Neuroinclusive workplaces start with clear communication

Workplaces often operate on unwritten rules that aren’t stated explicitly but are widely understood – at least by some. These could include things like how long you should wait before following up on an email, whether it’s acceptable to eat lunch at your desk or how to behave during a team meeting. While these norms may seem intuitive or common sense to many, they can be a source of confusion, anxiety or even exclusion for others.

For neurodivergent employees, the ambiguity of these expectations can create significant stress. Some may not naturally pick up on subtle social cues or may interpret behaviours and interactions differently. This can lead to misunderstandings, unintentional breaches of etiquette and a feeling of constantly being ‘off-script’ in a performance everyone else seems to know by heart.

However, this is a challenge we can address with empathy, structure and open communication.

🔹 Clearly explain workplace norms, from meeting etiquette to feedback preferences. Make expectations explicit. Don’t assume everyone will understand expectations especially if you haven’t told them what they are.

🔹 Encourage people to ask questions by normalising the idea that seeking clarification is a strength, not a weakness. Many people have had negative experiences where asking questions was met with impatience or judgement, which can discourage them from speaking up again.

🔹 Promote open dialogue about behaviours, communication styles and team values. Invite diverse perspectives and check in regularly. This benefits everyone, not just neurodivergent team members.

🔹 Consider buddy systems or peer support models, especially for new employees or those in hybrid/remote settings. Having someone to turn to for guidance on informal norms can make a huge difference.

🔹 Create psychological safety by explicitly valuing curiosity and difference. When people know they won’t be penalised for interpreting things differently, or for asking why something is done a certain way, they are more likely to engage, contribute and thrive.

Taking the time to explain the unspoken raises the bar for inclusion. It reduces stress, increases trust and creates a culture where people can focus on doing their best work, not decoding the rules.

By making the implicit explicit, we enable everyone – not just neurodivergent employees – to succeed.