Resources and Toolkits ↓
Understand more. Use what helps.
Explore practical Neuro Tide resources designed to make neurodiversity and neuroinclusion clearer, more useful and easier to apply.
From introductory guidance and recruitment to workplace environments and wider organisational thinking, each resource gives you somewhere useful to begin.
Use what is relevant. Share it with colleagues. Come back when the next question appears.
Choose where to begin ↓
Different questions need different resources.
You do not need to read everything.
Start with the subject closest to what you are trying to understand, improve or discuss.
Different questions need different resources.
You do not need to read everything.
Start with the subject closest to what you are trying to understand, improve or discuss.
An introductory overview of neuroinclusion for employers ↗︎
Build a clearer foundation before deciding what comes next.
A practical introduction for HR teams, managers, leaders and others who want to understand neurodiversity and what neuroinclusion can mean across everyday organisational experience.
Explore neurodifferences, workplace experiences and some of the factors that can influence how people participate, communicate, work and access support.
Open the introductory overview ↗︎Neuroinclusive recruitment guide ↗︎
Look at the candidate experience through a wider lens.
Explore job information, applications, communication, interviews, assessments and reasonable adjustments through a neuroinclusive recruitment lens.
Designed for recruiters, Talent Acquisition teams, HR and hiring managers, the guide includes practical prompts and considerations that can help organisations recognise avoidable barriers while continuing to assess the capability that matters for the role.
Open the recruitment guide ↗︎Neuroinclusive workplace design guide ↗︎
Consider how environments influence everyday experience.
Explore sensory experience, cognitive accessibility, physical environments and some of the workplace design decisions that can make participation easier or more demanding.
Drawing on lived insight and recognised guidance including BSI PAS 6463, the resource is particularly relevant to HR, Facilities, Estates, Property and workplace design teams.
Open the workplace design guide ↗︎The 11 Principles of Neuroinclusion ↗︎
Look beyond individual actions towards the wider organisation.
The 11 Principles provide a framework for thinking about neuroinclusion across leadership, behaviour, communication, policy, environments and organisational experience.
Use them to prompt discussion, review existing practice and consider where different parts of the organisation connect.
Open the 11 Principles ↗︎Different questions need different resources.
You do not need to read everything.
Start with the subject closest to what you are trying to understand, improve or discuss.
An introductory overview of neuroinclusion for employers ↗︎
Build a clearer foundation before deciding what comes next.
A practical introduction for HR teams, managers, leaders and others who want to understand neurodiversity and what neuroinclusion can mean across everyday organisational experience.
Explore neurodifferences, workplace experiences and some of the factors that can influence how people participate, communicate, work and access support.
Open the introductory overview ↗︎
Neuroinclusive recruitment guide ↗︎
Look at the candidate experience through a wider lens.
Explore job information, applications, communication, interviews, assessments and reasonable adjustments through a neuroinclusive recruitment lens.
Designed for recruiters, Talent Acquisition teams, HR and hiring managers, the guide includes practical prompts and considerations that can help organisations recognise avoidable barriers while continuing to assess the capability that matters for the role.
Open the recruitment guide ↗︎
Neuroinclusive workplace design guide ↗︎
Consider how environments influence everyday experience.
Explore sensory experience, cognitive accessibility, physical environments and some of the workplace design decisions that can make participation easier or more demanding.
Drawing on lived insight and recognised guidance including BSI PAS 6463, the resource is particularly relevant to HR, Facilities, Estates, Property and workplace design teams.
Open the workplace design guide ↗︎
The 11 Principles of Neuroinclusion ↗︎
Look beyond individual actions towards the wider organisation.
The 11 Principles provide a framework for thinking about neuroinclusion across leadership, behaviour, communication, policy, environments and organisational experience.
Use them to prompt discussion, review existing practice and consider where different parts of the organisation connect.
Open the 11 Principles ↗︎
Sometimes the next question is simply “What is it?”
