Johnny C. Taylor Jr. – Special to USA TODAY
“Question: Many HR representatives and managers don’t fully understand the challenges individuals with autism, attention deficit hyperactivity disorder, post-traumatic stress disorder, and other neurodiverse conditions face. The response to their disclosure or request for accommodations is often, “The job still needs to get done, and if you can’t do the job at this level, we will have to go in another direction.” How can we make the case to build an inclusive workplace to best utilize neurodivergent talent? ‒ Dion
Answer: Overlooking qualified neurodivergent employees is a potential violation of the Americans with Disabilities Act, which protects individuals with disabilities, including certain neurodivergent conditions. Per the ADA, employers with 15 or more employees must engage in an interactive process to determine if an employee’s condition qualifies as a disability before taking adverse action. Violating the ADA can result in significant penalties and legal bills for employers.”