Neuroinclusion Insights ↓
Neuroinclusion Insights ↓
Hear what people are actually experiencing.
Policies, processes, training and environments all shape inclusion. But there is another perspective that matters just as much. How people actually experience them. Our tailored neurodiversity inclusion surveys help organisations understand what is supporting people well, where experiences differ and where thoughtful change could make participation easier.
Insight before assumptions ↓
Good decisions start with better insight.
People can experience the same organisation very differently.
Something that feels straightforward to one person may require considerably more effort from somebody else. A support route may exist, yet people may experience accessing it differently. Managers may feel confident about an approach while colleagues experience something else.
Insight makes those differences more visible. Not to label an organisation as inclusive or uninclusive, but to understand the experience more clearly and make better informed decisions about what happens next.
Where insight begins
Start with what you are trying to understand.
You do not need to arrive with a finished survey. Begin with the question your organisation needs better insight into. We can shape the survey around the people, experience and decisions that matter.
It might begin with
We want to understand how colleagues actually experience support.
Explore communication, adjustments, workload, culture, environments and the everyday conditions that can help people work well.
It might begin with
Recruitment feels clear to us. How does it feel to candidates?
Understand how people experience job information, applications, interviews, assessments, adjustment routes and onboarding.
It might begin with
Managers have learning and guidance. What is happening in practice?
Explore manager confidence, understanding and experiences of discussing neurodiversity, responding to individual needs and making inclusive decisions.
It might begin with
We want a clearer baseline before deciding what to change.
Gather meaningful insight before investing time, budget and energy in wider organisational activity.
People. Context. Experience. ↓
Explore the experience that matters.
Neuroinclusion is about more than identifying barriers. A neuroaffirming survey also explores where people feel supported, what is helping them contribute and where inclusive practice is already creating better conditions.
Colleague experience
Communication, culture, workload, support, adjustments, environments, belonging and everyday ways of working.
Recruitment and candidate experience
Job information, applications, interviews, assessments, adjustments, communication and onboarding.
Manager confidence
How confident managers feel talking about neurodiversity, responding to individual needs and making thoughtful, inclusive decisions.
Customer and service experience
How people experience information, spaces, digital journeys, events, services and other public facing environments.
Look beyond the headline percentage ↓
Listen for the whole experience.
Useful insight is rarely contained in one score. We look at the patterns around it, what is supporting people, where experiences differ, what may require more effort and where change could create greater participation.
What is already helping people work, participate or engage well?
Identify the communication, support, flexibility, environments and everyday practices people already experience positively. These strengths are worth understanding, protecting and extending.
Where are people experiencing the same organisation differently?
Look for variation rather than assuming one organisational experience. The differences can be just as informative as the overall pattern.
Where might participation be asking more of some people?
Explore where clarity, access, communication, environment or support routes may be creating additional effort and where thoughtful changes could improve the experience.
What deserves attention next?
Bring patterns, strengths and differing experiences together so decision makers can see where further understanding or action could create the greatest value.
How we work
Designed around the question you need answered.
Agree the audience, purpose, themes and decisions the survey needs to inform.
Define
What do you want to understand?
Agree who you want to hear from, what experience matters, what you need to understand and the decisions the insight may need to inform.
Design
Ask questions people can actually answer.
Create clear, accessible and neuroaffirming questions shaped around your organisation rather than placing people into a generic survey template.
Listen
Create space for different experiences.
Use inclusive answer options and anonymous routes where appropriate, giving people meaningful ways to describe what supports them and where their experience may differ.
Interpret
Look beyond the headline percentage.
Examine patterns, strengths and differences in experience, including where greater clarity, accessibility or inclusion could support participation and better organisational decisions.
From responses to understanding ↓
Data is only useful when it leads somewhere.
A useful report should give decision makers a clearer picture of the experience behind the responses, not simply a collection of percentages.
What people told us
What is working
Where experiences differ
Where people may be experiencing more friction
Where to focus next
The right next step ↓
Listen. Then decide.
Sometimes the findings give you what you need. Sometimes they reveal a useful next question. Insight helps you choose that next step with greater clarity rather than assuming what the answer should be.
Neuroinclusion Audit↗︎
Explore why an environment, process, document or experience may be creating the patterns people describe.
Neuroinclusion Score↗︎
Establish a structured baseline for a defined experience and make future progress easier to revisit and understand.
Consultancy↗︎
Translate insight into direction when the findings point towards policy, process, organisational or wider neuroinclusion change.
Neurodiversity training↗︎
Build the knowledge, confidence and capability people need when the insight points towards learning and changes in everyday practice.
Start with the question ↓
Want to understand the experience before deciding what to change?
Tell us who you want to hear from and what you are trying to understand. We will help you shape the right questions.
Start a conversation ↗︎