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• Body language and eye contact – While some autistic individuals struggle with eye

contact, emphasizing alternative respectful behaviors (such as nodding or
acknowledging presence) can help bridge communication gaps.
• Handling workplace disagreements – The Code should outline steps for resolving

conflicts professionally, ensuring that employees know how to seek support if they feel

uncomfortable or mistreated.
3. Customer service and professionalism: providing excellent customer service is
the foundation of the hospitality industry. A Code of Conduct should offer:

• Clear guidelines on guest interactions, including how to greet customers, respond to
inquiries, and handle complaints.

• Instructions on managing difficult customer interactions, such as how to respond to
misunderstandings or emotional guests.

• Guidelines on maintaining professionalism in both direct and indirect customer-facing
roles (e.g., kitchen staff, housekeeping, or front desk personnel).

For autistic employees, role-playing exercises or written scripts can help reinforce
appropriate customer service behaviors. Additionally, providing accommodations (such as

written responses for frequently asked questions) can empower autistic employees to handle
interactions more effectively.

4. Inclusivity and anti-discrimination policies: a Code of Conduct should
explicitly state that all employees, regardless of neurodiversity, are entitled to a fair and

supportive workplace. Key policies should include:
• Equal opportunity in hiring and career advancement – Ensuring that autistic employees

have the same opportunities as their neurotypical colleagues.
• Workplace accommodations – Outlining how employees can request adjustments

(such as reduced noise environments or structured task assignments).
• Protection against bullying, harassment, or microaggressions – Educating employees

on acceptable language, behaviors, and attitudes toward neurodiverse colleagues.
These guidelines promote an inclusive hospitality environment where autistic

employees can thrive without fear of discrimination or exclusion.
5. Workplace adjustments and support for employees within the autism

spectrum: an inclusive Code of Conduct should include specific workplace adjustments to
support autistic employees, such as:

• Flexible work schedules to accommodate sensory sensitivities or energy levels.

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