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2. Implementing predictable work routines: providing clear schedules,

structured workflows, and advanced notice of changes can significantly help autistic
employees perform their best. Avoiding last-minute shift changes or providing written task
lists can reduce workplace stress.

3. Creating sensory-friendly spaces: employers can make small but impactful

adjustments, such as:
• Reducing background noise where possible.
• Allowing noise-canceling headphones in non-customer-facing roles.

• Adjusting lighting levels in break areas.
4. Encouraging clear and direct communication: using written instructions,

checklists, and visual cues rather than relying on verbal communication alone can help autistic
employees understand expectations more clearly.

3. Defining a Code of Conduct

3.a. What is a Code of Conduct?

A Code of Conduct is a formal document that outlines the expected behaviors, ethical
values, and professional standards that employees must follow within an organisation. It

serves as a guide for workplace interactions, ensuring that all employees understand how to
engage with colleagues, customers, and management in a respectful and professional manner.

3.b. Why is a Code of Conduct important for autistic

employees?

For autistic employees, having a well-defined Code of Conduct helps eliminate
ambiguity in workplace expectations. Many neurodiverse individuals prefer clear guidelines

over unwritten social rules, and a Code of Conduct provides a structured framework that
defines acceptable behavior, teamwork expectations, and communication standards.
A Code of Conduct also ensures that workplace policies support equal treatment,

inclusion and reasonable accommodations for autistic employees. By explicitly outlining anti-

discrimination policies, conflict resolution procedures, and workplace support systems,
organisations can create a fair and safe environment for all employees.

5 | P a g e

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