Reasonable accommodation for persons with disabilities

Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment.

Accommodations are sometimes referred to as “productivity enhancers”. Reasonable accommodations should not be viewed as “special treatment” and they often benefit all employees. For example, facility enhancements such as ramps, accessible restrooms, and ergonomic workstations benefit more than just employees with disabilities. Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; and providing qualified readers or interpreters. Here are some more examples. Many job accommodations cost very little and often involve minor changes to a work environment, schedule or work-related technologies:

• Physical changes
  • Installing a ramp or modifying a rest room
  • Modifying the layout of a workspace

• Accessible and assistive technologies
  • Ensuring computer software is accessible
  • Providing screen reader software
  • Using videophones to facilitate communications with colleagues who are deaf

• Accessible communications
  • Providing sign language interpreters or closed captioning at meetings and events
  • Making materials available in Braille or large print

• Policy enhancements
  • Modifying a policy to allow a service animal in a business setting
  • Adjusting work schedules so employees with chronic medical conditions can go to medical appointments and complete their work at alternate times or locations

These are just a few example. Contact the Job Accommodation Network (JAN), an ODEP-funded technical assistance center, providing free, expert, and confidential guidance on workplace accommodations.

Other resources on reasonable accommodations

• JAN Accommodation Information by Disability: A to Z
• JAN Searchable Online Accommodations Resource (SOAR)
• Accommodations Solutions from the Computer/Electronic Accommodations Program (CAP)
• A Planning Guide for Making Temporary Events Accessible to People With Disabilities
• Disability Discrimination & Reasonable Accommodation
• Small Employers and Reasonable Accommodation
• Accessible Technology Action Steps: A Guide for Employers
• The Employer Assistance and Resource Network on Disability Inclusion (EARN) — Reasonable Accommodations Information
• Employees' Practical Guide to Requesting and Negotiating Reasonable Accommodations Under the Americans with Disabilities Act (ADA)
• Telework as a Reasonable Accommodation

Ensuring equal opportunities in our application processes is a central consideration for UNICEF. The provision of reasonable accommodation for job applicants, candidates and employees with disabilities is a step in that direction.

What is reasonable accommodation

"Reasonable accommodation" means the necessary and appropriate modifications and adjustments to ensure to persons with disabilities the enjoyment on an equal basis with others of all human rights and fundamental freedoms. 

In the UNICEF workplace, reasonable accommodation is pivotal to ensure that candidates and employees with disabilities can perform at their best. 

Reasonable accommodations vary depending on the person’s disability and situation, and can consist of assistive products and technology, sign language interpretation for job interviews, hiring a personal attendant for colleagues with mobility or visual impairments, or allowing more flexibility to choose core working hours, among many others.

How can job candidates request reasonable accommodation?

UNICEF offers reasonable accommodation for job candidates during the recruitment process. Job applicants can disclose their disability and accommodation needs in the application form, which will be seen by the recruiter. If you are a candidate that has been shortlisted for a position at UNICEF and you need accommodation during the hiring process (namely, for a written test or a job interview) and you have not disclosed it in the applicant form, make sure you raise it with the recruiter once you are invited to an assessment.

UNICEF is striving to be a disability inclusive organization

UNICEF DHR

In the video message, Hannan Sulieman, UNICEF’s Deputy Executive Director for Management, presents our approach towards reasonable accommodation and the rights of employees with disabilities at UNICEF

What are the most common reasonable accommodations?

What types of accommodations are generally considered reasonable?.

Change job tasks..

Provide reserved parking..

Improve accessibility in a work area..

Change the presentation of tests and training materials..

Provide or adjust a product, equipment, or software..

Allow a flexible work schedule..

What are special accommodations?

The term "accommodation" may be used to describe an alteration of environment, curriculum format, or equipment that allows an individual with a disability to gain access to content and/or complete assigned tasks. They allow students with disabilities to pursue a regular course of study.