Reframing the word ‘accommodations’ into the broader scope of accessibility can help benefit not only your neurodivergent employees, but all of your employees, and your company as a whole!

Be clear and concise, follow up with emails, check in and answer questions, and assume positive intent. Giving direct instructions upfront means less time cleaning up after communication breakdowns, and more time making your business a success!

‘Masking’, also called ‘camouflaging’ is a common practice for autistic people in any setting where we feel we may be singled out, mistreated, bullied, or abused. And, since we live in a neurotypical world not designed for us, feeling at least a bit unsafe is a part of our daily experience–hence the masking.

Knowing which terms to use (and which ones to avoid) can help you avoid offending your new hires while also improving their feelings of psychological safety–an essential in neurodivergent employee retention.

Being inclusive doesn’t mean just allowing autistic people to work for you, it means making policy changes, educating yourself and your staff, and providing support that comes from a place of true understanding–not only of the autistic person but the unique benefits and perspectives our minds can bring to the conference table.