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• Procedures for reporting misconduct

• Consequences for Code violations

Step 4: Communicate to stakeholders about the draft

After drafting the initial version, share it with internal stakeholders such as department

heads, staff representatives and diversity consultants and gather feedback on:
• Clarity of language
• Practicality of rules

• Specificity of guidance for neurodiverse employees

• Appropriateness for all service areas (front desk, kitchen, housekeeping, etc.)
Incorporating feedback ensures the Code is realistic, inclusive, and effective.

Step 5: Create the final version
Based on the consultation, finalise the Code with:

• An Introduction explaining the purpose of the document.
• Clear sections organised around specific workplace behaviors.

• Supportive language that emphasises inclusivity, fairness, and teamwork.
• Examples tailored to the hospitality environment.

• A simple and readable format to ensure understanding by all employees, including
those with cognitive differences.

Publish the final version, making it available both in print and digitally

5.c. Template of a Code of Conduct
A model template for drafting a Code of Conduct is presented below:

Content table The table of contents lists the key themes typically included in
Codes of Conduct, along with their corresponding page numbers.

Company policy and This section outlines the intent of the Code: to ensure a respectful,
purpose behind the professional, and inclusive environment that enhances employee

CoC well-being and delivers outstanding guest experiences.
It emphasises that clear behavior standards support all

employees, particularly those who benefit from predictable,
structured environments, including autistic employees.

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