Mismanaged accommodations can create barriers for employees, leading to disengagement and lost talent. Whether it’s failing to provide appropriate accommodations, neglecting to act promptly, or not following up to ensure effectiveness, these errors can occur on both organizational and individual levels. Some examples include:

• Appropriate accommodations not provided: This can include not providing or denying accommodations as well as providing accommodations that are not appropriate/do not fully meet the individuals needs.
• Lack of prompt action: Not replying and/or neglecting to take prompt action to a request for accommodation.
• Implementation missteps in accommodations include errors such as a lack of promptness in putting accommodations in place, failing to engage with the employee and recognize that accommodation is a shared responsibility, and not following up to ensure the accommodations are working effectively. Additionally, there is often an unwillingness to modify or revisit accommodations when concerns or inefficiencies are identified.

Why are accommodations mismanaged? There are many different reasons and can be unintentional. Some examples of potential reasons include:

• Lack of knowledge: Not fully understanding the duty to accommodate or responsibilities in the process. It is a shared responsibility with both the employer/manager and employee having roles to play.
• Lack of policies: Organization does not have clear policies and processes for accommodations
• Lack of training: Inadequate training and education. Even if policies and processes are in place, if manager’s are not provided adequate training it can lead to errors in how they respond.

The Impacts: What are the consequences? When employees are not provided the accommodations and adjustments, they need their can be negative consequences for not just the individual employee, but the employer as a whole. Some examples include:

• Decreased productivity and performance: Not having what they need to succeed does not allow employees to perform their job to the best of their abilities
• Legal Consequences: If accommodations are denied or not managed in a timely and effective manner it may violate legislation and leave an organization vulnerable to further legal action.
• Increased health and safety risks: Some examples include inaccessible environments or not providing the appropriate equipment leading to physical harm
• Employee dissatisfaction and turn over: Struggling with not having accommodations or a burdensome process can lead to low morale and looking for opportunities elsewhere

What can you do: Effective accommodation management.

• Create clear accommodation policies and processes: Outline a request and implementation process including prompt expected timelines
• Provide ongoing training and support: Ensure that everyone fully understands policies and can confidentially implement policies and processes.
• Understand the law: Ensure everyone is well-versed on their duties and responsibilities
• Be prepared: Regularly monitor and evaluate accommodation processes and make changes and improvements
• Be proactive: Integrate inclusion by design into all elements of your workplace

At INNoVA, our adVISOR service streamlines accommodation processes, ensuring inclusivity and effective solutions. Learn more about adVISOR today!

Emily Jooste
Senior Accessibility Specialist