Practical training that changes how your organisation treats neurodivergent employees. Not a tick-box exercise. Not a slide deck you'll forget by Friday. Real understanding from someone who spent a decade on the other side of it.
ADHD and autism awareness for managers and team leads.
What it actually looks like day to day, what helps, what makes things worse, and how to support your people without assuming you know what they need.
Get in touch →What the Equality Act actually requires and how to do it properly.
What counts as a reasonable adjustment, how to have the conversation without making it weird, and how to avoid the kind of mistakes that end up at a tribunal.
Get in touch →Most interview processes quietly screen out autistic and ADHD candidates.
Timed assessments, group exercises, "culture fit" criteria. We go through your recruitment pipeline and sort out what's filtering out the people you actually want to hire.
Get in touch →I look at your physical and digital environment through a neurodivergent lens.
Sensory stuff, communication norms, meeting culture, flexibility policies. You get a report with practical things to change, not a lecture about what you're doing wrong.
Get in touch →1.2 million Autistic people in the UK. Up to 80% of autistic people also have ADHD. Your workforce almost certainly includes neurodivergent people, whether they've told you or not.
When people spend their energy hiding who they are just to get through the day, they burn out. You lose them to sick leave, turnover, and quiet disengagement. The ones who stay are running on fumes.
The Equality Act requires reasonable adjustments for disabled employees. Autism and ADHD are covered. Getting this wrong doesn't just hurt people. It puts your organisation at real legal risk.
Most managers want to do the right thing. They just don't know what the right thing looks like. Generic diversity training doesn't cover the specifics of neurodivergence. This does.
Timed tests, group interviews, "tell me about yourself" openers, and "culture fit" criteria all disproportionately disadvantage neurodivergent candidates. You're losing good people before they even start.
I spent over a decade in corporate tech as an undiagnosed AuDHD person. I know what it feels like to sit in those meetings, deal with those processes, and mask through those performance reviews. That's what makes this different from a slide deck.
There's no off-the-shelf package here. Get in touch and we'll talk about what your organisation actually needs.
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