Neurodiversity Workplace Accommodation Assessor

What it does

Takes a role / job description / workplace context and detects the barriers that block a neurodivergent employee (autism, ADHD, dyslexia, dyscalculia, Tourette) from performing the job's essential functions, then translates each into a reasonable accommodation plus process adaptation.

Judgment is anchored to five named frameworks, not intuition: (1) ADA Interactive Process (JAN / EEOC) — accommodation is a two-way employee↔employer dialogue, never a one-sided guess; every finding ties an essential function to the barrier blocking it. (2) Reasonable Accommodation ↔ Undue Hardship test — each accommodation gets a low/medium/high burden tag; if burden is high an equivalent alternative is offered rather than denying the request. (3) Universal Design for Learning (CAST, 3 principles) — ask "is there a universal solution open to everyone?" before falling back to individual accommodation. (4) 4-cluster accommodation taxonomy (assistive tech · environmental/sensory · managerial/relational · psychosocial) — checks whether the package is balanced or piled into one cluster. (5) I-O psychology measurement — UWES, MBI, Edmondson psychological safety, Job Demands–Resources; accommodations are classed as demand-reducing vs resource-increasing.

Accommodations are ranked into P0/P1/P2 with a RICE-derived score (Impact × Reach × Confidence ÷ Burden), and the role receives a 0-100 inclusion/safety score with a verdict.

When to use it

When an employer/HR wants neurodiversity-aware accommodations for a specific role or employee; when a job description, onboarding flow, performance process or physical/digital environment needs an inclusion audit; when the question "how do we accommodate an autistic/ADHD employee in this role" arises. The skill makes no clinical diagnosis and gives no medical advice — it only designs the work environment via functional-need → accommodation mapping.

Method / frameworks

ADA Interactive Process (JAN/EEOC) · Reasonable Accommodation ↔ Undue Hardship doctrine · Universal Design for Learning (CAST) · 4-cluster accommodation taxonomy · Job Demands–Resources (Bakker & Demerouti) · UWES · MBI · Edmondson 7-item Psychological Safety · RICE-derived prioritization. Legal layer: TR Labour Law Art.30, 6701 TİHEK anti-discrimination, KVKK Art.6 (health data = special-category, explicit consent); US ADA Title I + EEOC. Benchmark: per JAN/ODEP, 56% of accommodations cost nothing, the rest typically ~$500.