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Workplaces often reward unspoken social behaviors: small talk, eye contact, smiling on cue. For
autistic individuals, this kind of invisible emotional labor can be exhausting or inaccessible. Managers

should recognise that emotional expression is not a universal indicator of engagement, competence, or
attitude. A quiet, less expressive employee may be deeply invested in their role, but showing it
differently. Misreading this can lead to unfair evaluations or missed advancement opportunities.

Rethinking Social Participation

Autistic employees may experience social interaction differently. Some may prefer structured
or purposeful interactions rather than spontaneous small talk. Others may choose to engage less

frequently in social settings such as team lunches or after-work events—not due to disinterest, but
because of different energy levels or social processing styles.

Effective team management involves promoting a culture where reduced participation in social

interaction is respected, rather than seen as a lack of engagement or “team spirit.” It’s important to
understand that belonging doesn’t always look the same for everyone. A person can feel deeply included
and committed to their team without participating in the same ways as others.

5. Team Management Skills & Building Inclusive Teams

Inclusion benefits everyone. When autistic employees feel safe and accepted, they are more
likely to contribute ideas, collaborate, and stay engaged. Diverse teams that support different ways of

thinking tend to be more innovative, flexible, and effective. Inclusive cultures also improve employee
retention, as team members feel respected and valued for who they are—not who they are expected
to be.

An inclusive team culture is vital not only for the success of autistic employees, but for the
health and effectiveness of the team as a whole. Employers and coworkers play a key role in creating
an environment where autistic individuals feel respected, supported, and able to thrive. This also lays
the foundation for welcoming future neurodivergent employees.

5.2 Why Training on Inclusion in the Team Matters

Inclusion isn’t just about policy—it's about shifting team mindsets. Neurotypical employees
often benefit from dedicated training that explains the basics of autism and how neurodivergence may

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Project Number 2023-1-IT01-KA220-VET-000152721