Neuroinclusion insights & surveys.
Measure Neurodiversity Inclusion Across Your Workplace.
Neuro Tide’s neuroinclusion insights and surveys give HR, senior leaders, people leaders and estates teams the data they need to remove invisible barriers, protect wellbeing and improve performance.
We design and deliver neurodiversity and neuroinclusion surveys that show you how inclusive your workplace feels, where neurodivergent colleagues are thriving, and where change is urgently needed across the full employee lifecycle and your physical environments.
Why Neuroinclusion Insights Matter.
Awareness Builds Empathy. Data Builds Change.
Our surveys give you:
A clear view of how neuroinclusive your culture feels today.
Insight into differences between neurodivergent and neurotypical employees.
Evidence you can share with HR, senior leadership, estates and unions.
A baseline for your neuroinclusion strategy, audits and action plans.
Instead of guessing or relying on one-off stories, you get a measured, anonymised picture that helps you prioritise, budget and communicate with confidence.
Built for HR, Leaders and Estates Teams.
We design surveys to answer questions HR, senior leadership and estates teams are already asking:
Where are our biggest barriers and risks?
Are our recruitment, promotion and performance processes fair?
Are our workplaces and ways of working genuinely neuroinclusive?
Do managers feel equipped to support neurodivergent colleagues?
Where should we focus first in the next 3 to 12 months?
What’s Included in a Neuro Tide Neuroinclusion Survey.
A Whole-Organisation View of Neuroinclusion.
Our standard survey package includes:
Neuroinclusion Perception Surveys. Anonymous surveys to understand how neuroinclusive your workplace feels, for everyone, not only colleagues who already identify as neurodivergent.
Employee Experience Comparisons. Side-by-side insight into how neurodivergent and neurotypical colleagues experience recruitment, onboarding, development, performance management, adjustments and progression.
Recruitment & Promotion Insights. Data on how different groups experience application, interview, onboarding and promotion, so you can spot bias, barriers and drop-off points.
Workplace Culture & Belonging Analysis. Measures of psychological safety, communication clarity, workload, flexibility and day-to-day inclusion.
Team & Location Data. Aggregated data by site, team or function, so HR and estates can see where support is most needed.
Challenge Mapping. Insight into the types of barriers your people face including sensory, cognitive, communication, process, technology, leadership, and where they occur most.
Support Needs Analysis. Input from colleagues and managers on what they need to feel confident and supported, including training, adjustments, communication changes and workspace improvements.
Strengths & Gaps Overview. A clear picture of what’s working well already and where action will have the biggest impact.
Flexible, Anonymous Feedback. Optional open-text questions and the choice for colleagues to request support by name if they would like follow-up.
Optional One-to-One Insight Conversations.
For organisations who want deeper qualitative insight, we can add:
Optional confidential one-to-one conversations, online or in-person, with neurodivergent colleagues and/or managers.
Themed, anonymised insights from these conversations added into your final report.
This gives you richer context behind the numbers while protecting privacy and trust.
How Our Neuroinclusion Surveys Work.
Designed for Trust, Accessibility and Insight.
Every survey is:
Co-designed with you, aligned to your priorities, language and context.
Accessible and neuroinclusive, clear, plain language, logical flow, and considerate of different processing styles.
Anonymised and protected with clear communication about how data will be used, who will see results, and how changes will be made.
Simple, Supported Process.
A typical survey project follows four main steps:
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We meet with HR, senior leaders and core personnel to clarify your goals, agree core lenses e.g. department, location, role, and then tailor the survey.
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We support you with launch communications, FAQs and signposting so colleagues understand what the survey is, why it matters and how their data will be used.
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We analyse responses, segment results, and highlight patterns and risks across teams, roles and identities.
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We provide a clear, visual report and walk-through session so HR, leadership and estates teams understand the story behind the data and the most important next steps.
What You Receive.
Clear, Practical Outputs.
You receive:
A summary report with core findings and priority areas.
A detailed insights report with breakdowns by team, location and employee group, where numbers allow.
A shortlist of quick wins for the next 90 days.
Medium-term recommendations for HR, leadership, managers and estates.
Suggested ways to link survey findings to audits, training, policy and workplace design.
Turning Insight Into Action.
Numbers alone don’t change workplaces. What you do next does.
We can help you:
Use insights to shape or refresh your neuroinclusion strategy.
Prioritise where to invest time and budget.
Decide where audits, training, coaching or estates changes will have most impact.
Communicate findings honestly and constructively to your people.
Link Your Surveys to Audits and Consultancy.
From Insight to Implementation.
Your survey is a powerful starting point.
To go further, many organisations choose to:
This means your survey isn’t a one-off exercise, it becomes the foundation for practical, measurable change.
Ready to Measure Neuroinclusion in Your Organisation?
Let's have a virtual, or a real, coffee together. We’re here to help.
If you’re a HR or people leader, senior leader, DEI lead or part of an estates and workplace team, and you want a clearer picture of neuroinclusion across your organisation, we can help.
Together, we can:
Understand how neurodivergent colleagues are really experiencing work.
Identify your strengths, gaps and priority areas.
Build a focused, confident roadmap for the next 12 to 24 months.
Arrange a neuroinclusion survey call.
In this call, we’ll explore what you want to understand, who you need to involve, and how Neuro Tide’s insights and surveys can support your HR, leadership and estates teams.
Case study
After launching a Neuro Tide colleague insights survey, one firm identified core disconnects between neurodivergent colleagues and their line managers. Targeted changes led to a 30% drop in self-reported exclusion within six months.