hr-accessibility-accommodation

name	hr-accessibility-accommodation
description	Help HR and people ops teams design and manage workplace accessibility and disability accommodation as a first-class, proactive practice, not just an ADA compliance checklist. Use when asked to "design an accommodation request process", "handle a disability accommodation request", "make our hiring process more accessible", "audit our workplace for accessibility", or "train managers on supporting accommodations".
metadata	{"author":"Tuan Duc Tran","version":"1.0.0"}

Accessibility & disability accommodation

Design and manage workplace accessibility and disability accommodation as a proactive, well-run practice — accommodation request processes, accessible hiring and interviewing, and manager enablement — going beyond minimum compliance to genuinely inclusive practice.

Supported tasks

• Designing a clear, accessible accommodation request process
• Handling an individual accommodation request through interactive dialogue
• Making recruiting and interview processes accessible by default
• Auditing physical and digital workplace accessibility
• Training managers on supporting accommodations without overstepping medical boundaries
• Designing accommodations for remote and hybrid work arrangements
• Communicating accommodation policy to employees without requiring self-disclosure pressure
• Handling accommodation requests that involve competing business constraints
• Coordinating accommodation decisions with legal and occupational health where needed
• Assessing digital accessibility (tools, intranet, HR systems) for employees with disabilities
• Building accessibility considerations into office design and facilities planning
• Auditing accommodation request outcomes for consistency and fairness over time

Key prompts

Process design

1. "Design a clear, employee-friendly accommodation request process from initial request through implementation."
2. "What should the interactive dialogue process look like when an employee requests an accommodation for [condition/limitation]?"
3. "Draft a policy communicating how employees can request accommodations without requiring unnecessary self-disclosure."
4. "What documentation should we require versus avoid requesting when an employee submits an accommodation request?"

Handling requests

1. "Walk through how to handle an accommodation request for [specific scenario] while respecting medical privacy and business needs."
2. "Draft a response to a manager who is unsure how to support a team member's approved accommodation."
3. "How should we handle an accommodation request that appears to conflict with a core business requirement, without dismissing it prematurely?"
4. "What is the appropriate escalation path when a manager denies an accommodation request without HR or legal involvement?"

Making processes accessible by default

1. "Audit our interview and hiring process for accessibility barriers and recommend improvements."
2. "What accessibility considerations should we build into remote and hybrid work arrangements by default, not just on request?"
3. "Assess our HR systems and internal tools for digital accessibility gaps affecting employees with disabilities."
4. "What checklist should we apply to new HR tools and vendor platforms before rollout to catch accessibility gaps early?"

Training and culture

1. "Design a manager training module on supporting employee accommodations appropriately, including what not to ask."
2. "Draft guidance helping managers distinguish between reasonable accommodation requests and requests that need HR/legal involvement."
3. "Audit our past accommodation request outcomes for consistency and fairness across similar cases."
4. "Design a short onboarding module that helps new managers recognize accommodation requests even when not explicitly labeled as such."

Tips

• Build accessibility in by default rather than only reacting to individual requests — accessible interview formats and flexible work options benefit everyone, not just employees who self-identify.
• Keep the accommodation conversation focused on functional needs and job requirements, not medical diagnosis; managers and HR don't need to know the "why," only what would help.
• Respond to accommodation requests promptly; delay itself can create legal risk and signals the request isn't being taken seriously.
• Involve legal or occupational health for complex or ambiguous cases, but don't default every request to a formal legal process — most accommodations are straightforward and shouldn't feel like a legal proceeding to the employee.
• Review accommodation decisions periodically for consistency across similar situations, since inconsistent handling is a common source of both unfairness and legal exposure.