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In 1990 the Americans with Disabilities Act (ADA) was passed. The ADA requires employers to provide reasonable accommodation in the workplace to qualified employees and applicants with disabilities, unless such accommodations would pose an undue hardship (e.g. too costly, too extensive, too substantial, too disruptive). Generally, the applicant or employee with a disability is responsible for letting the employer know that an accommodation is needed to participate in the application process, to perform essential job functions, or to receive equal benefits and privileges of employment. Employers are not required to provide accommodations if they are not aware of the need. Refer to Treatment Tool 11?? for information on how to request accommodations in the workplace.
Accommodation Ideas for People with ADHD
Before deciding on specific accommodations for people with ADHD, it is important for both employer and employee to have a clear understanding as to what the individual's job duties are, which ones are problematic, and exactly what the person has trouble doing to fulfill his/her duties. This is called pinpointing the problem areas. Some examples may be:
• spelling problems
• reading problems
• short-term memory deficits (are they due to lack of attention, difficulty with focus, distractibility, confusion, etc.)
• organizational difficulties
• distractions in the environment
Once the problem has been pinpointed then specific accommodations can be considered. For example:
Deficits in Reading:
• recording for the Blind-books on tape
• tape recorded directives, messages, materials
• reading machines
• screen reading software for computer use
• color-coded manuals, outlines, maps
Deficits in Writing:
• personal computers/laptops
• voice recognition software
• spell checking software
• grammar checking software
• carbonless notetaking systems
Deficits in Mathematics:
• appropriate calculators
• large display screens for calculators, adding machines, etc.
• color coded templates for maintaining ledger columns
Deficits in Organization, Memory, and Time Management
• day planning products to manage time and scheduling
• electronic organizers
• software organizers
• LCD watches, timers, counters, alarms
• use of e-mail
• have frequent face-to-face communication with supervisor
• provide training in time management and organization
• give checklists to structure tasks
• provide coaching to help person structure job activities
• provide clerical support to handle paperwork
• simplify forms and paperwork responsibilities
• follow up verbal instructions in writing
• provide tape recorders so employee can tape instructions and reminders
Managing the Environment
• room enclosures or cubicles to reduce auditory and visual distractions
• privte office space
• use of white noise by using a sound machine
• incorporate colored files in your filing system
Distractibility
• flashing lights on phone (instead of bells that can distract)
• change location (move desk, office) to less distracting location
• permit use of private rooms for meetings
• work at home for some defined time if more work can get done
• permit flextime, making it possible to work during the less distracting
off-peak hours
• use of headphones to mask distracting sounds
• route phone calls to voice mail to lessen interruptions
Hyperactivity (Restlessness)
• permit shift to job that allows more physical activity
• shift work hours to allow extended exercise at mid-day
• permit longer or more frequent breaks
• allow employee to move around or stand while working
• permit work in different locations to break up the day
Resources:
Job Accommodations Network: http://janweb.icdi.wvu.edu/ for further information.
Nadeau, Kathleen (1997). ADD in the Workplace: Choices, Changes, and Challenges. Brunner-Routledge. New York. |
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