Neurodiversity Inclusion Training for All Colleagues

• Neurodiversity defined, including a brief history: Neurodiversity means natural differences in how brains process, think, sense and communicate. We’ll cover where the idea came from, why it matters today, and how it supports fair, strengths-led workplaces.

• The language of neurodiversity: Words shape culture. We’ll explore respectful, modern terminology, what to avoid, and how to speak about neurodivergence in a way that reduces stigma, builds trust, and invites belonging.

• Social & clinical models of disability, plus simple neuroscience: We’ll compare “the person is the problem” thinking with “the environment creates barriers.” Then we’ll translate neuroscience into everyday language, covering sensory processing, attention, memory and stress, all without jargon.

• Myth correction intelligence and neurodivergence: Neurodivergence isn’t a measure of intelligence. We’ll challenge harmful assumptions, explain why abilities can look uneven across tasks, and show how the right environment unlocks performance and confidence.

• Is neurodiversity a disability, and what is ability? We’ll explore when neurodivergence is considered a disability, why that can be empowering (rights and access), and how “ability” changes depending on context, tools, support and expectations.

• The significance of neurodiversity in the workplace, and the value it brings: Neurodivergent colleagues bring innovation, depth, pattern-spotting, honesty, creativity and focus. We’ll connect neuroinclusion to outcomes, better decisions, stronger teams, and reduced friction, when systems are designed well.

• Common conditions plus co-occurring conditions: We’ll cover ADHD, autism, dyslexia, dyscalculia, dysgraphia, dyspraxia and tic conditions, and how they can overlap. In the 90 minutes session, we go deeper into traits, workplace impact, and examples.

• Common workplace challenges and strengths: We’ll map real workplace moments, meetings, email, deadlines, open-plan spaces, feedback, change, and show both challenges and strengths. The goal is clarity without labels, and support without assumptions.

• Correction of multiple myths: We’ll tackle common misunderstandings such as “neurodiversity only means autism,” “it’s always obvious,” “neurodivergent people can’t lead or handle responsibility,” “if someone’s successful they can’t be neurodivergent,” “adjustments are special treatment,” and “one fix works for everyone.” You’ll leave with accurate, compassionate, practical reframes.

• Verbal, non-verbal, written word, and more: Communication isn’t one-size-fits-all. We’ll explore clarity, tone, pacing, directness, processing time, and written expectations. Plus practical ways to reduce ambiguity and make collaboration smoother for everyone.

• Encouraging the sharing of neurodivergence: Disclosure is a choice, not a demand. We’ll cover how to create psychological safety so people feel able to share what helps them work well, without fear, judgement, or being treated differently.

• Confidence in conversations about neurodivergence and accommodations: You’ll learn how to talk about needs respectfully and calmly, even if you’re unsure. We’ll use simple language, helpful prompts, and practical examples that keep dignity and fairness front-and-centre.

• Knowing what to ask about adjustments: We’ll give you clear questions that focus on impact and solutions,  what’s hard, what helps, what to change, and what success looks like. No interrogation, just constructive problem-solving.

• Knowing when an adjustment is successful, or not: Adjustments should make work more accessible and sustainable. We’ll cover how to review and refine what to measure, what feedback to gather, and when to try a different approach.

• Knowing what is reasonable: We’ll define “reasonable” in practical terms, including effectiveness, feasibility, cost, business impact, and fairness. You’ll leave knowing how to balance individual needs with team reality, ensuring neuroinclusion and enhancing wellbeing, performance and profitability.

Time to ask any questions, for yourself, to support a colleague or perhaps more generally: Bring real situations, curiosities and uncertainties. We’ll answer in a respectful, practical way, focused on what helps, what’s fair, and how to move forward with confidence and care.