Neurodivergent people have always been valuable contributors to the workplace. It’s only recently been widely recognised how many workers are neurodivergent and the challenges they face operating in a system that isn’t made for them. Neurotypical expectations and work environments can drain energy, create overwhelm and leave potential untapped. By understanding neurodivergent people and the workplace practices that support them, we can all thrive through inclusion together.
When I first started my career, I had no idea that I had ADHD. Looking back with the knowledge and understanding I have now, there are so many things that could have been done differently to reduce friction in my work life and better leverage my strengths, driving positive outcomes individually, within the team and on an organisational level. I didn’t know how to help myself and the people around me didn’t know how to help me.
There are people like me in the workplace today. I’m on a mission to help them and the people around them by sharing how we can all be more inclusive, whether we know a colleague is neurodivergent or not.
If you have been thinking about how to support neurodiversity in your workplace but are unsure of where to start, NeuroWorks is your trusted guide for inclusive work practices.
Different ways to learn about neurodiversity in the workplace
Just like there is no one-size-fits-all approach for supporting your neurodivergent colleagues, there’s no one-size-fits-all approach for learning about neurodiversity in the workplace. NeuroWorks has a range of delivery options to meet your needs now and as they evolve.
Free webinars
As an individual seeking out more information about neurodiversity in the workplace, I recommend you download the free Thriving Through Inclusion webinar series I hosted this year. The series is designed to introduce people to the key concepts of neuro-inclusion and provide simple strategies for getting started. These 30-minute sessions cover a variety of topics, from establishing psychological safety to facilitating open conversations about differences and show you how simple changes make a huge difference to inclusivity. The recordings also give you insight into my energy and style as a speaker and how well I would align with your organisation.
Download the webinar series HERE.
In-house webinars
The webinar format is a great way to kickstart learning. It’s easier to get a whole team together on an online call and I still make the session very interactive. So I recommend my taster and booster sessions to organisations wanting to explore neurodiversity in their learning and development. We can adapt the 30-minute taster sessions and 2-hour booster sessions to suit the nuances and needs of your organisation.
In the taster session, we usually focus on building foundational understanding of neurodiversity, both the strengths and challenges of the neurodivergent experience and the role everyone plays in inclusion. Then, in the booster session, we build on the foundation with self-reflection, discussion, practical exercises and real-life case studies, giving people greater confidence in the practical changes they can make to their daily workplace interactions. Both sessions end with a 30-day challenge, outlining how to start implementing their learning, and I follow up with the group at the end of the month to reflect on progress made.
Find out more about in-house webinars HERE.
Training programmes
To build deeper understanding, stronger skills and greater confidence in managing neurodiversity in the workplace, follow up these introductory webinars with strategic training programmes. I have designed programmes for managers, neurodivergent individuals, teams and everyone. In these longer sessions, in-person or virtual, we can explore more evidence-based content, engage in an open dialogue and practice using tools that build a more inclusive work environment. They all end with a 30-day challenge and a follow-up a month later for accountability and support.
The training programme for managers and leaders is a full-day facilitated workshop with a pre-session questionnaire and a workbook. For neurodivergent individuals, we have a six-month development programme that blends coaching, reflection, peer connection, and practical learning in a safe and supportive space. Then for teams, we offer a one-day development experience that includes Insights Discovery® so the whole team can understand each other better. If you would like to get everyone involved, we have an introductory half-day workshop designed to help participants appreciate different ways of thinking, learning and working.
Get in touch to enquire about training programmes.
Change starts at the top
If we want to create genuinely neuroinclusive organisations, the commitment has to start at the top. Behaviour breeds behaviour, and what Board and Executive Leadership Teams model, prioritise and reinforce has a powerful influence on the culture that develops throughout an organisation.
So, we are using the Thriving Through Inclusion Roadmap at Board and Executive Leadership Team level to start positive change. It’s more than a learning framework. It’s a practical structure for exploring where the culture is already strong, where the gaps are and where greater attention is needed. From there, leadership teams can identify priorities and create a focused action plan for strengthening neuro-inclusion across the organisation.
The most forward-thinking leadership teams recognise that this is not simply an HR or inclusion initiative. It is an opportunity to value their people, strengthen their culture and make a transformational difference to how people experience work and perform within it.
