Waiting for someone to speak up is not the same as creating a safe, inclusive workplace.

It’s a phrase we hear often when discussing accessibility for business travel:

“Well, they’ve never asked for adjustments.”

It’s usually said with good intentions.
The manager thinks they’re being fair.
The employer assumes no news is good news.

But here’s the truth:

📢 Just because someone hasn’t asked, doesn’t mean they don’t need support.

Especially when it comes to neurodivergent staff and accommodation while working away from home.

Because silence doesn’t equal comfort.
Often, it means the exact opposite.

The reasons people stay silent

Let’s dig into why a neurodivergent employee — or contractor — might not request an adjustment for their stay:

1. They’re undiagnosed

Not everyone with sensory or executive functioning needs has a formal diagnosis. They may not realise their struggle is legitimate — or that support is even an option.

2. They’ve had bad experiences disclosing

Maybe they spoke up in a previous role and were labelled “high maintenance” or “difficult”. That memory sticks.

3. They don’t want to be treated differently

Masking is exhausting — but many neurodivergent people do it anyway, especially in professional settings where they fear being misunderstood.

4. They assume it won’t make a difference

If workplace culture hasn’t shown a commitment to inclusion, many employees believe that asking is pointless.

The cost of waiting for a request

Let’s be clear: if you wait for someone to tell you they’re struggling, it may already be too late.

You might never hear:

• “I’m not sleeping in that hotel room.”
• “The lighting is sending me into sensory overload.”
• “I’m burnt out from masking all day, and the accommodation isn’t helping.”

But you will notice:

• 📉 Dips in performance
• 📉 Missed deadlines or lower productivity
• 📉 Emotional shutdown or irritability
• 📉 Unexpected resignations or requests for reassignment

These are consequences, not complaints.

And they can be prevented.

Why inclusive accommodation should be proactive

If we design for the “average traveller,” we exclude the very people who need support most.

🧠 You already have neurodivergent people in your workforce — whether they’ve told you or not.
🛌 And if they travel for work, they need accommodation that helps them rest and recover, not just “make do.”

When you book through Diverse Nation, you’re not just offering a bed.

You’re offering:

• ✅ A quiet, sensory-underloaded space
• ✅ Predictable routines and instructions
• ✅ A supportive, low-stress environment
• ✅ A chance to function — not just survive

All without someone needing to put their hand up and ask for it.

“But won’t this mean spending more?”

Not necessarily.

Neuroinclusive accommodation isn’t about gold-plated bathrooms or designer décor.

It’s about thoughtful design:

• Calm colours, soft lighting, sound reduction
• Clear signage and visual guides
• Private spaces and regulation-friendly layouts

These aren’t extravagant extras — they’re basic necessities for many neurodivergent people.

And the return on investment? Huge.

🧩 Reduced sick leave
🧩 Increased morale
🧩 Lower staff turnover
🧩 Better output from rested, regulated workers

How to embed inclusive stays without waiting to be asked

Here’s how to flip the script in your organisation:

1. Make inclusive travel the default
   Use neurodivergent-friendly providers like Diverse Nation from the outset
2. Train your travel bookers and managers
   Help them understand hidden needs and design accommodations accordingly
3. Normalise conversations about adjustments
   Make it clear that support is always available — no justification needed
4. Review feedback anonymously
   Invite staff to reflect on their accommodation experience without naming themselves
5. Lead by example
   When leadership champions inclusion in travel, it sets the tone throughout the business

Don’t wait to be told someone’s struggling.

Assume someone already is — and design for them.

Because real inclusion doesn’t ask people to be brave enough to speak up.

It creates an environment where they don’t have to.

🟢 Book inclusive, neurodivergent-friendly accommodation at www.diversenation.co.uk
🟢 Support your team without waiting for a diagnosis or a plea for help.

Your people shouldn’t need to struggle in silence.