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continuously—these best practices are crucial to maintaining professionalism and inclusivity,

particularly for autistic employees who benefit from structured environments and clear
expectations.
Below is a detailed checklist of best practices that hospitality organisations should

apply when drafting and implementing their Code of Conduct:

• Is the language simple and clear? Ensure plain, direct sentences without jargon, easy
for everyone to understand.
• Does the Code reflect the company's values and culture? Make sure it supports

hospitality professionalism, respect and inclusivity.
• Was there consultation with employees and stakeholders? Involve diverse staff,

including autistic employees, to ensure realistic guidelines.
• Are practical hospitality examples included? Use real-world workplace situations to

illustrate expected behaviors.
• Is the Code accessible in different formats? Offer printed and digital versions;

provide visual aids if needed.
• Is there structured training to explain the Code? Incorporate the Code into

onboarding and regular staff development sessions.
• Are feedback and review procedures established? Allow anonymous feedback and

plan regular updates to keep the Code effective.

6. Applications of a Code of Conduct

Once developed, a Code of Conduct must not remain a theoretical document; it must
become an integral part of the daily working life of every hospitality organisation. Application

of the Code ensures that all employees, including autistic individuals and other neurodiverse
staff, experience a workplace built on respect, fairness, and professional integrity.

The Code of Conduct should be visible in all areas of operations, such as reception
desks, restaurants, kitchens and back offices. Staff should be familiar with its content and use

it as a daily reference point for behavior and decision-making. It is particularly crucial in
hospitality, where the working environment is fast-paced, dynamic, and based on constant

interaction with guests and colleagues.
Application starts from the very first day of employment. New hires should be

introduced to the Code during their onboarding process, through induction sessions or initial
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Project Number 2023-1-IT01-KA220-VET-000152721