Importantly, they are also prepared to lead by example, participating in NeuroWorks Booster and training sessions themselves. That visible commitment matters. When people see their most senior leaders learning, reflecting, adapting and doing things differently, it sends a clear message that neuroinclusion matters and we all have a part to play.
What makes NeuroWorks different?
I understand that finding the right facilitator for your organisation is an important part of this learning and development initiative. There are three things we are consistently praised for in feedback after delivering NeuroWorks sessions.
Original framework
All NeuroWorks sessions are underpinned by our Thriving Through Inclusion Roadmap. This is an original 5-step framework I designed to make neuroinclusion practical, memorable and easier to put into action.
The Roadmap grew out of more than 30 years of experience in learning and development, training, coaching and working with managers and teams. I began focusing specifically on neurodiversity in the workplace because I could see a clear need. People wanted to be more inclusive, but didn’t always know what that looked like in everyday practice. The roadmap shows them, introducing practical tools and actions they can use in their day-to-day working lives.
What has been particularly powerful is seeing what happens after the training. I hear that it is often the small tweaks that make a big difference. Asking a different question, listening more carefully, recognising a strength, changing the way something is communicated or adapting an approach to help someone perform at their best may seem like small actions, but when they are practised consistently, they begin to create new, healthier and more inclusive habits.
That is exactly what the Roadmap was designed to achieve. It’s more than simply greater awareness of neuroinclusion. It turns awareness into action, action into everyday behaviour, and everyday behaviour into lasting change. Crucially, it builds the confidence to become active participants in creating inclusion, rather than seeing inclusion as something that sits solely with HR or with someone else.
Turning learning into lasting change
I believe the real measure of success is what happens after a NeuroWorks session. Understanding neurodiversity in the workplace is important, but neuro-inclusion only happens when people begin to do things differently. Leaders understand this. One of the things I hear most often when organisations brief me is that they don’t want training that creates a great experience on the day but changes very little afterwards. They want learning that is sustainable and leads to lasting change.
That is why every NeuroWorks workshop and webinar ends with a 30-Day Challenge, directly translating the Thriving Through Inclusion Roadmap into small, practical actions that people can start using immediately.
For 30 days, we encourage participants to keep the Roadmap front of mind. Notice their existing behaviours, consciously try something different and keep practising. Repetition is key. A single action may feel like a small tweak, but when positive behaviours are practised consistently, they start to become new, healthier habits. Over time, those individual habits influence teams, and collective habits begin to shape organisational culture.
We then bring people back together for a 30-Day Challenge Review, providing accountability and an opportunity to share successes, discuss challenges and learn from one another. These conversations are incredibly valuable because they reinforce that sustainable change rarely comes from one dramatic intervention. More often, it comes from small, intentional changes, repeated consistently until they become simply the way we work. That is how training creates lasting impact. Awareness turns into action, action into repeated behaviour, and repeated behaviour into sustainable, inclusive habits.
Learning and development expertise that turns understanding into action
NeuroWorks brings together two important perspectives, deep expertise in learning and development and a real understanding of neurodiversity, both professionally and through lived experience.
I have spent more than 30 years working with leaders, managers, teams and individuals, initially through HR and subsequently through leadership development, team development, training and executive coaching. This means I understand the realities of organisational life, including what leaders are trying to achieve, the pressures managers face, how teams work together and, importantly, what helps people change their behaviour. In my sessions, the learning is translated into practical tools, conversations and behaviours that people can use in the workplace straight away.
My own lived experience, supporting two neurodivergent children and recognising my own ADHD, adds another important dimension. There are many things I wish had been understood or done differently for me, and things I hope will be different for my children. Combined with my professional training in neurodiversity, this helps me bring lived experience into the room while always translating it into relevant, practical workplace learning.
Many of the people I work with already care deeply about inclusion and want to support their neurodivergent colleagues. What can hold them back is uncertainty. What should I do? What should I say? What if I get it wrong? The outcome they are looking for is not simply greater knowledge. It is greater confidence and capability, giving people the understanding, tools and practical experience to move from good intentions to inclusive action.
Ultimately, NeuroWorks is about helping people feel confident enough to notice, ask, listen, adapt and do things differently. Then they create small changes in everyday behaviour that can make a significant and lasting difference to how people experience work. If NeuroWorks sounds like the right fit for your organisation, contact me to start a conversation about how we can help your people thrive through inclusion.
