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At the heart of disability antidiscrimination laws, such as the Americans with Disabilities Act (“ADA”) of 1990, the United Nations Convention on the Rights of Persons with Disabilities (“CRPD”), and the laws of other countries, lies the requirement that social institutions afrmatively remove attitudinal and structural barriers confronting people with disabilities as they exercise their rights to particulate fully in society [1]. In disability employment antidiscrimination law and policy, perhaps the most important driver of the inclusion command is the “accommodation principle,” which requires that employers make reasonable adjustments to tasks and places of work to enable full and equal participation by qualifed individuals with disabilities [2]. In the seminal 2004 U.S. Supreme Court case Tennessee v. Lane [3], the late Justice Ruth Ginsburg wrote of the centrality of the ADA’s accommodation principle:

Disability Inclusive Employment and the Accommodation Principle: Emerging Issues in Research, Policy, and Law