30 Systems Snapshot: Accessing Accommodations in the Workplace

To help capture the systems and processes a person with a disability may experience in finding and maintaining employment, the image below (also described in text) outlines a journey map of accommodations in the workplace. Rather than focus on a specific experience, as with the student journey map we will explore in Domain 7’s Systems Snapshot: Accessing Academic Accommodations, this employee map focuses more on processes as these can still be faced across disabilities. It should also be noted that while a person is navigating this path, they may be expected to carry on without accommodations or take a leave of absence while the employer figures out an accommodation.

SYSTEMS SNAPSHOT – Accessing Accommodations in the Workplace (Employee Journey Map)

Navigating the Job Market: Starting in the top left, the candidate seeking employement needs to be able to navigate the kinds of systems people use to find employment not (ie. digital literacy and access to technology.)

Applying and Interviewing: At this stage, the candidate determines if the job requirements can match their skills/ability and capacity. As mentioned in the previous chapter, certain requirements may be vague, inaccurate, or directly ableist, which may lead applicants to self-exclude from opportunities which might otherwise be a match. After the candidate applies, the employer than may process the same assessment if the disability is visible from the interview process.

Entering Into Position: If the candidate is successful, they become and employee of the organization and at  this point the employer will determine how the job requirements can match the skills and ability of the employee.

Seeking Accommodation: If the employee decides to formally seek accommodations, then at this stage there needs to be understanding both from the employee about their rights and the employer regarding their responsibilities. Successfully seeking an accommodation unfortunately often relies on the employee’s ability to advocate for themselves.

Is Documentation Required?: At this point, the paths split off into the following two paths:

Path 1 – Documentation is Not Required: From here the employee may successfully receive their accommodation, but if the employer denies the request, then the employee may choose to appeal the decision, exit from the workplace and start the cycle again, or continue their employment without an accommodation. It is important to note that even if the accommodation is approved, there may be a renewal process (for example every year) that requires the employee to confirm that if they are still disabled.

Path 2 – Documentation is Required: Is the employer requires proof of the disability, then the employee may need to do any of the following: see their doctor, be referred to a specialist(s), obtain and possibility pay for written documentation. These steps may require multiple cycles especially if the diagnosis is difficult to categorize. The employee may successfully obtain written documentation and the accommodation may be approved in full (or partially as some employers create their own solutions even if it is insufficient). Employees who obtain medical documentation may still be subject to a renewal process that requires the employee to confirm that if they are still disabled.

At any point along this journey, the employee may choose to leave the organization or lose their job, and begin the cycle again.