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• Alternative communication methods, such as providing instructions in writing or using
visual cues.
• Quiet spaces or sensory-friendly break areas to help employees manage sensory
overload.
6. Reporting and resolving workplace concerns: a clear complaint resolution system
ensures that employees feel comfortable reporting issues without fear of retaliation. The Code
should outline:
• Steps for addressing workplace conflicts with colleagues or management.
• Confidential reporting channels for employees who experience discrimination or
harassment.
• Clear procedures for disciplinary actions to ensure fairness and accountability.
5. Developing a Code of Conduct
5.a. Introduction to developing a Code of Conduct
A Code of Conduct is more than just a policy document; it is a practical tool that
ensures a workplace is professional, ethical and also inclusive. In the hospitality industry,
where customer service and teamwork are critical, a well-structured Code of Conduct ensures
that all employees -regardless of neurodiversity- understand expectations and can work
together effectively.
For autistic employees, unclear social rules, inconsistent workplace norms and
ambiguous behavioral expectations can create confusion and anxiety. Therefore, developing
a Code of Conduct that is inclusive of neurodiverse employees is crucial. A structured
document that provides explicit guidelines on workplace behavior, professional standards, and
workplace adjustments ensures that autistic employees can navigate their roles confidently
and successfully.
Developing a Code of Conduct should be a collaborative process that includes input
from management, employees, HR professionals and neurodiversity specialists. This chapter
will explore the step-by-step process of creating a Code of Conduct that meets the unique
needs of hospitality businesses while promoting inclusivity, professionalism, and compliance
with workplace regulations.
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Project Number 2023-1-IT01-KA220-VET-000152721
