I'm curious what other people thought about this answer. I liked it, even though sometimes I think Alison doesn't do a great job with questions around health and disability. I particularly liked the employment lawyer's comment:

If the employee’s psychologist says it is male voices, then maybe a headphone would work as an accommodation. If it is aftershave smells, maybe they can ask the employee not to use the aftershave. If the very existence of a male in the workplace triggers the employee, then there is probably no reasonable accommodation. But sometimes being creative and having a serious discussion with the employee and their doctor might allow a truly reasonable accommodation to be reached.

I think this is great advice: reasonable accommodation does not mean that you can violate other employment laws. (Another reasonable accommodation might be allowing the employee to work from home, if the job allows remote access.)