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training. Special emphasis should be given to parts of the Code that are most relevant to

everyday hospitality situations, such as guest service expectations, teamwork etiquette, and
standards of professional appearance and behavior. Trainers should ensure that autistic
employees have access to structured explanations of the Code, including written summaries,

visual aids, or additional clarification where necessary.

Managers and team leaders play a crucial role in modeling the Code of Conduct in
action. By demonstrating respectful communication, inclusive practices, and fairness in
handling disputes, they lead by example and reinforce the expectations outlined in the Code.

Supervisors must be prepared to intervene quickly and constructively when breaches occur,
ensuring that any necessary corrections happen respectfully and according to established

procedures. It is important that autistic employees, in particular, receive feedback in a direct,
structured, and supportive manner.

In hospitality, application of the Code extends to every guest interaction. Employees
must show professionalism, empathy, and respect for diversity at all times, even under

pressure. For example, when addressing customer complaints, employees should remain
calm, avoid ambiguous language, and follow established service protocols. This consistent

approach not only protects the reputation of the business but also provides autistic employees,
who may require more structured responses, with clear procedures to follow.

Monitoring the correct application of the Code is essential. Managers should regularly
observe staff behavior and service delivery, providing guidance where necessary. Anonymous

feedback channels and regular staff meetings offer opportunities to assess whether the Code
is being consistently applied across all areas. Hospitality businesses should also plan periodic

reviews of the Code itself to ensure it remains relevant to new challenges, legal changes, and
emerging needs for inclusivity.

Some difficulties may arise when applying the Code. In fast-paced environments, rules
may sometimes be forgotten or adapted informally, which can lead to misunderstandings.

Additionally, cultural differences among staff or communication challenges for neurodiverse
employees might cause discrepancies in interpretation. Addressing these challenges requires

patience, ongoing training, and fostering a culture of openness where employees feel
comfortable asking for clarification without fear of judgment.

Ultimately, a Code of Conduct only fulfills its purpose when it becomes part of the
organisational culture. In a well-functioning hospitality environment, employees are not

merely following written rules but embodying the values of respect, inclusivity, and
professionalism in everything they do. When correctly applied, the Code creates a safer, more

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