It is not uncommon for facility managers to say that they didn’t find the facilities management industry on their own, rather it found them. It makes sense, on paper, the industry seems like hard, grueling work, but it also allows people to use their hands, be empathetic and think creatively. For many people, a career in facilities management is perfect for them, but some accommodations may need to be made in order for them to truly thrive.
Accommodations are a necessarily tool for workers to have, regardless of the industry that they are in. For example, people who are neurodivergent employee may need to wear hearing protection to stay on task in a noisy environment, while neurotypical employees can work straight through. Those who are considered neurodivergent differ in mental or neurological function that is not considered “normal,” according to Dictionary.com. Neurodivergent is frequently used in association with people who have been diagnosed with Autism, ADHD or Dyslexia. Under Title I of the Americans with Disabilities Act, employees can offer an accommodation, or a modification to a job, that allows people with a disability to have an equal opportunity to perform their job tasks, according to the Office of Disability Employment Policy.
“I’m a huge, huge advocate for accommodations for everybody and making your processes fit everybody,” Stephen Course, facilities manager of Mid Atlantic Retina says. “If you make a process that works for someone, it may not work for somebody else. Having accommodations just makes it easier. There’ll be less chance of a mistake being made because there’s so many safeguards put in place.”
Having accommodations benefits all employees and can easily viewed as productivity enhancers. Some easy and reasonable accommodations employers can make include:
“Things happen during the day, and if you can give everybody everything they need and make the process as easy as possible, you can make their day not a burnout machine,” Course says. “You have to watch out for your employees and make sure they’re taking their breaks because some (neurodivergent) people will hyperfocus on a task and work through lunch – and that’s not sustainable. It makes problems worse, and this is how people spiral out when they actually have lots of talents and skills that would be really useful if they were just better supported for their needs.”
Course is Dyslexic and has ADHD and knows how beneficial workplace accommodations have been in helping him succeed in his career. He believes that everyone deserves to come into work with a fresh, clean slate each day. Giving employees the tools they need to succeed can take away any stress they feel while on the job.
According to ADA National Network, requesting workplace accommodations can be as simple as just having a face-to-face conversation with a manager. There is no need to mention ADA compliance or even use the phrase “reasonable accommodations.” While requests do not have to be formally written, it is recommended so that a paper trail can be established. Employers may also choose to write a letter confirming the request or ask the employee to fill out a form.
“There’s going to be other stuff that happens that’s outside of our control, but everything that we can control, we should try to make it as easy on as possible for everybody,” Course says. “If you can take the stress off the people on the floor, they’re going to be nicer to their clients or patients. They’re going to have more energy to do projects and everybody will have a better outcome because of it. Not only that, but they’re going to have more job satisfaction.”
Mackenna Moralez is the associate editor of the facilities market and the host of the Facilities in Focus podcast.
