basis. His approach and vision empower his workplace to go from compliance to commitment… This ensures that everyone gets to bring their best selves to work.

Beyond compliance lies a culture of inclusion

Yes, meeting legal standards is a baseline, but like most things, accessibility and true inclusivity requires going beyond the minimum. As we’ve seen, for John, the idea of reasonable accommodations is not just about following the rules. It’s a manifestation of his commitment to creating a genuine culture of inclusion that not only recognizes the diverse needs of each team member, but also actively removes barriers that get in the way of their success!

Being the proactive leader that he is, John’s entire purpose is to do everything in his power to exceed expectations whenever possible. As such, he doesn’t just wait for an employee to reach a point of struggle before exploring accommodations for them. He makes it a regular part of check-in conversations, offering a safe space for team members to discuss their needs openly. Doing so prevents small issues from turning into big barriers. It also builds trust – a lot of trust!

Sanjay notes that because John is proactive about accommodations, disabled employees don’t feel singled out or othered when they need support. In their place of work, such requests are seen as a normal part of work-life because they contribute to reducing stigma and encourage more open conversations about individual needs. Lizzy has similar observations when it comes to how their organization’s culture impacts more than just those who need these accommodations. In her view, it sets a tone that says, “We care about each individual here.” It makes everyone, including those without current accessibility needs, feel valued, respected, and included.

It might already feel obvious to you, but I’ll mention it nonetheless… Going beyond compliance to build a culture of inclusion makes perfect business sense! In our next section, we’ll look at some of the tangible business benefits of this approach, including overall employee satisfaction and its impact on productivity.

The business upsides of productivity and ROI

Understandably, many leaders question the return on investment (ROI) of reasonable accommodations and the relevancy of such practices. But little do they know, the business impacts of reasonable accommodations are definitely not negligible! Let’s debunk this myth by looking at how a culture of inclusion directly contributes to productivity and, ultimately, a better bottom line for our protagonists and many others like them.

First of all, the quantifiable benefits of focusing on reasonable accommodations were quickly revealed to John and his leadership team. Within weeks of implementing even the most basic accommodations for those who required them, it was clear that both team performance and employee retention had increased! After all, the proof is in the pudding… when people are comfortable and feel supported in their work environment, they’re more engaged, which naturally boosts engagement and productivity… this is certainly one of the many benefits of inclusive leadership!

For Sanjay, the possibility of flexible hours meant not just better mental well-being but also higher-quality work. A flexible schedule meant he was able to better focus! This reduced the risk of errors. It enhanced the quality of his output. It made him a more reliable team member. The company benefited directly from his improved performance – a clear ROI on the “investment” of a more flexible schedule.

Lizzy felt similarly. Her accommodations positively impacted her work, but it reached beyond her own performance. Seeing the company take steps to meet her needs increased her job satisfaction. Understandably so, it also had an impact on her overall loyalty towards the organization. Her positively boosted morale contributed to a happier, more cohesive atmosphere for the team, too! As you can easily imagine, this also led to better overall productivity.

As you’re reading this post, I hope that you can see how reasonable accommodations can either be seen as a drain on resources or an investment in human capital. It only depends on your perspective and how you choose to approach them! When barriers to individual success are removed, inclusive leaders like John get to build stronger, more resilient teams. The productivity gains, the increased retention, and the positive team dynamics directly contribute to a better ROI. All of this makes the business case for reasonable accommodations crystal clear.

Creating an atmosphere of mutual respect

As we’ve seen through the experiences of John, Sanjay, and Lizzy, reasonable accommodations really are a cornerstone of an inclusive work environment. However, as we are demonstrating through our 15 key roadmap to inclusive leadership, these adjustments are just one piece of the larger puzzle. After all, for accommodations to be effective, they certainly have to exist within a culture that values mutual respect and equality.

Inclusive leaders like John believe that an atmosphere of mutual respect starts at the very top. By leading through example, John makes a few things very clear throughout the entire workforce: one, every voice is valued and two, every need is important. This empowers everyone to feel like they can speak openly about their needs without fear of judgment or stigma. That, in and of itself, is already huge!

For one, Sanjay loves that John’s approach to leadership allows for these open, honest conversations. In such an atmosphere, asking for accommodations no longer feels like begging for special favours. Instead, it becomes a simple, regular part of one-on-one workplace discussions. Through respectful and solutions-focused dialogues, both of them feel it’s that much easier to proactively address Sanjay’s needs.

