Dear Reader,
Last week, I sent my daughter an emoji. Completely innocent in my mind – just a quick, friendly response.
She immediately messaged back: "Mum, do you know what that actually means?"
Turns out, the harmless emoji I'd sent has an entirely different meaning to her generation. I was mortified. Here I am, spending my days helping organisations improve their communication around neurodiversity, and I'd just spectacularly failed at basic parent-teenager communication.
But it got me thinking about how often we assume our words – or symbols – carry the same meaning for everyone.
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The "Learn More" Problem
Yesterday, I was chatting with someone about website design. He mentioned the classic "Learn More" button that appears on virtually every corporate site.
"What does that even mean?" he asked. "Learn more about what? Where will it take me? Will I actually learn anything, or am I just going to another sales page?"
He's right. For many autistic people, vague language like "learn more" creates genuine confusion rather than intrigue. It's not being pedantic – it's that their brains are wired to process language literally. If you say "learn more," they're expecting to actually learn something specific, not decode marketing-speak.
The same goes for phrases we throw around without thinking: "Let's touch base soon." "Circle back on this." "We should grab coffee sometime." To neurotypical people, these are social niceties that don't require literal follow-through. To someone who processes language literally, they're confusing commitments that may never materialise.
When Subtext Becomes a Barrier
My daughter recently got her mock exam results back. She scored an 8 in English Language but a 4 in English Literature.
The difference? English Language is relatively black and white – spelling, grammar, structure. There's a right answer and a wrong answer. She excels at this.
English Literature requires reading subtext, interpreting implied meaning, understanding what an author meant beyond the actual words on the page. She reads the questions literally and struggles to identify the layers of meaning the exam expects her to find.
The ironic thing is that she's incredibly opinionated and articulate. She's exceptional at Sociology, where she can use theory to support her arguments. But ask her to infer what Shakespeare meant by a particular metaphor, and she's genuinely baffled about what the question is even asking for.
We're now having to teach her specific quotes to use based on predicted questions, rather than expecting her to intuitively grasp the subtext. It's not that she can't analyse or argue – it's that she needs the framework made explicit.
One change, immediate action
These aren't just amusing anecdotes about generational differences and GCSE exams. They're examples of how communication breaks down when we assume everyone interprets language the same way.
In your workplace, think about:
Vague instructions that seem clear to you. "Make this more engaging." "Add some personality to it." "We need this to be more strategic." What do these actually mean? To someone who processes language literally, these are impossible to action without specific criteria.
Implied expectations that go unspoken. "We should catch up about that project" doesn't automatically translate to "Please book a 30-minute meeting in my calendar for Tuesday." If you mean the latter, say the latter.
Reliance on reading between the lines. Not everyone picks up on hints, undertones, or what you "really meant." Some people need you to say directly what you need, when you need it, and why it matters.
Feedback that depends on interpretation. "This could use some work" is genuinely unclear. "The executive summary needs to be shortened to one page and should lead with the financial impact" is actionable.
This isn't about dumbing down your communication. It's about recognising that clear, specific language benefits everyone – and for some people, it's essential rather than just helpful.
The emoji incident taught me something important: we're all constantly communicating across different interpretive frameworks. The question isn't whether your communication makes sense to you – it's whether it makes sense to the person receiving it.
And sometimes, that means spelling out exactly what you mean, even when it feels obvious.
Neurodiversity Celebration Week 2026
This year Neurodiversity Celebration Week is 16th-22nd March and PegSquared is offering three distinct sessions designed for different audiences across your organisation. Whether you're looking to understand the fundamentals, discover practical AI tools, or implement immediate workplace changes, we've got you covered.
- For Everyone: Neurodiversity in 2026 explores the questions people actually want answered. When did this conversation start? Why does it matter now? What's the difference between the social and medical models? This session cuts through the noise and provides the context that makes neurodiversity inclusion meaningful rather than just another initiative.
- For Individuals: Neurodiversity and AI offers practical strategies for anyone who's neurodivergent or experiencing workplace challenges that might relate to neurodiversity. Drawing on my own experience of using AI to manage ADHD and build PegSquared, this session shows you how to leverage technology to support executive functioning in ways that actually work.
- For Organisations: Practical Strategies for Neurodiversity focuses on changes you can implement immediately, regardless of where you are in your inclusion journey. No theory-heavy content, just actionable strategies that improve the working experience for neurodivergent colleagues.
Get in touch to discuss which session would work best for your team: tania@pegsquared.co.uk
And finally, a question for you?
What communication misunderstandings have you experienced in your workplace? I'd love to hear your examples.
See you next week.
Tania
FIVE ways you can work with me:
- Neuro-inclusive Recruitment Audit: Understand what practical steps you can take to ensure your recruitment process is inclusive for all.
- Training: From line managers to leaders, global HR teams to recruitment, awareness sessions to champion training.
- Consultancy: Policy writing, process redesign, reviewing neurodiversity materials, data, ERG launches - anything neurodiversity at work related!
- Coaching: One-to-one coaching to help support an individual navigate the world of work as someone who is neurodivergent
- Speaking: From a fireside chat to a keynote, podcast guest to panellist
Reply to this email to find out more!
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