About EARN
The Employer Assistance and Resource Network on Disability Inclusion (EARN) offers information and resources to help employers recruit, hire, retain and advance people with disabilities; build inclusive workplace cultures; and meet diversity, equity, inclusion and accessibility (DEIA) goals.

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EARN Partners
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FAQs
Who We Are
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User Agreement
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Accessibility Statement
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Privacy
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Getting Started
Start here to learn how to recruit, hire, retain and advance people with disabilities; why workplace inclusion of people with disabilities matters; and how EARN’s resources can help.

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Recruit
Build a pipeline of talent that includes people with disabilities.
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Hire
Identify people who have the skills and attributes for the job.
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Retain
Keep talented employees with disabilities, including those who acquire them on the job.
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Advance
Ensure that employees with disabilities have equal opportunities for advancement.
Phases of Employment
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Federal Government Employment
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Resource Library
A listing of EARN resources by topic.
Not an Employer?
Additional Resources
Dinah Cohen Learning Center
EARN’s Learning Center offers a wide range of training resources, including self-paced online courses.

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Additional EARN Resources
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Other ODEP Funded Centers
Other Tools
News & Events
EARN makes it easy to stay up-to-date on disability employment news and information. Start by subscribing to our monthly newsletter and eblasts, which will connect you to upcoming events, developing news and promising practices in the world of disability diversity and inclusion. And don’t forget to follow EARN on Facebook, Twitter and LinkedIn.

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What's New on AskEARN
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Newsletters
EARN News
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Organization-Wide Accessibility: Everyone Plays a Part
February 15, 2023 — 2:00 - 3:00 p.m. EST
Webinar Learn about effective strategies employers can use to develop and sustain a fully accessible workplace. -
See All Webinars
A list of all webinars.
Upcoming Events
Including Neurodivergent Workers: Workspace, Work Schedules and Other Accommodations
A supportive work environment can be helpful for all employees, including neurodivergent workers.
Learn more about creating work environments that are supportive and welcoming to neurodivergent employees. This might include changes to workspace or schedule, providing accommodations such as the ability to telework, and other employment-related supports.
Even if the employee does not have specific suggestions for accommodations, it is important to work collaboratively to help find solutions for potential issues. Employers can connect with specialists at JAN to brainstorm ideas for work supports and accommodations. Providing clear job expectations and working together to determine which accommodations to implement can help workers meet expectations.
The need to tailor supports and accommodations to fit each worker means that a “one-size-fits-all” model would not work for all employees with disabilities, including neurodivergent workers. However, broad enhancements to workplaces can help lift up neurodivergent employees and drive their work success. You can learn more from EARN’s resources on creating inclusive workplaces and retention strategies.
Many neurodivergent people may also be sensitive to other stimuli in workspaces, such as bright lights and major temperature changes, including intense heat. They may request adjustments to the office environment to reduce the impact of these sensory challenges. For example, employers can install overhead LED lighting and lighting systems that allow for adjustments to the brightness or allow workers to change the temperature on the office’s thermostat as needed. The Job Accommodation Network offers suggestions for low-cost adjustments that can support neurodivergent employees.
Employers may also need to make adjustments to workplace health and safety protocols, such as those regarding the use of personal protective equipment (e.g., masks) during public health emergencies like the COVID-19 pandemic. The pandemic helped illustrate the need for considering access needs of workers with disabilities, including neurodivergent people, during emergencies. Employers should ensure that their plans for emergency readiness (including preparing for natural disasters) and resources and processes for health emergencies include access needs and supports for all workers with disabilities. Employers, service providers and others can learn more about how to support access needs and prepare for emergencies from the U.S. Department of Health and Human Services (HHS). HHS’ National Advisory Committee on Individuals with Disabilities and Disasters was created in 2022 to support and enhance public health and medical preparedness, response and recovery activities to meet the unique needs of people with disabilities.
Other neurodivergent workers may prefer to work in person on a full-time or part-time basis. In all cases, employers should think strategically about workspaces that can best help their neurodivergent workers succeed and foster health and wellness and wellbeing. Learn more on our page about workplace flexibility.
Other examples of common workplace supports and accommodations for neurodivergent employees include:
- Flexible workdays and hours to maximize "peak performance"
- Written, emailed or recorded instructions that can be referenced later
- Fragrance-free environments for sensory sensitivity
- Visual task lists with images to provide examples of work at various stages and image-based calendars to mark projected milestones
- Backup plans to help eliminate the stress of unscheduled or last-minute changes
- Advance preparation of workers for major schedule changes, such as office retreats or training session days
- Workplace etiquette and guides for workplace communication
Forming a partnership with a service provider can help employers both support their current neurodivergent employees, as well as identify, attract, recruit and hire qualified candidates. In the case of travel to work, some companies work with service providers to provide shuttle services. These shuttle services may benefit all workers, including neurodivergent people who may lack driver’s licenses and other workers who may find it stressful to drive to work.
Employers should make sure to include explicit information about their mental health resources, programs and benefits when onboarding their new employees. Where possible, they should strive to choose mental health providers that have experience working with neurodivergent people. They should also explore ways to help employees navigate the process to select their health insurance coverage and understand benefits of different plans. Learn more about workplace mental health support in EARN’s Mental Health Toolkit.
Finally, actively invite management to support workers as they advocate for and ask for supports that would enhance their productivity and wellbeing at work. Some neurodivergent people may hesitate to bring up and discuss their access needs. Creating a supportive and inclusive workplace culture can help ensure neurodivergent workers can perform their best on the job. These efforts can also demonstrate a commitment to creating a disability-inclusive workplace culture.