Inclusive Workplace Communication: Strategies to Support Neurodiverse Teams

Communication isn’t just about the words we speak—it also includes how we say them, the gestures we use, and even what we leave unsaid. Implicit messages, like a knowing glance, crossed arms, or a sarcastic joke, can speak volumes. But not everyone is fluent in the same “language,” and these communication styles may not always be clear or accessible.

Neurodiversity is a natural biological occurrence that describes variations in the way we think and communicate with others. Neurodivergence refers to conditions such as autism, ADHD, or other neurodiverse conditions that depart from the dominant social norm.

Neurodivergent employees may struggle with “reading between the lines” (understanding subtle subtext). They might miss cues in body language, tone, facial expressions, and phrases that require interpretation. Likewise, they may not be able to reciprocate the same non-verbal cues that come more naturally to their neurotypical peers.

Relying too heavily on implicit communication to assess employee intent or professionalism can lead to misunderstandings. To create a more inclusive workplace for neurodivergent employees, it’s important to recognize different communication styles and build communication strategies that can serve everyone.

Kinds of Implicit Communication

You might be surprised by how much of the communication we use is not verbal or literal. Here are some examples of implicit cues you may see in the workplace:

• Assuming someone is disinterested because they don’t make eye contact
• A firm handshake reflecting confidence
• Crossed arms, signaling defensiveness or being closed off
• A cheerful tone to indicate cooperation
• Sarcasm or jokes to express criticism
• Expecting people to infer priorities or next steps without clearly stating them
• Using idioms like “hit the ground running” or “think outside the box” without explaining expectations

Some of these cues are seen as universal signs of engagement, respect, or competence in the workplace, particularly in Western and neurotypical workplaces. However, for many individuals, these cues are not always intuitive and do not necessarily reflect the attitude or quality of the worker. When we don’t consider our team’s differences in culture, background, and way of thinking, we can fall into communication patterns that aren’t accessible or fair to everyone.

Common Communication Assumptions to Avoid

Given our inherent neurodiversity, people approach communication in different ways. At work, we should respect that employees will communicate in ways that are clear, direct, and authentic to them, but that may differ from conventional norms. These differences are not flaws—they are valid variations. Here are some important assumptions to avoid:

• Eye Contact: Assuming that avoiding eye contact is a sign of disinterest or disrespect, when it may be a way to increase focus or reduce sensory overload.
• Facial Expressions: Assuming that facial expressions, whether muted, exaggerated, or seemingly mismatched to the situation, reflect the emotions and thoughts of the employee.
• Tone of Voice: Assuming that variations in speech, such as a monotone or loud or soft tones, reflect the emotions and thoughts of the employee.
• Body Posture and Gestures: Assuming that different kinds of movement, such as limited or repetitive actions, are indicators of disinterest, nervousness, or distraction.
• Processing Time: Assuming that someone’s need for more time to process information or respond is a reflection of their ability or engagement.

The Impact of Miscommunication

When neurodivergent employees are expected to conform to implicit communication norms, they can experience additional stress and risk being unfairly judged. Colleagues or managers may mistake directness for rudeness or interpret a neutral tone as disengagement. A missed idiom or delayed response might be seen as inattentiveness or lack of competence.

These misunderstandings can influence performance evaluations and feedback, create friction in team dynamics, or affect opportunities for advancement or leadership roles.

For neurodivergent employees, the pressure to mask or “decode” constant social cues can take a toll. Many report feeling exhausted from having to monitor their behaviour to fit in. This ongoing stress can lead to anxiety, reduced confidence, and burnout.

Inclusive Communication Strategies for Employers

Creating inclusive workplaces means rethinking how communication is interpreted and delivered. Here are some strategies employers can implement to support everyone:

• Be clear and direct. Avoid relying on vague language or unspoken expectations. Say what you mean, and don’t expect others to “read between the lines.”
• Don’t assume based on body language or tone. Ask questions and seek understanding before making judgments about employee intent or engagement.
• Offer multiple communication options. Encourage employee participation in ways that suit different styles—written responses, visual aids, or one-on-one check-ins.
• Create psychological safety. Let employees know it’s okay to communicate in ways that feel natural to them—and make space for that diversity by being open to different strategies.
• Encourage open dialogue. If employees are comfortable, invite them to share their communication preferences so others can better understand how to collaborate.
• Provide team training. Help employees understand neurodivergent communication differences and reduce bias.
• Provide accommodations. Given the variations we see in neurodiverse individuals, employees often require unique, individualized tools and strategies to navigate communication challenges in the workplace. Based on an assessment of their strengths, barriers, and abilities in the workplace, provide accommodations that support their specific needs.

How Occupational Therapy Can Help

Occupational Therapists play a valuable role in supporting inclusive communication at work. They can:

• Identify accommodations for employees that facilitate clearer, more effective interactions
• Offer coaching to employees and teams on inclusive communication practices
• Deliver neurodiversity training for leaders, HR, and staff

Looking to make your workplace more inclusive for neurodivergent employees? Connect with our team to learn how occupational therapy services can support your communication strategies, training, and workplace accommodations.