Q&A Drop-in Sessions.
Ongoing support for HR, managers & teams
Neuro Tide’s neurodiversity Q&A drop-in sessions give HR, people leaders, senior leaders and colleagues a safe, practical space to ask questions, sense-check situations and build confidence around neuroinclusion.
These sessions keep learning alive after training, help managers handle real scenarios and reduce the pressure on HR by providing calm, expert, lived-experience support.
Why Neurodiversity Q&A Drop-ins Matter.
Where Real Neuroinclusion Happens, In the Questions.
Training is a vital starting point, but the real test of neuroinclusion comes later, when people are:
Facing a tricky conversation with a colleague.
Unsure how to handle a sensitive email or meeting.
Trying to balance fairness, performance and wellbeing.
Wondering whether something is an adjustment issue, a workload issue or both.
Q&A drop-in sessions give people a place to bring those questions before they become problems or grievances.
Reducing Pressure on HR and Managers.
Without somewhere to take questions, you can see:
HR dealing with the same “Is this OK?” questions repeatedly.
Managers worrying in silence and delaying conversations.
Colleagues turning to informal channels for advice that might not be accurate.
Q&A sessions relieve some of this pressure by offering structured, expert support that sits alongside your HR, leadership and wellbeing frameworks.
What Our Neurodiversity Q&A Drop-in Sessions Are.
A Safe, Practical Space for Questions:
Our Q&A drop-ins are:
Hosted by a Neuro Tide consultant with lived experience of neurodivergence.
Focused on real questions, real situations and practical responses.
Delivered in plain, human language – no jargon, no judgement.
People Can Bring:
Questions about neurodivergence at work.
Scenarios they are unsure how to handle.
Reflections following training or audits.
Who They’re For:
We tailor sessions for different audiences, such as:
Line managers and people leaders, navigating day-to-day team situations.
HR and People teams sense-checking approaches and getting an external perspective.
Colleagues and staff networks building understanding and confidence to speak up.
Senior leaders asking strategic and reputational questions in a confidential space.
You can run:
Mixed sessions open to everyone.
Manager-only or HR-only sessions.
Sessions aligned to specific teams, functions or locations.
How Q&A Drop-in Sessions Run.
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Typical features:
In-person or online between 60 and 90 minutes..
Online sessions via your chosen platform.
Pre-planned schedule, e.g. monthly or quarterly, so people can plan ahead.
Clear joining instructions and guidance on how to submit questions.
We can also design:
In-person Q&A sessions alongside workshops or away days.
Themed sessions, e.g. recruitment, performance, hybrid working, meetings.
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Examples include:
"How do I raise a concern about a colleague’s workload without making assumptions?"
"What’s a neuroinclusive way to run this type of meeting?"
"How do I give feedback to someone who is autistic or has ADHD?"
"How do I handle competing adjustments in one team?"
"How much should a manager know or ask about someone’s diagnosis?"
We keep responses:
Practical: What to say, what to avoid, what to try.
Balanced: Considering the individual, the team and the organisation.
Aligned: With your policies and legal duties.
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Q&A sessions are not therapy, diagnosis or casework.
We encourage people to anonymise scenarios where appropriate.
We signpost back to HR, Occupational Health or internal policies where needed.
We agree clear boundaries up front so everyone knows what the session is, and isn’t, for.
Benefits of Q&A Drop-in Sessions.
How Q&A Drop-ins Fit Into Your Neuroinclusion Programme.
Keeping Momentum After Training & Audits.
Q&A drop-in sessions work especially well when combined with:
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Neuroinclusion training for HR, leaders, managers and colleagues.
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Neuroinclusion audits to explore questions that arise from findings.
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Neuroinclusion insights and employee surveys to respond to key themes.
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Reasonable adjustments coaching to support specific individuals and managers.
They help you move from one-off interventions to ongoing support and learning.
Practicalities: Scheduling and Access.
Frequency and Planning.
We’ll work with you to:
Decide how often to run sessions, e.g. monthly, bi-monthly, quarterly.
Agree target audiences and any themed focuses.
Integrate sessions into your HR, L&D or wellbeing calendar.
Promoting and Normalising Attendance.
We can help with:
Suggested email and intranet wording.
FAQ-style content explaining what to expect.
Language that reassures managers and colleagues that no question is a problem.
A mini comms plan to encourage attendance and engagement.
Ready to Offer Neurodiversity Q&A Drop-ins 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, L&D or DEI professional and you want to give your people a safe place to ask questions about neurodiversity and neuroinclusion, we’re here to help.
We can:
Arrange a call about Q&A drop-in sessions
In this conversation, we’ll explore who you want to support, the themes you’re seeing and how Neuro Tide’s Q&A drop-in sessions can complement your training, audits and wellbeing work.
Case study
Over a 6 week period, Neuro Tide hosted drop-ins for 120 staff. These sessions allowed for real-time, honest conversations about challenges and support, helping shift organisational culture and normalise neurodiversity discussions.