Small changes, big difference : Why Neuroinclusive accommodations don’t have to be expensive

Everybody appreciates a little peace and quiet at work, a calm environment where you can focus and be your most productive self. Yet, such environments are often treated as accommodations. In reality, this kind of support benefits both neurodivergent and neurotypical employees alike.

It may seem unusual to think of an accommodation as something so simple. In many organizations, accommodations are still assumed to be costly, complex, or ‘special’ measures reserved for a few. Our experience working with large, global teams tells a different story. These are often thoughtful decisions about how work is designed-decisions that improve clarity, focus, and performance for everyone.

Increasingly, organizations are recognizing this shift. Rather than treating accommodations as case-by-case favors, accessibility is being embedded into everyday work design-across tools, workspaces, and employee processes-so that more people can do their best work by default.

As we recently marked World Autism Awareness Day, it’s also a timely reminder that autism is part of neurodiversity-and that many autistic employees benefit from the same practical, everyday adjustments. Clearer communication, predictable processes, and options to reduce sensory overload can make a meaningful difference. When organisations make these supports easy to access without requiring individuals to repeatedly justify their needs, they enable autistic colleagues thrive, and create calmer, more focused ways of working for everyone.

“Designing work that accommodates different ways of thinking is how high-performing teams operate.”

Sreya Ghosh Oberoi, Inclusion Head – India, Capgemini

Moving beyond ‘Special Treatment’

Too often, accommodations are seen as preferential treatment rather than as signals that systems were not designed for inclusion. When an employee requests assistive technology or clearer instructions, it can be framed as an extra adjustment. In reality, these requests highlight opportunities to improve how work is structured for everyone.

This is where the distinction between equality and equity becomes important. Equality assumes that giving everyone the same resources leads to fairness. Equity recognizes that people start from different places and may need different forms of support to perform at their best. When organizations design systems with equity in mind, many so-called accommodations become standard practice. Instead of being reactive exceptions, thoughtful system design allows employees to contribute fully and sustainably, without relying on repeated one-off adjustments.

When good accommodation becomes good design, inclusion stops being something that needs to be managed and starts becoming part of how work naturally gets done.

When good accommodations become good design.

No-cost accommodation for your workplace

Quiet working environments are one example, but there are many other low-cost or even no-cost-accommodations that support employees. Most workplace accommodations cost little to nothing to implement, and organizations often see returns through improved productivity and retention.

• Multi-format instructions: Sharing information verbally, visually, and in writing reduces ambiguity and supports different ways of processing information.
• Recorded meetings and shared materials: Recording key discussions and sharing materials allows employees to review information at their own pace and revisit details when needed.
• Right-sized meetings: Keeping meetings shorter and focused helps prevent cognitive overload and supports sustained attention and engagement.
• Flexible presence norms: Allowing caregivers flexibility during calls helps employees participate consistently without having to choose between personal and professional responsibilities.

Designing for variability: A smarter way to work

When teams implement simple accommodations like these, they are not just supporting individuals they are designing for variability. People differ in how they process information, manage focus, and balance responsibilities throughout the workday. When systems acknowledge these differences rather than expecting everyone to work in the same way, collaboration becomes effective, communication enhances clarity, and information is easier to access. More team members can participate meaningfully. Inclusive design strengthens how teams function overall.

Enabling people to do their best work

When organizations focus only on policy, accommodations can feel like obligations. Designing workplaces with inclusion in mind is beyond meeting compliance requirements. Many effective accommodations are simple, low-cost adjustments that improve how work is structured for everyone.

Recognizing the difference between equality and equity helps organizations move beyond treating accommodations as exceptions and instead view them as effective system design. Inclusion is not only about fairness, it is also about effectiveness.

“Inclusion works best when it’s built into systems. Good accommodations aren’t exceptions that are negotiated case by case.”

Geethanjali Ganapathy, Co-founder & Director, Orchvate

Note:
This article draws on Orchvate’s experience as a largely neurodivergent, fully remote team and on research showing that most workplace accommodations are low-cost and high-impact. It also incorporates Capgemini’s work in advancing neurodiversity inclusion through awareness initiatives and coaching programmes.

Additional sources 

• NASSCOM: Neurodiversity & Future of Work: https://nasscom.in/knowledge-center/publications/neurodiversity-and-future-work-india

• O.P. Jindal Global University / Elsevier (pee-reviewed paper): https://pure.jgu.edu.in/id/eprint/9736/1/1-s2.0-S0001691825004469-main.pdf

• Costs and Benefits of Accommodations (Low Cost, High Impact report): https://askjan.org/topics/costs.cfm
• Capgemini: Progressing toward a more accessible workplace: https://www.capgemini.com/in-en/insights/expert-perspectives/progressing-toward-a-more-accessible-workplace-shaping-inclusive-futures-for-all/