15 Ways Neuroinclusion Can Support the Whole Team During the Holidays

Tackle Burnout & Build Better Culture

The holidays can be a time of joy, connection, and celebration. They can also be a time of exhaustion, feeling overwhelmed, and deregulation. While no two people are the same, including neurodivergent people, the holiday season is a time of shared distress for many in the neurodivergent community.

These tips and tricks, curated by an AuDHD (Autistic and ADHD) culture and belonging professional, are to help managers, office party planners, and anyone else who is interested in creating a buffer during the holiday season for those who navigate the season with unseen needs.

Communication

1. Direct communication is a gift.

• • It is common for people to feel like the “nice way” to communicate difficult information is by sugar coating, beating around the bush, or the famous white lie. However, many Neurodivergent people have a literal communication style, meaning we interpret the words people use to mean exactly. This can create a mismatch in expectations and confusion over unexpected outcomes.
  • Consider the difference between a hesitant “don’t worry, it’s no big deal” and “I am not upset with you, but I would appreciate it if you did not [say/do] that again.” “It’s no big deal” can signal that an action did not impact the person speaking and lead to the same or similar situation repeating and creating tension. Say what you mean, and mean what you say.

2. Clearly communicate that activities are voluntary and allow people to opt out without judgment.

• • Whether it is an after-work holiday gathering that can wear down social batteries, Secret Santa exchanges that rely on indirect social cues, or activities that require an unmet level of coordination, we all have strengths, weaknesses, and preferences. Be sure to communicate the voluntary nature of activities and events often. Allow people to opt in and out of what will bring them joy.

3. Select phrasing with rejection-sensitive dysphoria (RSD) in mind.

• • Many Neurodivergent individuals experience RSD, which can make relatively neutral interactions feel like crushing rejection. Small shifts in phrasing, like replacing “You can come if you like” with “I would love for you to join me if you are interested,” can mean the difference in your colleague showing up for that after-work event or obsessing over why you don’t like them for weeks.

4. Offer exit plans.

• • Trying to balance not leaving too early or overstaying your welcome is stressful. Communicate broadly what time events end, and that it is okay to leave early. You can always share an itinerary of your event to make sure no one misses the fun and they are excited to join.
  • If you are aware that someone who struggles with social context or sensory overwhelm is attending an event, reach out ahead of time to see what they might need for a comfortable exit, whether it’s a clear plan on when to leave or a signal to let you know it’s time to go.

5. “No” is a complete sentence.

• • Whether you are inviting someone to participate in a Secret Santa, asking them to try a bite of the dessert you made, or trying to rally folks to a holiday event, no means no. Sometimes our desire for others to feel included clouds what they need to feel accepted. No is a complete sentence, and we should accept that without applying pressure or expecting an explanation.

6. Seek direct feedback.

• • In advance of an event, solicit feedback from the people you would like to include. This can be a casual conversation for small events or a survey for larger corporate events. Surveys can offer a place for people to give preferences, food aversions, mobility needs, or opt in and out of activities. This takes the guesswork out of planning and gives everyone a chance to ask for what they need.
  • After an event, check in with those who attended and see what they loved or if they wished anything was different. You can even ask those who didn’t attend if there is anything you can do next time to make them feel more welcome.

Environment

7. Scent is a sensory experience.

• • This is an element that often goes missed. Scents can cause headaches or sensory overload. They can be calming or invigorating. The best approach to scent is to keep it optional. Skip the overpowering candles and diffusers. If you want to add scent to your event, opt for items that have a smaller radius and place them in noncritical areas, avoiding spaces with food.

8. Create a low-sensory stimulation space.

• • All the noises, lights, smells, and social pressure can be incredibly exhausting (to anyone!). A room or space with low (or no) lights, weighted lap pads, noise reduction options, and minimalistic decor can serve as a reprieve for folks to recharge, reset, and restore enough to rejoin your event.
  • If you have the means, offer a variety of seating. Seating with minimal touch points (like floor cushions or stools) and a sense of compression (like pod-style chairs) are great options. If you want to go the extra mile, you can offer eye masks and ear pods with sound reduction. (Pre-event surveys can help inform how many guests might need these items while managing costs.)

