Success Enablers: Rethinking Reasonable Accommodations

Language matters. The words we use shape the way we think, the way we act, and the way we value people. For years, the phrase 'reasonable accommodations' has been used in workplaces to describe supports that help someone with a disability or neurodivergence to do their job. While well-intentioned, I've always felt that the term carries an unnecessary weight one that suggests a favour is being granted, or that the request itself is somehow extraordinary.

That's why I created the concept of Success Enablers.

From Permission to Empowerment

Think about it: every one of us relies on certain tools, conditions, and routines to succeed at work. For some, it's a working pen, a laptop, or a notepad. For others, it might be the ability to open a window, have a movement break, or sip a coffee during a meeting. These are never labelled 'reasonable accommodations' they're just seen as standard, everyday resources.

So why is it different when someone asks for noise-cancelling headphones, Grammarly software, a quieter desk, or flexible start times to manage sensory or executive functioning needs? Why is there still stigma, red tape, or a sense of special treatment when these supports are requested?

Success Enablers in Practice

When we reframe these supports as Success Enablers, the focus shifts. We move away from deficit-based thinking ('fixing a problem') to empowerment-based practice ('what will help this person thrive?').

Examples of Success Enablers might include:

• Remote or hybrid work options (where appropriate for the role).

• Lighting adjustments:switching off harsh fluorescents or using natural light.

• Noise-cancelling headphones or quiet zones.

• Assistive technology such as screen readers or dictation tools.

• Small, human supports: a movement break, a headset with personalised music, or flexibility around how tasks are completed.

These aren't unreasonable. They're not indulgences. They're the same as a laptop or pen-tools that enable success.

Dignity and Inclusion

Asking for what you need at work shouldn't feel like summoning the courage to 'confess' a difficulty. It should be as normal as saying, Can I get a notepad? or Can you share that document with me? By changing our language, we also change the culture.

Success Enablers uphold dignity by acknowledging that every employee has unique ways of working. They empower individuals to articulate their needs without fear of judgement. And importantly, they empower employers by providing a framework for inclusion that is proactive, not reactive.

A Shared Responsibility

In my own family, we all work differently: I need silence to focus, my husband prefers a podcast in his headphones, one of my kids thrives with music through earpods, another can't bear anything on their ears and plays music in the background. None of these approaches are right or wrong they are simply different.

Workplaces are no different. Teams are made up of individuals, each with their own working style. Rather than trying to standardise everyone into a single mould, we should be asking:

• What do you need to succeed?

• How can we support you?

• What enablers can we put in place to help you thrive?

Because when we enable people to succeed, we enable organisations to succeed.

Let's Change the Conversation

It's time to move past the restrictive language of reasonable accommodations and embrace a more empowering, neuro-affirmative approach. Success Enablers remind us that inclusion is not about lowering the bar it's about unlocking potential.

When we cherish differences and provide the right enablers, everyone, individuals and organisations alike,has the opportunity not just to survive at work, but to thrive.

Want to know more about how we can help your organisation? Contact us now