The Duty to Accommodate: Proactively Supporting Everyone in Your Community

In any community, whether it’s a workplace, a volunteer organization, or even a quilt guild, inclusivity is key to fostering a sense of belonging. One way to achieve this is by understanding and embracing the duty to accommodate—a responsibility that goes beyond simply reacting to requests for help.

Did you know that if you’re aware people with certain disabilities are part of your community, you may have a proactive duty to ensure they can fully participate? Let’s explore what this means and how organizations can create welcoming spaces for everyone.


What Is the Duty to Accommodate?

The duty to accommodate is about more than just responding when someone asks for help. It’s about recognizing that barriers might exist and taking steps to remove them—even if no one has explicitly pointed them out. If you know that people with disabilities are part of your group or could be in the future, it’s your responsibility to make sure they can participate equally and with dignity.

For example:
- If you’re organizing events in your community, you might consider accessibility features like wheelchair ramps, captioning for videos, or offering materials in large print.
- If your organization has policies or practices that unintentionally exclude certain people, it might be time to rethink them.

By being proactive, you’re not only meeting your legal obligations but also showing that you value every member of your community.

How Can Organizations Accommodate Proactively?

Here are some friendly tips for creating an inclusive environment where everyone feels welcome:

1. Start with Inclusive Design
Think of inclusivity as part of your planning process from the very beginning. Instead of waiting for someone to say, “I need this,” consider what barriers might already exist and how you can remove them. For example:
- Choose venues that are physically accessible (e.g., ramps, elevators, accessible restrooms).
- Use clear communication methods like email reminders or visual aids during presentations.
- Provide flexible options for participation, such as hybrid in-person and virtual meetings.

Inclusive design benefits everyone—not just those with disabilities—so it’s a win-win!

2. Be Aware of Barriers
Even if no one has explicitly asked for accommodations, be mindful of potential challenges people might face. For instance:
- Are there members in your group who are hard of hearing? Consider using a microphone or providing written notes.
- Do you have members with mobility issues? Ensure seating arrangements and pathways are accessible.

If you’re aware that certain barriers could exist within your population, it’s important to address them proactively rather than waiting for someone to struggle or feel excluded.

3. Respect Dignity
Accommodations should always prioritize respect for the individual’s comfort and autonomy. This means making adjustments in a way that doesn’t single anyone out or make them feel like a burden. For example:
- If someone needs extra time to complete an activity, incorporate flexible scheduling without drawing attention to it.
- If materials need to be adapted (e.g., large print), provide them discreetly and without fanfare.

The goal is to create an environment where accommodations feel natural and seamless—not like special treatment.

4. Work Together
Accommodating someone doesn’t mean you have to figure everything out on your own! The process is a partnership between the individual and the organization. Open communication is key:
- Ask questions (respectfully) about what they need and how you can help.
- Be open to suggestions and willing to explore creative solutions together.

This collaborative approach ensures that everyone feels heard and valued.

5. Understand Undue Hardship
While organizations have a duty to accommodate, there are limits—known as

undue hardship—that apply if an accommodation would cause significant financial strain or safety risks. However, these situations are rare, and the bar for proving undue hardship is high (think bankruptcy-level costs or serious health risks).

Most accommodations are simple, low-cost adjustments that make a big difference in someone’s ability to participate fully—so don’t let fear of undue hardship stop you from trying!



Why Proactive Accommodation Matters

When organizations take steps to accommodate proactively, they send an important message: *Everyone belongs here.* This approach not only meets legal obligations but also creates an environment where people feel valued and supported—whether they have disabilities or not.

Think about it: Wouldn’t you rather join a group where accessibility is already built into the experience instead of having to ask for help? By removing barriers before they become problems, you make it easier for everyone to enjoy being part of the community.


A Quilt Guild Example

Let’s say your quilt guild knows there are members who use wheelchairs or walkers. Even if no one has specifically asked for changes, you could:
- Ensure meeting spaces have ramps and wide doorways.
- Arrange tables so there’s plenty of room for mobility devices.
- Provide virtual options for members who can’t attend in person due to physical limitations.

These small steps show thoughtfulness and care—and they make all the difference in creating an inclusive space where 

At the end of the day, accommodating others isn’t just about following rules—it’s about building communities where everyone feels welcome and valued. By thinking ahead, addressing barriers proactively, and working together with those who need support, we can create spaces that truly reflect the diversity and richness of our shared experiences.

So whether you’re planning an event, running an organization, or simply participating in a group activity—remember: Inclusivity starts with awareness and action!

What steps has your organization taken to accommodate others? Share your thoughts in the comments below—we’d love to hear from you!