Inclusive Compliance Strategies

Clear Communication and the Importance of Removing Euphemisms

In a healthcare environment, clear, direct communication is essential, especially when working with compliance requirements that leave little room for misinterpretation. For neurodiverse employees, who may interpret language more literally or rely on structure and consistency, removing vague phrases and replacing them with direct language isn’t only helpful, but also necessary for inclusion and effectiveness.

Avoid Euphemisms and Unspoken Rules

Phrases like “all hands on deck” or “put out fires” may be used frequently in organizations, but that doesn’t mean everyone understands what’s being asked. These types of euphemisms can leave employees unsure about how to act or whether they’re expected to do something at all.

Even more subtle are the unspoken rules—expectations that everyone “just knows” because they’re part of the culture. These might include how quickly someone should respond to an email, whether it's okay to ask questions during a meeting, or how to handle shifting priorities during a crisis. When these norms aren’t communicated clearly, they can create barriers to full participation, especially for those who aren’t already familiar with the team dynamics or who process information differently.

Examples of Common Euphemisms and Their Clear Alternatives

1. “All hands on deck”

Vague: “It’s all hands on deck this afternoon.”

Clear: “At 2 p.m., we’ll need everyone to pause their usual tasks and help prepare for the upcoming inspection. Please meet in the break room to receive your assignments.

2. “Put out fires”

Vague: “Can you help put out some fires this morning?”

Clear: “We need help resolving several urgent issues. Please prioritize reviewing the intake errors and updating today’s schedule.”

3. “Take ownership”

Vague: “You’ll need to take ownership of this project.”

You’ll be responsible for leading this project and ensuring it’s completed by the deadline. You’ll also update the team weekly.

4. “Circle back”

Vague: “Let’s circle back on this later.”

Clear: “Let’s discuss this again during Thursday’s meeting or once we’ve reviewed the data.”

5. “Step up”

Vague: “We need someone to step up here.”

Clear: “We’re looking for someone to take the lead on organizing this task. That includes coordinating with the team and reporting back by next week.”

6. “Low-hanging fruit”

Vague: “Start with the low-hanging fruit.”

Begin with the tasks that can be completed quickly, such as finalizing the report draft and submitting the checklist.

7. “In the weeds”

Vague: “We’re getting too in the weeds.”

Clear: “We’re spending a lot of time on small details. Let’s shift our focus to the larger goals for now.”

8. “Let’s table this”

Vague: “Let’s table this discussion.”

Clear: “Let’s pause this discussion and return to it at the end of the meeting.”

9. “Touch base”

Vague: “I’ll touch base with you later.”

Clear: “I’ll check in with you tomorrow morning via email to see how things are going.”

Make Expectations Explicit—Not Assumed

Communicate what is expected in various situations—even those that seem routine or urgent. Written instructions or summaries of verbal instructions can be helpful to everyone, especially for those who benefit from structure and repetition.

For example, if there’s an urgent situation:

• Who needs to respond?

• What do they need to do?

• Where should they go or check in?

• How will the request be communicated?

Consider that some employees may use headphones or tools to help with focus and may not hear overhead announcements or casual verbal requests. Offer alternative methods of notification, such as chat messages, texts, or emails, to team members.

Transparent, inclusive communication is more than a best practice—it’s a cornerstone of effective compliance and team cohesion. In healthcare, where policies must be followed precisely and consistently, vague language or unspoken expectations can create confusion and leave people behind, especially neurodiverse employees who may rely on direct, structured communication to thrive. By replacing euphemisms with specific instructions and making expectations explicit, we not only improve understanding—we foster a workplace where everyone has the clarity they need to contribute with confidence.

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Tips for Neurodiverse-Friendly Training, Education, and Policies

03/28/2025

Everyone deserves to feel included and supported when learning, especially in workplace training or reading policies and procedures.

These tips for neurodiverse-friendly training, education, and policy development help ensure materials are accessible and respectful of neurodiverse individuals, including those with ADHD, dyslexia, autism, visual processing differences, and other cognitive variations.

1. Use Easy-to-Read Fonts

Choose fonts that are simple and clear.

• Good examples: Tahoma and Verdana

• These fonts have clean shapes and generous spacing, which makes them easier on the eyes and brain.

  
  

Why it matters: Fonts like these help reduce stress and mental effort when reading. They’re also easy to use on both printed and digital materials.

2. Choose Larger Font Sizes

• Use at least 14-point font for printed documents.

• Use at least 20-point font for presentation slides.

Why it matters: Larger text is easier to see and process, especially for those with visual challenges, dyslexia, or attention difficulties.

3. Use High Contrast Colors

Stick with dark text on a light background, such as black on white or navy on cream. Avoid low contrast (such as light gray on white) or harsh combinations (like red on black).

Why it matters: High contrast makes text stand out and is easier to read for people with sensory sensitivity, color blindness, or visual fatigue.

4. Avoid Italics and Underlines

Use bold text to emphasize important points.

Why it matters: Italics and underlines can make letters look jumbled or distorted. This can be overwhelming for readers with autism or dyslexia.

5. Add Plenty of Line Spacing

Use 1.5 line spacing or more between lines of text.

Why it matters: Extra space prevents words from feeling too close together. This helps people with ADHD, dyslexia, or visual tracking issues read more comfortably.

6. Keep Text Left-Aligned

Avoid text that’s stretched across the page (justified text).

Why it matters: Left-aligned text has a consistent starting point, which helps with eye tracking and makes reading feel more natural.

7. Use Clear Headings and Structure

Organize content with headings, subheadings, and short sections.

Why it matters: A clear structure supports those with executive function challenges by breaking things into manageable parts. It makes scanning and remembering information easier.

8. Use Bulleted or Numbered Lists

Break complex information into lists instead of long paragraphs.

Why it matters: Lists help with focus, working memory, and sequencing—making it easier to take in and remember key points.

9. Limit Animation and Avoid Flickering

Keep slides and digital content simple and calm. Avoid flashing, blinking, or fast-moving elements.

Why it matters: Flashy animations can overwhelm people with sensory sensitivity and may trigger seizures in those with photosensitive epilepsy.

10. Offer Content in Multiple Formats

Whenever possible, provide:

• Written documents

• Audio recordings

• Downloadable PDFs

Why it matters: Everyone takes in information differently. Some may prefer listening, others may need to read at their own pace, and some may want to review content more than once. Offering options shows respect for all learning styles. 

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Beyond Norms Compliance

11/21/2024

I have spent most of my career in healthcare, with over a decade dedicated to compliance. Currently, I am researching strategies that effectively support neurodivergent individuals and will be sharing those insights here.

Alice Hewson perfectly captures the essence of inclusion in the book Neurodiversity in the Workplace: "You wouldn't ask for a chair when you book a table at a restaurant—you would expect it to be included."  (2024, p. 55)

That principle is at the heart of what I strive to create: a framework where inclusivity is seamlessly integrated, not an afterthought.