For Autistic workers, success often depends on clear communication, predictable expectations, and an environment that aligns with our strengths. But what happens when these supports slip away?
Accommodation drift—the neglect or sudden removal of workplace supports—can leave even the most capable workers struggling to meet expectations. For Autistic employees, this isn’t just about job performance; it’s about health, quality of life, and the ability to stay employed.
Accommodation drift isn’t always subtle. Sometimes it happens gradually, as supports are deprioritized over time. Other times, it’s abrupt and dramatic—pulling the rug out from under a worker who was thriving just days earlier. Either way, the result is the same: the worker is set up to fail, and the workplace loses out on their contributions.
I’ll share some thoughts from my experience, but countless other Autistic workers have had similar experiences: Workers whose success depends not just on their abilities, but on consistent, thoughtful support.
My Sudden Accommodation Drift
Some time ago, I had a job I loved and excelled at. I was thriving, meeting expectations, and confident in my ability to handle a major assignment I’d been preparing myself for over five months to accomplish. Then, just two weeks before the assignment would go into action, everything changed.
New interpersonal dynamics, unexpected disruptions to routines, and shifts in my work environment created barriers I hadn’t planned for. Routines I relied on were upended, and basic aspects of my workspace became inaccessible.
Despite my concerns, the changes were brushed off as “not a big deal,” and “simple to address.” I was afraid to say no, fearing it might cost me my job. It cost me my job anyway. The abrupt changes undermined the foundation I’d built to succeed, leaving me unable to complete the assignment. And when I failed, all the blame fell on me.
Why Accommodation Drift Happens
Accommodation drift—whether gradual or sudden—often stems from structural issues in workplaces, including:
Workplace Focus on Productivity: Accommodations are often seen as secondary to work goals. When priorities shift, support for workers can be sidelined, intentionally or not.
Unrealistic Expectations: Consistent success can lead managers to assume a worker no longer needs accommodations—or can handle anything thrown at them.
Dismissed Concerns: When workers voice concerns, they can be seen as overreacting or resistant to change, rather than identifying legitimate barriers to success.
Fear of Advocacy: Self-advocacy can feel risky, especially in workplaces where raising concerns might lead to retaliation or being labeled “difficult.”
The Role of External Support
One solution to accommodation drift that I wish I could access is having external support systems—advocates or mediators who work outside the workplace to ensure accommodations are maintained.
I’ve been trained to do this work for others—as an Employment First employment specialist—but for decades I’ve met barriers when I’ve tried to secure this much-needed service for myself.
Here’s why work support can be invaluable:
Focused on the Worker’s Needs
While managers and colleagues may care, their primary focus is on work goals, not accommodations. An external advocate’s sole focus is on the worker, ensuring their needs don’t fall by the wayside.
Neutral and Unbiased
External advocates aren’t bound by workplace politics. They can:
• Raise concerns without fear of retaliation.
• Mediate between the worker and employer.
• Help clarify and implement accommodations that work for everyone.
Supporting Self-Advocacy
Self-advocacy can be emotionally exhausting, especially when concerns are dismissed. Imagine a worker who uses a wheelchair being handed a hammer and a pile of lumber every time they point out there isn’t a ramp to an area they need to access in order to do their job.
Self-advocacy is draining for everyone (including wheelchair users who aren’t asked to build their own ramps, of course.)
An outside advocate can:
• Translate the worker’s needs into actionable recommendations.
• Provide reassurance and guidance during difficult conversations.
• Reduce the emotional toll of navigating workplace dynamics.
In my situation, an advocate could have made all the difference. They could have intervened when the parameters of the assignment suddenly changed, ensuring my concerns were heard and accommodations were adjusted before it became a crisis. They could have talked me out of the internalized ableism of second-guessing myself and my genuine workplace needs. They could have counseled me to say no, even at the last minute, to an assignment that suddenly became a barrier.
A Path Forward: What Workplaces Can Do
Preventing accommodation drift benefits everyone—not just Autistic workers. Here’s how workplaces can create environments where support is sustained:
Treat Accommodations as Evolving
Accommodations aren’t a one-time fix. They need to adapt as roles and circumstances change. Regular check-ins can ensure support remains effective and relevant.
Listen to Concerns
When workers raise concerns, treat them as signals—not complaints. Dismissing them risks undermining the worker’s ability to succeed.
Create a Culture of Advocacy
Workers need to feel safe advocating for their needs without fear of retaliation. Encouraging open communication and external advocates when needed can help.
Pro tip: If you’re a manager, you probably think external advocates aren’t needed because you’re good at what you do. It doesn’t matter how good you are—your Autistic workers need advocates who don’t work for your company. They probably haven’t asked for this because they think it’s not an option or fear losing their job if they ask.
Respect the Need for Preparation
For Autistic workers, preparation is everything. Sudden changes to expectations or environments can disrupt carefully built scaffolding. Workplaces must recognize the importance of predictability and avoid last-minute changes whenever possible.
A Call for Change
Accommodation drift isn’t just an Autistic issue—it’s a workplace issue. When support systems fail, businesses miss out on the contributions of talented workers, and employees face unnecessary stress, health impacts, and job loss. But when accommodations are upheld, workplaces thrive—becoming more inclusive, productive, and successful for everyone.
For Autistic workers like me, the solution isn’t just about making accommodations—it’s about maintaining them. It’s about creating structures that adapt to change, support advocacy, and respect the needs of all employees.
Further Reading
For those interested in exploring affirming resources related to workplace accommodations:
• Job Accommodation Network (JAN)
Expert guidance on workplace accommodations and disability employment, offering resources for both employers and employees.
• Embrace Autism: Workplace Accommodations for Autism & AuDHD
A practical guide to accommodations for Autistic and ADHD workers, including advice on navigating workplace dynamics.
• Real Work For Real Pay: A Self-Advocate’s Guide to Employment Policy (ASAN)
An overview of employment policies and the role of accommodations in work.
Let’s stop accommodation drift in its tracks—and build workplaces that work for everyone.
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