Neurodiversity at Work
What is Neurodiversity Support at work?
Neurodiversity support helps people and organisations make sense of thinking and processing differences in working life.
Many neurodiverse professionals are doing good work. But sometimes that work feels harder than it should be, or others start to misinterpret intent or behaviour. That’s when targeted support can make work more effective.
Neurodiversity support brings clarity and practical strategies to navigate the workplace, whether someone already has a diagnosis, is thinking about pursuing one, or prefers to seek support without pursuing a formal label.
“Both individuals and organisations benefit when people play to their strengths”.
When Neurodiversity Support is most helpful
Business performance depends on people consistently delivering, working well together, and sustaining performance over time. When neurodiversity is not properly understood in a work context, it can limit potential and create avoidable problems in delivery, relationships, and risk.
Common triggers for additional support include:
Someone is putting in a disproportionate amount of effort to stay on top of work, and it is starting to affect delivery, wellbeing, or absence.
They have clear strengths, but the impact they are having on colleagues, clients or stakeholders is getting in the way.
Their job or context has changed, and the ways they used to manage workload, priorities and communication are no longer working as reliably.
They have had the same feedback more than once, they are trying to address it, but the necessary progress is not happening.
A recent diagnosis has raised practical questions about what needs to change at work, and how to handle this well with managers or stakeholders.
There is a desire to explore neurodiversity more formally, particularly where clarity would help decisions about support, expectations, or next steps.
Benefits of getting your neurodiversity strategy right
When neurodiversity is properly understood in a work context, the impact is practical and measurable.
Strengths are used deliberately, not accidentally.
Expectations are clearer, and delivery becomes more consistent.
Feedback is easier to act on because it is grounded in how someone actually works.
Communication improves, reducing repeated tension or correction.
Managers and teams spend less time navigating misunderstandings and more time focused on delivery.
Individuals can sustain performance without unnecessary burnout, absence or escalation.
Career progression is supported, rather than limited by issues that can be addressed with the right support.
Teams benefit more fully from cognitive difference, rather than working around it.
When handled well, neurodiversity becomes part of how an organisation strengthens performance, supports growth, and optimises talent in the business.
“You cannot optimise talent you do not properly understand”.
Our Neurodiversity Support Services
Strengths and Strategies
Not everyone needs or wants a formal diagnosis. Our Strengths and Strategies tool offers a structured way of exploring how someone’s cognitive style shows up at work, without requiring an official label.
The process clarifies what helps someone perform at their best, where they experience difficulty, and which practical changes are most likely to improve delivery, relationships, and sustainability.
The outcome is a clear written summary that supports informed conversations, realistic expectations, and targeted adjustments that make a measurable difference.
Neurodiversity Coaching
Neurodiversity coaching focuses on the practical changes that improve performance and working relationships.
Coaching creates a structured space to work through the specific patterns that are getting in the way, and to test new approaches in real working situations.
The focus is on helping people play to their strengths, improve impact, and deliver in ways that are sustainable and well understood by the people around them.
Our coaches are all fully trained and accredited, and have significant experience working with Neurodiverse clients.
Diagnostic Assessments
For individuals who want to explore diagnosis more formally, we offer psychologist-led diagnostic assessment for dyslexia and dyscalculia. This can support applications for workplace or exam adjustments (including for professional qualifications).
Working in line with best practice, we use a range of cognitive and literacy assessments to create a robust profile and identify any specific learning difficulties arising from this.
If a diagnosis is not needed, our Strengths and Strategies tool is often a better solution.
Support for Managers
Managing neurodiversity well requires clarity, confidence, and practical judgement. Many managers want to do the right thing, but feel uncertain about what is reasonable, what is expected, and how to balance inclusion with performance standards.
We provide targeted support for managers who are leading neurodiverse individuals. This may involve structured conversations, guidance on setting expectations, support with feedback, or advice on adjustments that improve performance without lowering standards.
The focus is on helping managers lead fairly, confidently, and effectively, whilst maintaining accountability and delivery.
Neuro-Inclusive Communication
Leaders set the tone for how people connect, contribute, and feel valued
Our solutions explore how to make workplace communication more inclusive, supporting leaders to communicate with awareness, clarity and respect for different individuals. We look at how differences in thinking, communication, and processing can influence conversation, and how small adjustments can create clarity, fairness, and psychological safety.
Inclusive conversations create stronger teams and healthier cultures, where people can think, speak, and perform at their best.
Job Crafting for Teams
Work roles are rarely designed with cognitive strengths in mind. This workshop helps individuals and teams examine where time and energy are spent, where strengths are underused, and where small shifts in responsibility or process could improve performance.
The focus is pragmatic. It is not about lowering expectations, but about aligning work more intelligently with capability.
The result is clearer contribution, a stronger shared understanding of strengths across the team, and performance that is more consistent and easier to sustain.