Employers must make reasonable adjustments to make sure disabled workers (including contract workers, trainees, apprentices and business partners) aren’t seriously disadvantaged when doing their jobs. This includes interviews as well as within the job itself.
Your confidence in starting a conversation can mean that making adjustments can happen rather than being avoided. Every person is different and has unique strengths and challenges and adjustments may depend on the person and in the context of the specific job setting. You may both need to problem solve together.
Often reasonable adjustments are about making small changes e.g. the way information is given; where to place someone in a busy office.
Discuss what adjustments the person thinks they may need or have helped them before.
Ask what makes things harder or easier for them in the workplace. Some people, for example, prefer information/requests for work to be sent to them in an email or written down (so they can keep a log) rather than be told orally (or both).
Ask who, if anyone, such as their peers, they want to tell in the work setting, about themselves, and how ( if they do) want this to be communicated.
Ask if the person wishes to arrange regular short meetings to check how things are going and to discuss if there are any issues that need addressing. A short meeting can be really useful to boost confidence and sort things out quickly rather than problems brewing and growing unnecessarily.
Alternatively, ask the person whether they would like to email any concerns they have before a meeting, if this is helpful for them.
Ask the person if they tend to change their behaviour e.g. they become withdrawn or upset when not coping or have some difficulties, that if you as a line manager should make them aware of this. This is all about maintaining a dialogue between you and determining together what is right for that specific person.