Neurodiversity Training
XXX that translates your policies Into simple to implement day to day actions that make a difference.
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The CREATE Live Training gives your managers a clear, repeatable system for identifying and implementing effective reasonable adjustments bespoke to your organisation and practical enough to use from day one.
Key outcomes include:
- Managers know how to open the conversation with a neurodivergent employee using a structured approach that creates the conditions for honesty through building psychological safety and framing the conversation as support not interrogation.
- Managers can identify the specific friction points in how work is designed for that individual and be able to find effective adjustments that support this challenge to create meaningful impact on the employees productivity and wellbeing.
- Managers have a clear, repeatable process they can go back to every time, so support doesn’t depend on who the manager is or how confident they happen to feel that day.
The result is managers who act, rather than managers who avoid which leads to neurodivergent employees who feel genuinely supported and able to thrive in their roles.
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The gap between your EDI policy and what’s REALLY happening is wider than anyone’s admitting.
Most organisations have robust EDI policies and some may even have a specific neurodiversity one. The HR manager probably knows theses policies like the back of their hand. They know exactly what should be happening, what reasonable adjustments are, and the risk of getting it wrong but the problem is that they’re not the ones implementing it on the ground day to day.
The manager likely hasn’t revisited the policy since their onboarding, and it’s even more unlikely that they’ve been given a clear process that translates it into realistic actions they can implement with their neurodivergent staff.
None of this is about blame, it’s being honest about the situation as this is the only way that you can move forwards.
Managers are overloaded and trying their best to keep their head above water but they’re being set up to fail and at real legal risk, if they don’t have the practical tools, scripts and resources to actually implement this.
Awareness around Neurodivergence doesn't create manager capability. Action does.
No matter how much training you do about the symptoms of ADHD or the signs of Autism, it won’t bridge the gap between the policy and effective day to day support. Neurodiversity awareness training is a sign of good intentions and an organisation who genuinely cares about getting it right but it isn’t going to get you the results that you are looking for.
The reason most neurodiversity training doesn’t stick is because the training talks about abstract scenarios that bear no resemblance to the actual challenges YOUR managers are facing in YOUR organisation, in YOUR sector, with YOUR workforce.
What closes the gap is a repeatable process that makes those conversations feel manageable rather than terrifying and then taking that process and tailoring it specifically to the situations your managers are actually dealing with.
Our approach
Stage 1 - CREATE Consultation Call
A free 30-minute diagnostic conversation where we work together to find the specific challenges and friction points you’re seeing which is where the gap between policy and practice is sitting.
This is where we understand the specific challenges of your context and how we would mould the training to bridge the gap between the policy and the day to day implementation.
Stage 2 - Training Scope
Using what comes out of the call, I shape the session so it reflects your actual management scenarios, your workforce, and the specific situations your managers are struggling with.
Stage 3 - Training Delivery
I then deliver your training for up to 3 hours to 20 delegates this can be done online or in person to meet your workforce needs. . Your managers leave with a process they understand, a workbook to refer back to, and access to the e-learning to reinforce what they’ve learned.
What's included?
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Live training
Up to three hours of live training delivered either online or in person. (Price differs accordingly.)
Bring your team
Up to 20 delegates per session.
Guided workbook
A guided workbook for each delegate to use during and after the session so they can give full focus to knowledge application rather than having to take endless notes.
E-learning programme
Access to the CREATE e-learning programme as a reference and reinforcement tool which they can access to support them in every future conversation.
Bespoke to you
Training shaped around your organisation’s specific context, sector and challenges.
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What to expect
What can you expect from your bespoke neuroinclusion training?
This training is designed around the CREATE framework which is a clear, repeatable process that allows managers and neurodivergent employees to work collaboratively to implement effective reasonable adjustments that really make a difference. It takes the CREATE framework and applies it specifically to your organisations context and workforce needs.
What’s covered?
- Introduction to what reasonable adjustments are and when they can be applied, making ACAS guidance easy to understand for your managers.
- Clarity - How to open up a collaborative conversation with the exact scripts to use and questions to ask
- Review - The 3 areas to review in order to find the specific friction points effecting the employees productivity and wellbeing. Looking at specific examples relating to your context ( A customer facing role will be very different to a heavy admin or operations type role.)
- Explore - How to use the diagnostic tools and adjustment libraries to find the right strategies and tools that will bridge the gap between the friction point and succeeding in the role. This section also looks at relevant assistive technologies and AI software that is relevant for your workplace.
- Agree - How to agree and record the agreements through personal profiles and adjustment passports to mitigate risk of tribunal and to support the employee through future manager changes.
- Trial - How to effectively monitor and review the success of the adjustments collaboratively with the employee. This is all about being proactive about finding the right support early on and avoiding employee disengagement, absenteeism or resignation.
- Embed - Moving from adjustments to job crafting, aligning the role with the employees strengths and harnessing their unique innovation thinking, problem solving and creativity as a strategic advantage for the organisation.
FAQs
What happens on the consultancy call?
It’s a 30-minute diagnostic conversation, not a sales call. I ask questions about what’s specifically happening in your organisation such as the patterns you’re seeing, the friction points and where the gap between your policy and day-to-day practice really sits. You don’t need to prepare anything specific. You’ll leave with more clarity than you came in with, and a clear sense of whether the training is the right fit.
How is this different from awareness training we’ve already done?
Awareness training tells your managers what neurodivergence is. This trains them in a process for doing something about it. The distinction matters because knowing what ADHD is doesn’t tell you what to do when a staff member is struggling. CREATE gives managers a repeatable system they can use every time, shaped around your specific context so it reflects the situations they’re actually dealing with.
Can we run this for more than 20 people?
Yes. If you have a larger management population, get in touch on the consultation call and we’ll work out what makes sense for your organisation. We also deliver consultancy packages on a case by case basis with experience of designing bespoke products for organisations with a 60,000 strong workforce.
Is this CPD accredited?
CPD accreditation is in progress. If this is a requirement for your organisation, mention it on the consultation call and I’ll give you an update on timelines.
What if it's not the right fit?
The consultation call is specifically there to make sure it is before anything is booked. If the training isn’t the right solution for where your organisation is right now, I’ll tell you that on the call.
What if I need sign off before the call?
Most HR managers aren’t the only decision-maker here. If you need to make the case internally, here’s the commercial argument in plain language.
The direct cost of replacing one employee is estimated at between 50% and 200% of their annual salary. This averages around £30,000 when you factor in recruitment, onboarding, and the productivity gap whilst someone new gets up to speed.
The stark reality is that 45% of neurodivergent people have lost or left a job due to being misunderstood at work, and neurodiversity-related employment tribunals rose 95% between 2020 and 2025. These are both things that have a significant negative impact on your organisation and more importantly are things that can actually be mitigated.
One retained employee pays for this training many times over, even before you factor in the reduction in absence costs,tribunal risk, and the productivity gains from managers who actually know how to support their teams.
This is a clear commercial case for investment.
If it would help to have something to share with your leadership team, reply to the consultation call confirmation email and I’ll send you a one-page business case you can use internally.