Neuroinclusion: Workplace Adjustments
All employees should be able to work in an environment conducive to their success. In certain cases, workplace adjustments may be needed for neurodivergent individuals. Download the Document1PUBLIC© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ
Overview Evaluate Environment
Overview |
Overview |
Adjustments
Adjustments
How are current workspaces
arranged? Individual offices, cubicles, shared
work areas?
Do employees have assigned workspaces or is it
a first-come first-served basis?
What is the current working environment on a day-
to-day basis? Quiet, bustling, mix?
How is the traffic in the area that the employee
will be working? High or low traffic area?
Are there quiet areas an employee can go for a
sensory break?
What is the level of lighting? Can it be adjusted?
All employees should be able to work in an
environment conducive to their success. In certain
cases, workplace adjustments may be needed for
neurodivergent individuals.
Specifically, some neurodivergent individuals have
a sensitivity to things such as light, sound, touch,
taste, and temperature.
Adjustments will be based on the individual
needs. Align with each team member in the
program to determine what their specific needs
may be to ensure they are set up for success.
Workplace adjustments
Neuroinclusion at SAP
Disclaimer: SAP has provided these reference materials only as a guide. You should ensure compliance with local laws and consult your legal partners for specifics relating to regions of operations for your corporation.
Overview Evaluate Environment
Overview |
Overview |
Adjustments
Adjustments
How are current workspaces
arranged? Individual offices, cubicles, shared
work areas?
Do employees have assigned workspaces or is it
a first-come first-served basis?
What is the current working environment on a day-
to-day basis? Quiet, bustling, mix?
How is the traffic in the area that the employee
will be working? High or low traffic area?
Are there quiet areas an employee can go for a
sensory break?
What is the level of lighting? Can it be adjusted?
All employees should be able to work in an
environment conducive to their success. In certain
cases, workplace adjustments may be needed for
neurodivergent individuals.
Specifically, some neurodivergent individuals have
a sensitivity to things such as light, sound, touch,
taste, and temperature.
Adjustments will be based on the individual
needs. Align with each team member in the
program to determine what their specific needs
may be to ensure they are set up for success.
Workplace adjustments
Neuroinclusion at SAP
Disclaimer: SAP has provided these reference materials only as a guide. You should ensure compliance with local laws and consult your legal partners for specifics relating to regions of operations for your corporation.
2PUBLIC© 2019 SAP SE or an SAP affiliate company. All rights reserved. ǀ
Possible Adjustments
Listed below are some suggestions for workplace adjustments that may be beneficial to your new neurodivergent employees. Remember
not to make assumptions but rather to work closely with the individual to tailor the adjustments to their specific needs.
• Desk Position: Some individuals may work better in low traffic areas or seated in a position, so they are not approached
from behind.
• Equipment: Noise-cancelling headphones, desk dividers and/or computer screen covers are simple yet very beneficial
adjustments for many colleagues.
• Break Area: Identify an area in the office that is quiet where employees can go for a sensory break.
• Lighting: Intense lighting (including bright natural light) may pose a sensitivity challenge. Can the lighting be controlled
through blinds/screens? Is a work area further from the window more suitable?
• Communication: This will vary depending situation. Be sure instructions are clear and concise. Some individuals will do best with written
instructions for tasks. It may be beneficial to provide topics/questions prior to team meetings and discussions to allow for additional
processing time. Provide the option to respond in writing.
• Organizational resources and norms: Clarity on the organization’s norms, practices, and policies are helpful in addition to daily planning
and organizational techniques, such as mind maps and schedulers.
• Daily schedule: Are the working hours flexible or fixed? If flexible, explain clearly the parameters and examples of what that may
look like in practice. If helpful, set guidelines such as ‘You need to work eight hours each working day, starting before 10 am, and
your lunch time should not be longer than one hour. This will be the daily practice unless there are specific situations that we
agree to in advance’.
Workplace adjustments
Neuroinclusion at SAP
www.sap.com/legal-notice
© 2025 SAP SE or an SAP affiliate company. All rights reserved. See Legal Notice on www.sap.com/legal-notice for use terms, disclaimers, disclosures, or restrictions related to this material.
Overview |
Overview |
Adjustments
Adjustments
Possible Adjustments
Listed below are some suggestions for workplace adjustments that may be beneficial to your new neurodivergent employees. Remember
not to make assumptions but rather to work closely with the individual to tailor the adjustments to their specific needs.
• Desk Position: Some individuals may work better in low traffic areas or seated in a position, so they are not approached
from behind.
• Equipment: Noise-cancelling headphones, desk dividers and/or computer screen covers are simple yet very beneficial
adjustments for many colleagues.
• Break Area: Identify an area in the office that is quiet where employees can go for a sensory break.
• Lighting: Intense lighting (including bright natural light) may pose a sensitivity challenge. Can the lighting be controlled
through blinds/screens? Is a work area further from the window more suitable?
• Communication: This will vary depending situation. Be sure instructions are clear and concise. Some individuals will do best with written
instructions for tasks. It may be beneficial to provide topics/questions prior to team meetings and discussions to allow for additional
processing time. Provide the option to respond in writing.
• Organizational resources and norms: Clarity on the organization’s norms, practices, and policies are helpful in addition to daily planning
and organizational techniques, such as mind maps and schedulers.
• Daily schedule: Are the working hours flexible or fixed? If flexible, explain clearly the parameters and examples of what that may
look like in practice. If helpful, set guidelines such as ‘You need to work eight hours each working day, starting before 10 am, and
your lunch time should not be longer than one hour. This will be the daily practice unless there are specific situations that we
agree to in advance’.
Workplace adjustments
Neuroinclusion at SAP
www.sap.com/legal-notice
© 2025 SAP SE or an SAP affiliate company. All rights reserved. See Legal Notice on www.sap.com/legal-notice for use terms, disclaimers, disclosures, or restrictions related to this material.
Overview |
Overview |
Adjustments
Adjustments