What tips do you have for encouraging executive leadership to consider culture changes that are more friendly for a neurodiverse workforce? We are an open office environment and a very in-person only culture and I struggle with this as an individual with AD-HD and anxiety due to lack of written instructions, frequent distractions and "drop-ins" at my desk with verbal instructions. There is a huge movement pushing for more WFH flexibility, but leadership thus far had been unwilling to discuss it despite our company having mostly desk jobs that are 100% on a computer. Even with an accommodation, you are required to recertify every 6 months which is an inconvenience and has prevented me from seeking one thus far. HR seems willing to support more WFH, but are limited by leadership. Is this something we can change?