The workplace doesn’t work equally well for everyone. Some workers face obvious physical challenges that require accommodation. Others have diverse physical, cognitive, and learning needs that can stay hidden, overlooked, or brushed aside. When those needs are unmet, workers can struggle to do their best work. When their needs are understood and addressed, workers can flourish and so can the workplace.

We asked members of the Fast Company Impact Council what workplaces should consider doing to better support people with diverse cognitive, physical, and learning needs. Here, 18 of those leaders share insights on what does and doesn’t help when it comes to supporting all people.

The goal should be to design with people, not simply for them. Lived experience can reveal barriers that may be invisible to those creating the workplace and, when incorporated into the design, often leads to solutions that are more intuitive, flexible, and effective for everyone. That means involving people with diverse cognitive, physical, and learning needs in shaping the workplace itself from the beginning—from the physical environment and technology to communication, policies, and organizational practices. Accessibility should not be an afterthought but a fundamental design principle. — Gail Zauder, AbleFly Inc.

I have an employee with autism, and she has taught me a great deal about how differently people process information. When I provide clear direction, specific responsibilities, and complete expectations, she performs exceptionally well. I’ve learned to be patient and adapt my communication style to what works best for her. She is genuinely one of my best employees and consistently exceeds expectations.

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