Someone who processes information differently isn’t “purposefully obtuse” or trying to be difficult. They simply process information differently, and that’s all there is to it.

Autistic or ADHD employees need to be understood, supported, and accommodated. They need their supervisors and co-workers to assume positive intent and to communicate their needs, wants, and expectations clearly and openly.

Developing a habit of providing context in communication can prevent anxiety that stems from ambiguous messages and the resulting impact on well-being and productivity.

Being aware of common neurodivergent misunderstandings and learning how to navigate them can go a long way in saving time, energy, and feelings while boosting morale and productivity all around! 

Lift the burden of guesswork and uncertainty for all of your employees by providing clear and explicit instructions about conduct expectations, so your employees can use their energy and unique abilities to propel your business into its next leap forward! 

Autistic people thrive on details and structured tasks. Clear and direct communication with all the details and expectations laid out at the start of a project is essential.

All employees can feel workplace joy if organizations support joy crafting – aligning work with our strengths and sources of intrinsic satisfaction, such as creativity or meaning. This win-win approach is essential both for individual well-being and for cultivating a thriving, innovative, and fulfilled workforce.

Avoid assuming you know or understand any of your employee’s intentions, whether they are autistic or neurotypical. Instead, open up a dialogue and create a culture of psychological safety for everyone within your organization. The benefits far outweigh the risks.

By including autistic employees, along with nurturing a culture of accountability and open communication, organizations can reduce bystander apathy and create more honest and resilient systems.