[BRAND NEW] – How to Build a Neuroinclusion System That Actually Reduces Absence, Attrition and Tribunal Risk.
Included in this guide is;
- The three things your neuroinclusion training programme must include to impact on results
- The seven core competencies your managers must know to be able to confidently handle neurodiversity
- The three step process that your managers can use to identify and implement effective reasonable adjustments for neurodivergent staff.
Built On Evidence, Translated For Your People.
7 Years Of
Experience
300 + Pages of Legislation read
50+ Research papers studied
The Three Pillars Needed To Turn Policy Into Practice That Delivers Results
The reason that most neurodiversity training doesn't translate into a reduction in absence, attrition and tribunal risk is because it doesn't give your managers a clear process to follow when supporting their neurodivergent staff or a container for them to build their confidence and get expert feedback.
Drawing on my 7 years of experience as an educator sepcialising in curriuclum design I outline the three key things you need to include in your neurodiversity training programme if you want youryour investment to actually turn into clear ROI.
The Seven Core Competencies Your Managers Need To Support Neurodivergent Staff With Confidence
It isn't enough for your managers to simply know about a handful of neurodivergent conditions. They need up to date knowledge that is then translated into the actual skills that they can apply when working with their neurodivergent staff members.
In this guide we have outline what those 7 core competencies are and why they are essential things to include in your neuroinclusion training programme.
The 3 Stage Roadmap That Makes This Simple To Understand And Even Easier To Implement
You don't have to do this alone. In this guide we show you the three stage process that we have developed which meets all the above criteria.
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