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The following article was published in our article directory on November 20, 2012.
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Seeking Accommodations at Work? May Have to Address Attitudinal Barriers First

Article Category: Advice

Author Name: Trish Robichaud

Attitudinal barriers are best addressed with education and relationship building. Of course getting an organization to pay for facilitated education can be like pulling teeth.

Another option is to deliver bite-sized bits of education one-on-one in your workplace so as not to overwhelm and drive people away. I've found that there are 4 primary components we must bring to the table to in order to change perspectives, break down barriers and foster an attitude of accommodation in the workplace.

1 - CLARITY

We must be willing to seek & find our own solutions (perhaps with the support of an Occupational Therapist) and bring clarity to the table. If a situation isn't working for me and all I do is point out that it's not working, I'm not only conveying confusion to my listener (because it works for everyone else) but I'm also not going to be well-received.

On the other hand, if I propose a solution framed in a statement like "this change to my work routine would really help me to increase my productivity" people are going to be more receptive. Focus on what will work as opposed to focusing on what doesn't work now.

2 - CONFIDENCE

Approach the subject with confidence; being firm, standing behind the proposal for accommodation. Position the accommodation strategy as a positive move, pointing out benefits to the company and even any benefits that other employees may experience as well as a result.

If your approach is "pleading" or "apologetic", conveying desperation, indignation or frustration, the listener will shut down and not be open to considering my proposal. Be informed, be unemotional but above all be confident.

3 - CONSIDERATION

While as a person with a disability we know full well that receiving the accommodation we're requesting should be our right, people not experienced with disability may not understand our needs or even the concept that accommodations do not give us an advantage, but rather a level playing field.

Not only do I NEED them to understand my needs, speaking honestly, I really also WANT them to understand my needs. Further, I want them to WANT to understand my needs. Just as give and take in any relationship must be bi-directional for that relationship to be effective and healthy, so is the case with relationships with employers.

Be willing to listen to and consider the challenges that they face when presented with the fiscal or social realities that may result from providing those accommodations that we require. That's not to say let them off the hook mind you, but be willing to exchange considerations and perhaps compromise if possible.

4 - CONFIRMATION

If after diligent efforts at self-advocacy one does get the accommodation that was needed (or some part there of), it's important to provide confirmation to the employer that the action taken was beneficial.

If you can find a way to document the improvement in your effectiveness or productivity that will go a long way in providing confirmation to your employer that providing that accommodation was the right thing to do.

Actions may speak louder than words but words underlining action can cement the employer's perspective that accommodations do indeed work, not only to the benefit of people with disabilities but also to the benefit of the company as well.

The bottom line and the essential element in each of these components is effective COMMUNICATION. It's the magic elixir in all healthy relationships, in love, in life, AND at work.

Keywords: Workplace accommodations, disability in the workplace, disabled employee, seeking accommodations, aoda, what is aoda, disability at work, accessibility for Ontarians with disabilities act, disability accommodations, barriers to employment, attitudinal barriers, Trish Robichaud

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