Neurodiversity support for line managers.
Confident, neuroinclusive leadership.
Your line managers shape the daily experience of your neurodivergent colleagues.
Neuro Tide’s neurodiversity and neuroinclusion support for line managers gives them the insight,tools and backup they need to lead with clarity, empathy and confidence, so neurodivergent talent can thrive, and your organisation can perform at its best.
We work with HR, senior leaders and people leaders to build neuroinclusive management capability across teams, functions and locations.
Why Line Manager Neuroinclusion Support Matters Now
Line Managers Are The Frontline Of Neuroinclusion.
Line managers are the people:
Having day-to-day conversations.
Managing workloads and priorities.
Noticing when someone is struggling or burning out.
Translating policies and values into real decisions.
Most managers care deeply but haven’t had specific neurodiversity and neuroinclusion training. Many are:
Unsure how to spot hidden barriers.
Worried about “getting it wrong” or saying the wrong thing.
Trying to balance fairness, performance and wellbeing without a clear framework.
We help line managers move from uncertainty and firefighting to calmer, clearer, more confident leadership.
The Risk of Leaving Managers to Figure It Out Alone.
Without structured support, you can see:
Inconsistent decisions about adjustments and performance.
Neurodivergent colleagues feeling unseen, misunderstood or unsafe.
Increased risk of grievances, exit interviews and legal exposure.
HR carrying complex cases that could have been prevented earlier.
Investing in line manager neuroinclusion support protects your people, your culture and your organisation.
What’s Included in Our Line Manager Neurodiversity Support.
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We deliver straightforward, interactive neurodiversity training for line managers, both online or in person.
No jargon. No judgement. Just insight, reflection and tools they can use immediately.
Typical modules include:
Understanding neurodivergent thinking and experience: Core concepts (autism, ADHD, dyslexia, dyspraxia and more), explained in clear, everyday language.
Recognising and reducing hidden barriers: Spotting sensory, cognitive, communication and process barriers in day-to-day work.
Making adjustments that actually help: Practical examples of adjustments that work in real teams and roles.
Leading neuroinclusive conversations: How to open up conversations safely, respectfully and confidently.
Managing performance in a neuroinclusive way: Balancing clear expectations with flexibility, support and legal duties.
Sessions can stand alone or form part of a line manager development pathway.
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We offer confidential one-to-one drop-in sessions where managers can:
Ask questions they may not feel comfortable asking in a group.
Talk through live situations and team dynamics.
Sense-check decisions around adjustments, workload or performance.
These sessions give managers calm, informed guidance so they’re not alone when it matters most.
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Managers often know what they should aim for, but not how to do it consistently.
We provide:
Conversation guides for talking about neurodiversity and adjustments.
Onboarding and transitions checklists.
Neuroinclusive meeting and communication tips.
Simple adjustment planning and review templates.
Performance and feedback prompts designed with neurodivergent colleagues in mind.
All resources are plain language, practical and easy to adapt to your internal processes.
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We can work in-depth with:
Individual teams or functions.
Regions or sites with particular challenges.
Newly promoted or high-stakes manager groups.
Support can include:
Small-group coaching and live problem-solving.
Scenario-based workshops using your real-world situations.
Follow-up sessions after training to embed learning.
The Benefits For Managers, Colleagues and the Organisation.
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Benefits For Your Line Managers.
Clearer understanding of what neuroinclusive leadership looks like day-to-day.
More confidence in handling sensitive conversations.
Reduced stress and second-guessing.
A practical toolkit they can return to when things feel complex.
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Benefits For Your Neurodivergent Colleagues.
Feel safer, seen and genuinely supported.
More predictable, transparent communication.
Adjustments that actually make a difference.
Stronger, more trusting relationships with managers.
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Benefits For HR & Senior Leadership.
Reduced risk of legal or HR issues linked to neurodiversity.
More consistent management practice across teams and locations.
Stronger retention of neurodivergent talent and critical roles.
Clear evidence that neuroinclusion is being led, not just promised.
Aligned with Law, Standards and Best Practice:
Compassionate and Compliant Support:
Our line manager neurodiversity support is designed in line with:
The Equality Act 2010, including the duty to make reasonable adjustments.
BSI PAS 6463: Design for the Mind, where estates and workspace design impacts managers and their teams.
Current research on neurodiversity, leadership and workplace wellbeing.
We combine this with years of experience supporting organisations and colleagues through real cases and complex situations.
How Our Line Manager Support Programmes Work
Every organisation is different. We work with HR and leadership teams to design a programme that fits your:
Size and structure.
Sector and risk profile.
Existing leadership and management framework.
A typical programme looks like:
Flexible, Personal and Built Around Your Teams.
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1: Discovery and Scope.
We meet with HR and core personnel to understand your context, pressures and goals. Together we decide where to start, for example, a pilot team, high-impact functions or all people managers.
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2: Design and Delivery.
We design a mix of training, drop-ins, toolkits and tailored support that fits your culture and ways of working. Sessions can be delivered remotely or on-site.
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3: Follow-Up and Support.
We don’t disappear after the first workshop. We offer follow-up Q&A, coaching and refreshers to help managers apply learning and keep momentum, long into the future.
Case Study: Line Managers Leading Neuroinclusion
Line managers at a global manufacturing business took part in a structured Neuro Tide support programme, including neurodiversity training, drop-in sessions and practical toolkits.
After six months, managers reported:
A 40% increase in confidence when adapting roles and communication for neurodivergent colleagues.
Fewer escalations to HR for issues related to adjustments and team dynamics.
Stronger relationships and clearer expectations across mixed neurodivergent and neurotypical teams.
Connect Line Manager Support with Your Wider Neuroinclusion Work.
Part of a Joined-Up Neuroinclusion Strategy.
Our line manager support works best when connected with your wider neuroinclusion activity. You might also consider:
Neuro Tide neuroinclusion audits
to understand barriers in workspaces, processes and culture.
Neuroinclusion insights surveys
to measure experiences of neurodivergent colleagues and managers.
Leadership and HR training
so expectations and language are aligned from the top.
Line Managers Are Neuroinclusion In Action.Ready To Support Them Well?
Let's have a virtual, or a real, coffee together. We’re here to help.
Your managers don’t need to be experts in every condition. They need clear, practical, neuroinclusive ways to lead.
If you’re a HR or people leader, or senior leader, or L&D professional and you want to equip your line managers for confident neuroinclusive leadership, we’re here to help.
Book a 30 minute HR neuroinclusion diagnostic. Or send us a message and we’ll get back to you within two working days.
In this conversation we’ll explore your current challenges, the pressures your managers are under, and how Neuro Tide can design line manager neurodiversity support that fits your organisation.