The Power of Asking, “How Do We Get to Yes?” in Workplace Accommodations

The interactive process under the Americans with Disabilities Act, or ADA, begins when an employee notifies their employer that they need a workplace accommodation.

While the interactive process is a compliance requirement, it’s also an opportunity for employers to demonstrate partnership, creativity and support. Once an accommodation request is made, employers should gather the information needed to understand:

• Whether the employee has a disability protected under the ADA
• The employee's known limitations or restrictions
• The workplace barriers the employee is experiencing because of their disability

With this information, employers and employees can work together to identify accommodations that help the employee perform the essential functions of their job.

What Makes the Interactive Process Successful?

The success of the interactive process depends on both the employee and the employer.

Employees play an important role by participating in discussions, sharing relevant information about their limitations and remaining open to accommodation options that may differ from their initial request while still addressing workplace barriers.

Employers also play a critical role in the success of the interactive process. One of the most important questions an employer can ask at the start of any accommodation discussion is: “How do we get to yes?”

This simple question sets the tone for the entire process.

It reflects a willingness to support employees who are experiencing workplace barriers due to a disability. It encourages employers to approach the conversation with an open mind, consider creative solutions and focus on what can be done rather than immediately identifying reasons why a request may be difficult to implement.

Focusing on Possibilities

Asking "How do we get to yes?" promotes good-faith engagement and encourages collaboration.

It shifts the conversation from obstacles to possibilities and helps employers remain committed to finding effective accommodation solutions whenever possible. Rather than becoming overwhelmed by the complexities of a request, employers can focus on identifying practical solutions that support both the employee and the organization.

Beyond Compliance

This mindset benefits more than just the accommodation process. 

When employers demonstrate a genuine commitment to supporting employees with disabilities, they help create a workplace culture where employees feel valued, respected and appreciated. Organizations that successfully accommodate employees often experience stronger employee engagement, improved retention and higher workplace morale.

Employers known for supporting employees through the accommodation process can also strengthen their reputation as inclusive workplaces that invest in their people and create opportunities for employees to succeed.

It’s important to remember that getting to “yes” does not mean automatically approving every accommodation request. Instead, it means exploring reasonable and effective options in good faith and working together to identify solutions that address workplace barriers.

Key Takeaway

The next time you receive an ADA accommodation request, pause and ask yourself: “How do we get to yes?”

That simple question can help create a more successful interactive process, strengthen workplace culture and support a more inclusive organization.

To learn more about the ADA, visit the Job Accommodation Network or contact a representative near you to learn more about The Standard’s Workplace Possibilities^SM program.