Our Big Promise To You
Join us in person this October to learn how to identify and implement effective reasonable adjustments for neurodivergent staff.
So That You Can...
Reduce Neurodivergence Related Absence
Reduce Neurodivergence Attributed Attrition
Protect Yourself From Tribunal Risk And Costs
But More Importantly...
So that you can leverage the Neuro-Potential™ of your staff and empower them to make meaningful impact on your service users.
Event Dates;
How Familiar Does This Sound?
You organisation already has all the bells and whistles.
An EDI policy, an absence policy, performance management systems and an LMS brimming with awareness E-Learning.
But here's what none of that is showing you...
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It doesn't tell you how to respond when somebody on your team mentions they think they might be neurodivergent, but they don't have an official diagnosis, and you genuinely don't know what you're now obliged to do, or how fast.
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It doesn't tell you the best way to approach giving feedback. Especially when you need to address something that's a real problem but you think it might be linked to someone's neurodivergence, and you're not sure whether raising it makes you a good manager or a discriminatory one.
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It doesn't tell you what to do when one person gets an adjustment and the rest of the team clocks it within a week and kicks up a fuss so that you're left holding a conversation about fairness that nobody trained you for.
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It doesn't tell you that wanting to do the right thing so badly might actually mean that you end up overcorrecting or overreacting ending up with you handling someone's disclosure clumsily, or making it about you, when it was never meant to be a big thing at all.
If any of that felt like I've been reading your diary then , you're exactly who this session is for.
Because nobody's ever actually shown you what effective neuroinclusion looks like in those exact moments, and we're here to change that.
Grab Your Ticket and Get Ready.
We're Going To Show You What It Really Means To Make Neuroinclusion Simple But Effective.
It's gauranteed to leave you with a new perspective and a clearer path forwards.
Why Is This So Much More Than Just Another Neurodiversity Awarness Session
Awareness alone was never going to give you the answers, we're so far past that at this point.
The way that we see it, leveraging Neuro-Potential™ is like going over a bridge.
Right now most organisations are standing on one side of bridge. That side is all about reactive tactics by identifying a problem only when it reaches crisis point and then scrambling to support it. This is completely necessary work, but it's only half the picture, and it's the strategy that keeps you firefighting and lets be honest exhausted!
The other side of the bridge is where organisations stop reacting to individual problems and start building a culture that lets every brain in the building do its best work, not just the ones you've had to make a formal adjustment for.
We call that Neuro-Potential™, it's grounded in real neuroscience and organisational psychology, not just good intentions.
This session is designed to clearly show you how to actually walk over that bridge.
In Order To Learn How to Implement Effective Reasonable Adjustments That Unlock the Neuro-Potential™ of Your Workforce, You Must Know...
By the end of this 2 hour session you will ;
What
Exactly what you are trying to achieve through implementing neuroinclusion, because reducing absence and risk is only half the goal, there's a bigger, more valuable outcome waiting on the other side of it.
Who
Have a clear roadmap to implementing effective neuroinclusion that overcomes specific barriers on a person by person basis rather than a corporate policy that gathers dust on the intranet and doesn't actually create results.
Why
Know the real cost you are leaving on the table is you are not implementing neuroinclusion effectively including the data behind absence, attrition and tribunal risk.
How
Know exactly what it actually takes to cross the bridge including the difference between awareness training and something that actually translates the policy into practice.
Trusted by:
Why is Neuroinclusion a strategic priority?
The maths doesn't lie. This isn't scare tactics, it's being really honest about what could be possible for your organisation if you weren't bleeding money that could be invested to more effective uses.
Here's a quick look at what those costs could be.
£45,000
£45,000 is the average tribunal award for a disability discrimination claim, before legal fees, HR time and internal disruption are even counted.
Claims involving neurodiversity have nearly doubled in the past year alone.
51%
51% is the proportion of neurodivergent employees who've taken time off specifically because of their neurodivergence, according to City & Guilds' 2025 research.
This is a huge potential risk for something that has a practical soloution.
£547
£547 is the average direct cost of a single day of unplanned absence, per employee, in the UK.
If 1 in 7 of your staff are neurodivergent (and the research says they are), that's a massive bill before you add the cost of cover, effects on productivity and the HR time dealing with it.
October is ADHD Awareness Month.
This timing isn't a coincidence.
Between 2020 and 2026 there's been a 694% rise in the late diagnosis of ADHD in women alone, and the Donaldson Trust now estimates that 1 in 7 UK adults are neurodivergent in some form.
Your workforce has changed faster than most training budgets or policies have kept up with, and disability discrimination tribunal claims are rising to match it.
ADHD Awareness Month is the perfect time to come together with other leaders who are grappling with the same challenges to discuss the soloutions and paths towards effective neuroinclusion.
This session is a useful way to get ahead of it, in the room with people facing exactly the same thing, rather than working it out alone at your desk.
"You don't improve performance by trying to change the person. You improve performance by creating the conditions that support that person's brain, and the way it works."
Steph Nelson
Founder of Neurocreators LTD
About Your Host Steph Nelson
Steph Nelson is the founder of Neurocreators.
She specialises in helping organisations move from confusion, and often fear, to practical, effective support for neurodivergent staff.
Her approach draws on seven years working as a secondary school teacher, alongside hands-on neuroinclusion consulting with organisations of over 60,000 people.
She’s known for;
- Translating complex psychology and neuroscience into the kind of practical action that actually sticks
- For spotting the barrier everyone else has walked past
- For helping teams make changes that last well beyond the training session itself.
