Support and accommodations are accessible without requiring neurodivergent disclosure
NDI-rfdub6-v1 NDR-1.0.0, NDR-1.1.0 Definition
The organisation provides access to coaching, mentoring, work-style support, and accommodations that employees can access without disclosing a neurodivergent identity, diagnosis, or disability. Both formal accommodation pathways and informal support routes should be accessible. Support should not depend entirely on personal relationships or manager goodwill — where an employee's access to adjustments is contingent on having a supportive manager, the system is not functioning as a structural provision. Manager referral should not be the sole gateway to support. Processes that require manager approval before an employee can access coaching or adjustments create a dependency on the manager relationship that many employees cannot rely on.
Domains
- Support Infrastructure
NDT-dxjmnq
Evidence Criteria
This indicator can be assessed at up to three evidence layers. Not all layers apply to every indicator.
Inferred Observable from public sources
Look for publicly described coaching, mentoring, or professional development programs that do not reference accommodation or disability processes as an entry point. Employee reviews mentioning access to coaching or work-style support as a general benefit are positive signals. Programs gated by manager referral or HR involvement only may indicate access barriers.
Declared Publicly stated by the organization
The organization publicly describes coaching or support programs as available to all employees, without requiring disclosure of neurodivergent identity or medical condition as a prerequisite. This may appear in benefits descriptions, employee handbook sections, or DEI program summaries.
Validated Independently verified
The organization submits documentation to an accredited verifier confirming that its coaching or professional development programs: (1) do not require medical disclosure as a precondition, (2) are available to all employees, and (3) include at least one program or resource that addresses executive function, communication, or work organization skills.
Citations
Supporting
- Doyle, N., & McDowall, A. (2019). Context is everything — a review of neurodiversity in practice. In A. Donnelly & M. Sheridan (Eds.), Neurodiversity at Work. Routledge.
- Austin, R. D., & Pisano, G. P. (2017). Neurodiversity as a competitive advantage. Harvard Business Review, 95(3), 96–103.
Cite this indicator
When referencing this indicator in research or reporting:
"Support and accommodations are accessible without requiring neurodivergent disclosure" (NDI-rfdub6-v1). Neurodivergent Enablement Indicators. atypical.business. https://atypical.business/nei/indicators/NDI-rfdub6/