Fostering Inclusive Culture Through Reasonable Accommodation Policies
FISA Foundation knows that many organizations prioritize inclusion and belonging and work hard to create a culture where employees feel valued and can do their best. We also know that as many as one in four adults have some kind of disability, and that most of these disabilities are not readily apparent. There are likely far more people with disabilities already working for your company than you know about.
Over recent years, we’ve seen a lot of progress by organizations adopting inclusive practices that support employees, volunteers, and consumers with disabilities. But we also know that many small to mid-size organizations struggle to formalize these practices into policy.
We believe that having reasonable accommodations policies and other formalized accessibility practices are core components of creating an inclusive workplace.
We believe that having reasonable accommodations policies and other formalized accessibility practices are core components of creating an inclusive workplace. In addition to providing clear guidance to employees and managers, policies also signal what the organization values. Most accommodations are inexpensive (under $300) and go a long way to helping valued employees ask for what they need in order to do their best.
This toolkit is designed to help you draft a policy that reflects your company or organization. We still recommend seeking legal advice before formally adopting any new policy.
- Access for All: A Toolkit for Workplace Reasonable Accommodations
- Model statements to communicate organizational commitment to accessibility
- One-pager on Accessible Meetings and Events
Join us for a free webinar
Creating Inclusive Workplaces Through Reasonable Accommodation Policies
Tuesday, July 22, 2025
1:30-3:00pm ET
Most nonprofits value having an inclusive culture. Increasingly, organizations have adopted practices that welcome and accommodate employees with disabilities. To create lasting culture change, formal policies need to be established. FISA Foundation is excited to announce a new Toolkit on Reasonable Accommodations to help organizations put their values (and legal obligations) into practice in supporting employees and volunteers with disabilities. This webinar will review the legal context and requirements for reasonable accommodation policies, share specific considerations for what makes a good policy, and review the toolkit of other resources, including model policies.
Our presenter, Anupa Geevarghese, is a civil rights attorney with a decade of experience supporting disability employment in the federal government.
About the Author
Anupa Iyer Geevarghese is a civil rights attorney and the founder and principal consultant at Welcoming Workplaces, a disability-led consulting practice that helps organizations build accessible, inclusive, and legally compliant work environments. A person with lived experience in the mental health system, Anupa has been a driving force behind efforts to make the federal government a model employer of people with disabilities.
She served in senior roles in the Biden Administration at the U.S. Department of Labor, including as Chief of Staff at the Office of Disability Employment Policy and as Deputy Director at the Office of Federal Contract Compliance Programs (OFCCP). Previously, she spent seven years at the Equal Employment Opportunity Commission (EEOC), where she focused on disability and equal employment opportunity (EEO) policy and played a key role in drafting the agency’s Section 501 regulations. She also served as a policy advisor at the Department of Defense, advancing disability and EEO initiatives.
Throughout her career, Anupa has led national efforts on disability rights, mental health inclusion, and equal employment opportunity compliance. She is known for translating complex legal requirements into clear, actionable strategies that help organizations move from intention to impact.
Anupa has a J.D. from Seattle University School of Law and a B.A. in Political Science from the University of California Los Angeles.
Anupa Geevarghese
DISCLAIMER: The information provided in this resource is for general informational and educational purposes only and is not intended to constitute legal advice.
Please note that the Americans with Disabilities Act (ADA) applies only to employers with 15 or more employees. While smaller organizations may not be legally bound by the ADA, adopting inclusive practices can help foster a welcoming workplace for all.
While efforts have been made to ensure the accuracy and relevance of the content, it does not create an attorney-client relationship. Organizations and individuals should consult with qualified legal counsel for advice regarding their specific obligations under the law.