Introduction to Neurodiversity: Build Practical Skills for Inclusive Management

Course overview

Support the 15–20% of your workforce who are neurodivergent to perform at their best. This practical, evidence-based one-day course gives managers and HR professionals the tools to create psychologically safe teams where all talent thrives. With 1 in 7 adults neurodivergent and 550,000 on NHS ADHD waiting lists, many high performers may be undiagnosed or unsupported, and 72% won’t disclose needs without trust. We move you from awareness to action.

You’ll learn to understand neurodivergence beyond the myths, build psychological safety for authentic disclosure, create targeted, low-cost accommodations, and develop confidence in supportive conversations you can scale across your organisation.

Core topics include the five neurodivergent profiles (ADHD, Dyslexia, Autism, Dyspraxia, Dyscalculia), legal duties under the Equality Act 2010 and ACAS guidance, inclusive communication styles, and the ASIA conversation framework. Through real-world case studies and practical planning, you’ll design simple changes with big impact, reducing burnout and absence, improving retention and engagement, and unlocking strengths like creativity, hyperfocus and innovation.

You’ll leave with a workbook, templates, conversation cards, and a digital resource library, plus a clear action plan tailored to your context. Ideal for managers, team leaders and HR/OD professionals ready to embed inclusive practices and build teams where people feel safe, supported and able to do their best work.

Course benefits

• Enhance team performance and retention by understanding how to support neurodivergent employees so they can thrive and contribute at their best.
• Reduce burnout and absenteeism through practical strategies that create psychologically safe, supportive workplaces.
• Unlock hidden talent and innovation by recognising and leveraging the unique strengths of neurodivergent thinkers.
• Improve communication and collaboration with tools to adapt language, feedback, and working styles for diverse teams.
• Increase confidence in managing sensitive conversations using proven frameworks for disclosure and support.
• Strengthen legal compliance and reduce risk by understanding Equality Act 2010 obligations and reasonable adjustments.
• Implement practical, low-cost adjustments that make a measurable difference to productivity and engagement.
• Build an inclusive leadership culture grounded in empathy, awareness, and evidence-based management practices.