The Necessity of Clarity: Why We Must Not Make Assumptions About Neurodiversity and Health at Work

In workplaces striving for inclusion and accessibility, one fundamental principle often gets overlooked: clarity. The assumption that everyone understands the same instructions, expectations, or unwritten rules can create significant barriers for individuals who are neurodivergent or living with a medical condition. When we fail to provide explicit communication and rely on assumptions, we risk excluding talented individuals who may simply process information differently or require specific accommodations to thrive.

The Cost of Assumptions

Assumptions are an inherent part of human cognition. We rely on them daily to navigate the world, fill in gaps in communication, and make quick decisions. However, in the workplace, assumptions about how people think, work, or engage with tasks can be particularly harmful to neurodivergent employees or those managing health conditions.

For instance, assuming that an employee who prefers written instructions is disengaged in meetings ignores the reality that some individuals with ADHD or autism process information better when they have time to reflect rather than absorbing it in real time. Likewise, assuming that a colleague with a chronic illness who appears "fine" does not need support can lead to a lack of necessary accommodations.

The Role of Clarity in Inclusion

Clarity in communication and expectations benefits all employees but is essential for those with neurodiversity or medical conditions. Research on workplace accessibility highlights that clear, explicit communication fosters productivity and well-being. A study published in Neurodiversity at Work: A Practice Resource for HR Professionals found that workplaces that prioritised clarity in communication saw higher engagement, reduced misunderstandings, and improved retention among neurodivergent employees.

Here are some key ways to foster clarity:

1. State expectations explicitly – Avoid vague instructions like "get this done soon." Instead, specify deadlines and priorities, such as "Please complete this by Thursday at 3 PM."

2. Provide multiple modes of communication – Some employees may need written follow-ups, while others might prefer verbal explanations or visual aids.

3. Check for understanding without pressure – Instead of asking, "Does that make sense?" (which can be difficult to answer honestly), try "Would you like me to clarify anything or provide more detail?"

4. Encourage open conversations about needs – Create an environment where employees feel comfortable disclosing their preferred work styles without fear of stigma.

5. Avoid assumptions about ability and effort – Just because someone works differently or has variable energy levels does not mean they are less capable or committed.

   
   

Moving Towards an Inclusive Future

Creating a workplace culture that values clarity and avoids assumptions is not just about compliance—it’s about fostering an environment where every individual can bring their best selves to work. By prioritising explicit communication, we reduce unnecessary barriers and enable all employees to thrive, regardless of how their brain works or what medical conditions they manage.

If we want truly inclusive workplaces, we must challenge our default assumptions and embrace clarity as a standard, not an exception.

How does your organisation ensure clear communication and avoid assumptions in the workplace? Share your thoughts below!