I don't think that's the assumption. The point I was making is that that even for non-neurodiverse people it's exceptionally difficult to communicate in a way t

I don't think that's the assumption. The point I was making is that that even for non-neurodiverse people it's exceptionally difficult to communicate in a way that never leads to someone taking offense or being made feel uncomfortable when working with people from different backgrounds, cultures and experiences, all under high stakes conditions. We all constantly put feet in our mouths despite our best intentions (see the whole concept of micro aggressions) and being able to navigate subtle social situations when that inevitably happens is difficult for everybody. Much more so for someone who is worse at reading nonverbal cues and struggling with anticipating "how will this make them feel?" There is plenty of room for offense and misinterpretation between the most benign accidental faux pas and giant asshole moves, and that's where I suspect most of the rope to hang yourself with lies. There's a quote from He Who Shall Not Be Named here that is an interesting datapoint from a recent event, echoing my point: https://tech.slashdot.org/story/17/11/19/043243 https://tech.slashdot.org/story/17/11/19/043243 . I suspect he wasn't a giant asshole, but maybe others would argue otherwise. In reality I don't expect neurodiverse individuals to end up as cases on HR's desks: I would be shocked to see harassment anywhere near the top of the list of situations that might arise from this push for inclusion. Awkward situations in intra-team interpersonal dynamics? Sure. But real harassment, not likely.