Understanding individual neurodifferences ↓
If you want to understand a particular neurodifference before exploring workplace guidance, our short explainer slideshows provide a clearer starting point.
Explore ADHD, autism, dyslexia, dyscalculia, dysgraphia and dyspraxia without turning individual experience into a checklist.
Understanding can develop in different ways.
A downloadable resource can answer one question.
Sometimes you want to understand a subject more deeply, connect it to workplace experience or explore what it means in a particular context.
Neurodiversity Guide ↗︎
Understand neurodiversity more broadly.
Explore neurodiversity, individual variation, workplace experience, communication, strengths, challenges and the influence of environment and context.
Explore the Neurodiversity Guide ↗︎ADHD Guide ↗︎
Explore ADHD in greater depth.
Understand attention, regulation, executive functioning, working memory, energy, communication and individual ADHD experience through a neuroaffirming workplace lens.
Explore the ADHD Guide ↗︎Autism Guide ↗︎
Understand autistic experience beyond familiar stereotypes.
Explore communication, sensory experience, information processing, predictability, focus, strengths, challenges and individual variation.
Explore the Autism Guide ↗︎AuDHD Guide ↗︎
Understand how autistic and ADHD experiences can interact.
Explore overlapping and sometimes competing experiences around attention, structure, flexibility, sensory processing, energy, transitions and everyday working life.
Explore the AuDHD Guide ↗︎Understanding can develop in different ways.
A downloadable resource can answer one question.
Sometimes you want to understand a subject more deeply, connect it to workplace experience or explore what it means in a particular context.
Neurodiversity Guide ↗︎
Understand neurodiversity more broadly.
Explore neurodiversity, individual variation, workplace experience, communication, strengths, challenges and the influence of environment and context.
Explore the Neurodiversity Guide ↗︎
ADHD Guide ↗︎
Explore ADHD in greater depth.
Understand attention, regulation, executive functioning, working memory, energy, communication and individual ADHD experience through a neuroaffirming workplace lens.
Explore the ADHD Guide ↗︎
Autism Guide ↗︎
Understand autistic experience beyond familiar stereotypes.
Explore communication, sensory experience, information processing, predictability, focus, strengths, challenges and individual variation.
Explore the Autism Guide ↗︎
AuDHD Guide ↗︎
Understand how autistic and ADHD experiences can interact.
Explore overlapping and sometimes competing experiences around attention, structure, flexibility, sensory processing, energy, transitions and everyday working life.
Explore the AuDHD Guide ↗︎
Government support ↓
Access to Work.
Understand what government funded workplace support may be available.
Access to Work is a UK Government programme that may provide funding towards practical workplace support for eligible people.
Support can vary according to the individual and their circumstances and may include equipment, technology, travel support, workplace assistance or coaching.
Eligibility and any support awarded are determined by the Department for Work and Pensions.
Some Neuro Tide services may form part of an Access to Work application where appropriate, but funding is not guaranteed and applications are considered individually by the Department for Work and Pensions.
Sometimes understanding is enough. Sometimes it opens another question.
A resource may help you build knowledge, start a conversation or look at an experience differently.
If you want to explore what comes next, begin with the question you are trying to answer.
See what is happening.
Explore audits, workplace assessments, insight surveys and the Neuroinclusion Score when you need clearer evidence before deciding what deserves attention.
Improve the experiences that shape work.
Explore consultancy, recruitment, communication, environments and organisational change when something needs to work differently.
Build knowledge and confidence.
Explore neurodiversity training and capability development when people need shared understanding they can use in everyday work.
Focus on a person or situation.
Explore individual support, manager support, coaching, workplace assessments and case consultation when the question is more specific.
From resource to practice ↓
About these resources ↓
Use them as a starting point, not a substitute for the individual.
Neurodivergent people are not interchangeable.
Two people with the same neurodifference can have different strengths, challenges, preferences, support needs and experiences of the same workplace.
These resources are designed to build understanding and support better questions. They should not be used to predict what an individual will experience or what support somebody will need.
Start with the information.
Then understand the person and the context.