Workplace accommodations are individual adjustments made to meet a specific person’s needs. Automatic sliding doors, dimmable lights, and lever handles might seem like trivial features of the workplace, but can significantly improve the work experience for neurodivergent individuals and people with disabilities. Many employers mistakenly believe that workplace accommodations require extensive time and financial investment. In reality, most adjustments are relatively inexpensive, yet lead to enhanced productivity and employee satisfaction. Max Simpson, CEO of Steps, revealed that 71 percent of workplace accommodations cost $500 (16,532.00 Baht) or less, with 20 percent of workplace accommodations costing nothing (Lengnick-Hall 2007). Simple changes, such as adjusting lighting or workspace layouts, can have a profound impact on workplace efficiency, ultimately boosting an organization’s revenue. Simpson and Yim Minchainant, Head of Education at Steps, recently delivered an impactful workshop, ‘Designing Inclusive Workspaces for All” at Sasin on September 26, as part of the Neurodiversity at Work Research Centre (NWRC), a collaborative project between Sasin and Steps. Simpson added that workplace accommodations have traditionally been perceived as measures designed primarily for people with disabilities. However, the need for workplace accommodations extends beyond people with disabilities and neurodivergent individuals to include neurotypical individuals who may struggle to request the tools they need to improve performance. He emphasized that fostering an inclusive environment can destigmatize requests for workplace accommodations and benefits organizations financially. In Thailand’s Amazon Café for Chance, people with hearing loss get hired as employees, and findings show that revenue in their inclusive branches increased by 20-30 percent. In addition, Simpson, who holds a Master’s Degree in Special Education and Inclusion, advocates for a shift in the way employers and educators perceive neurodivergent individuals. By creating a more inclusive environment, employers can tap into the untapped potential of a diverse workforce. A study revealed that 78.59 percent of people with disabilities reported improved physical health and 87.94 percent experienced greater happiness after gaining employment, underscoring the significant benefits of inclusive practices. Beyond the obvious moral and ethical reasons for inclusion, there are clear financial incentives discussed by the Steps team. Studies have found a positive relationship between supportive work environments and psychological safety, which correlates with employee engagement and reduced turnover. Proactively hiring people with disabilities can foster trust and loyalty among employees, contributing to a more engaged and productive workforce. Additionally, workplace accommodations aren’t just individual changes, they can be universal improvements. As Yim points out, accessibility features such as automatic doors or lever handles benefit everyone. Simple adjustments like these enhance the overall work environment, providing convenience and ease for all employees, regardless of their abilities. Effective accommodations can range from minor modifications to more comprehensive changes in work structure. For example, restructuring tasks to align with an employee’s skills or allowing flexible work schedules are highly beneficial adjustments. Offering more frequent breaks, shorter working hours, or task rotation helps cater to individual needs while maintaining productivity. Modifying workstations is another practical approach. Creating a clear layout, incorporating soothing furniture, or using dimmable lights can enhance focus and comfort. Providing employees with options, such as adjustable desks or different seating areas, empowers them to choose their preferred work environment based on their energy levels. Moreover, communication plays a crucial role in fostering an inclusive workplace. Ensuring that instructions are clear, using visual aids, and offering adaptive technology are simple yet powerful strategies for accommodating diverse needs. Tools such as Speechify, which converts text to audio for individuals with low vision, are examples of how technology can bridge gaps in accessibility. Supaanong Panyasirimongkol, Networking & Collaboration Officer of the Asia-Pacific Development Center on Disability, highlights that accommodating people with disabilities and neurodivergent individuals goes beyond the physical workspace. It involves creating an inclusive communication system, establishing flexible policies such as modified dress codes or remote work options, and offering training for colleagues to foster understanding and collaboration. Supaanong emphasizes that people with disabilities and neurodivergent individuals need practical support from both government sectors and business leaders who believe in their potential. “Living with neurodivergence does not limit my ability for success, growth, and contribution to society,” she said. She added that when employers recognize this and hire based on skills and abilities, they not only bring equality into the workplace but also foster diversity, equity, and inclusion. The shift towards inclusive workplaces is not just about accommodating individuals with disabilities; it’s about creating environments that are adaptable and welcoming for all employees. Inclusive workplaces bring about increased psychological safety, employee engagement, and financial benefits. Employers who embrace these principles are not only supporting the well-being of their employees but also driving their businesses toward greater success. Sasin’s own building is currently undergoing its own accessibility review, part of the ongoing commitment to building a more inclusive environment for everyone. Steps will coordinate the assessment and recommendations, supported by the Facilities team and other stakeholders, including Sasin’s Inclusion Ambassador, Dr. Drew B. Mallory, Director of Research at NWRC. Five ways to create an “Inclusive Office” designed for everyone (without construction costs) by NWRC

1. Zone Spaces by Activity Zoning spaces in your office by activity help to make the responsibilities within that area clearer for everyone. A set of cabinets or bookshelves can be used to divide the zones.
2. Provide Individual Lighting Options People perform better with different types of lighting. Options include smart lighting, such as dimmable bulbs or a range of lamps that offer up-lighting and downlighting, or allowing employees to pick lamps at the right height to control their environment as needed without impacting others.
3. Provide a Wide Variety of Seating Options The chair is another furniture item with different preferences. Some people prefer chairs with wheels, some prefer static chairs, or with armrests, high backs or low backs. Users should have the opportunity to choose their own chair, which can be in different colors or made using the same materials.
4. Offer Desk Options Choose desks that can be adjusted by height to support each person’s use and body type. In addition, some employees may prefer to stand at work to alternate their posture, while some tasks require a standing position to move around more easily.
5. Keep Spaces Organized Planning out your space in advance or adapting as the needs of the environment change is another important way to support workflows. Employees are able to work more independently and efficiently when the work process is clear.