9. Create opportunities for sensory engagement.

• • Just as some of us need to turn the world off, sometimes some of us need to turn it up. Fidgets, active seating like wobble stools, and spaces to move can be exactly what someone needs to escape the feeling that their body is trying to escape their skin.

10.  Stage spaces with room to move and retreat.

• • Crowds can be incredibly overwhelming. Whether it’s the panic of feeling like anywhere you stand is in the way, feeling too exposed, or just wanting to avoid constant interaction, the ability to find a comfortable space (or an exit, if needed!) can make social experiences more enjoyable. Arrange seating, food stations, and activities away from exits, and use them to create a flow of traffic that gives guests space to move about freely.

11. Just like people, social batteries come in all shapes and sizes.

• • Some people thrive in social situations, and for some people, it is exhausting. The time and circumstances we need to recover from different activities are as unique as we are. Keep this in mind when responding to time off or flexible work requests, scheduling events, or before pushing someone to participate in an activity they may not have the energy for.

12. Build in break time.

• • Outside of work, your employees might be navigating disruptions to routine from increased social expectations, higher levels of personal stress, or feeling drained from the consistent sensory overload of loud Christmas music and flashing lights taking over everyday life. Pick a day of the week when your team will not schedule meetings, have more flexible working options, or work a half day.
  • If there is a lull in your usual operations, instead of finding ways to fill your team’s schedules, offer them time to work on career development opportunities in line with their personal goals, a stretch project they find meaningful, or give them some time back.
  • Intentional downtime allows everyone to drop their shoulders and unclench their jaws. For Neurodivergent people, some guilt-free, built-in break time can be the difference in staying energized through an entire event or being burnt out for days to follow. During events, build it into schedules, announce it between activities, but make sure to make time for downtime and communicate it clearly.

13. Normalize stimming.

• • Stimming is one of the behaviors I feel most pressured to mask in public or unfamiliar social situations. Staring, moving away from a person, or reacting with disproportionate urgency when someone is stimming is a reminder that there is an unfair stigma associated with these harmless comfort habits.
  • Stims are a form of self-regulation that help to navigate overwhelming environments. When we feel pressured to mask our stimming, it can increase neurological overwhelm and decrease our capacity to engage in daily activities. Some examples of stimming are rocking, hand-flapping, picking at your skin or fingers, hair-pulling, hair twirling, making repetitive sounds, humming, tapping, or chewing non-food items. This is not an all-inclusive list. Many stims include repetition or immersion, like repeating the same phrase or staring at a certain pattern or movement.
  • While some Neurodivergent people are capable of masking, no one should have to. It diminishes our energy and our mental health. Be a part of normalizing these behaviors. If you have a reason to believe that someone is stimming from a place of distress, calmly and quietly check in the same way you would with a friend who looks a little tired, rather than rushing to someone who might already be overstimulated and drawing unnecessary attention.

14. Offer safe foods.

• • Offer a variety of safe, plain foods that don’t leave folks who are skeptical about trying unfamiliar foods surviving off chips or pretzels for the duration of the events, or unable to enjoy meals and snacks offered at the office. (Surveys, again, are a wonderful way to be prepared for food preferences, aversions, and special diets alike!)

Most Importantly

15. Center connection

• • Connection is the real reason for the season. Keep this in mind as you navigate planning, accommodations, and the potential that some people may not be interested or energized enough to participate in an event or activity you hoped they would join.
  • Navigating the holidays with curiosity and a genuine desire to make everyone feel like they belong can significantly improve how Neurodivergent folks experience the season. Being intentional about communication and supporting your employees’ needs creates a stronger culture, more responsive teams, and increases the wellness and engagement of all employees. Knowing and understanding someone as their genuine self is a gift that goes both ways.

When we approach the holidays with intention, curiosity, and care, we make room for every employee to feel grounded and connected. Neuroinclusive practices aren’t extras; they’re pathways to healthier teams, more sustainable energy, and workplaces where people can genuinely thrive. That is the true gift of the season.