Likewise, Lizzy feels that the culture John has built levels the playing field for everyone, regardless of their individual needs. That, too, is huge! When respect is genuinely lived as a core value, reasonable accommodations become this natural extension of that respect rather than a begrudging obligation. It rewrites the entire narrative. It radically changes the game.

Arguably, creating an atmosphere of mutual respect doesn’t happen overnight. However, succeeding in doing so is an essential component for making reasonable accommodations truly effective. Not only does it encourage honest dialogues, but it also reduces stigma… all the while fostering a more inclusive environment where everyone can feel involved.

This is why, beyond legal requirements and ethical duties, reasonable accommodations are a powerful tool for creating a more inclusive, productive, and respectful workplace! Implementing them effectively requires an understanding of their broader context. It calls for a commitment to go beyond compliance. And most importantly, it suggests a culture of mutual respect. All the components that John embodies through his leadership. Could your leadership style embrace them, too?

Practical implementation steps

Assuming that you’re sold on the idea of reasonable accommodations and the benefits that this practice can bring to your workforce and your workplace, the next logical question is: how do you make it happen? Where do you start? Like most things when it comes to inclusion, implementing reasonable accommodations effectively isn’t a linear or one-size-fits-all process. Still, there are some universal key steps that can guide your journey.

As we saw earlier, John is sold on the value of open dialogue. Therefore, he schedules regular individual check-ins with his team to discuss any needs or issues they might have. The typical one-on-one meetings you have with your team members might be perfect for such conversations. The goal is always to be proactive rather than reactive, to be ahead of the curve. Based on the feedback John receives from his people, he then works closely with the Human Resources (HR) department and other relevant ones to make the necessary changes.

Sanjay feels that involving employees in the decision-making process is crucial. When people are part of the solution, they feel valued and respected and, therefore, more likely to be engaged and invested in the outcomes. He recommends using surveys or focus groups as tools to gather broad insights. This is indeed a good way to gather some of this information from key individuals across the organization.

Lizzy, for her part, emphasizes the importance of training, and I couldn’t agree more! From onboarding to refresher courses, education can be of great help when it comes to normalizing the concept of reasonable accommodations. Training should be designed to cover not just the “what” but also the “why”… therefore ensuring that everyone understands the broader goals of inclusivity.

To sum up their perspectives, here are four actionable steps you could consider to begin implementing positive changes with regard to the 7th key of inclusive leadership:

1. Open the dialogue: Have regular check-ins so you can uncover needs you weren’t aware of.
2. Collaborate: Work closely with Human Resources and other departments to implement changes.
3. Involve key stakeholders: Use surveys or focus groups to learn from your employees and gather broader input.
4. Train and educate: Make sure everyone understands not just what to do but how to do it and why it matters.

Implementing reasonable accommodations is a team effort that requires commitment from the top down. When done right, it leads to a win-win for everyone involved. A more inclusive culture. Improved productivity. And ultimately, a stronger organization.

Another milestone on the roadmap to true inclusivity

In exploring reasonable accommodations through John, Sanjay, and Lizzy’s experiences, we moved from legal compliance considerations to a culture of inclusion and mutual respect. We’ve seen that effective leadership doesn’t stop at meeting legal requirements, but goes beyond to create a workplace where everyone is provided with the opportunities and means to excel.

Accommodations aren’t just a win for employees who need them – I’ve made the point that it’s also a win for everyone else as well, leading to higher productivity, greater job satisfaction, and a stronger sense of community within the workplace. Simply put, like every other key on our inclusive leadership roadmap, reasonable accommodations are more than just the right thing to do or a legal mandate; they’re smart business decisions that lead to a better, more positive and empathetic place to work!

But remember, the journey towards an inclusive workplace is ongoing. It’s never a “one and done”; it requires continuous efforts, open dialogues, and a commitment to adapt and grow. By taking practical steps towards implementation and fostering a culture of mutual respect, leaders like yourselves can turn the concept of reasonable accommodations from a requirement to a lived experience that benefits everyone.

So, what’s stopping you? Start the conversation today. Engage with your team. Let’s build workplaces that are truly inclusive and empowering for everyone. Your organization will be better for it.