Develop your people with neurodiversity training
Neurodiversity & neuroinclusion training
What is NEUR!TIDE’s neurodiversity training
Our training is more than awareness, it enables and enhances inclusion.
Delivered in two parts, the first answers the question ‘what is neurodiversity’. The second part answers the question ‘how can I enable neuroinclusion’.
Every session energies the conversation inside your team to encourage sharing and positive change.
When we began over ten years ago, the knowledge requirement was different than today.
But, our style has never changed, just what we deliver.
It’s super important to us, as neurodiverse people, that the topic of neurodiversity and neuroinclusion is easy enough to learn and remember, but also detailed enough to enable changes.
Our training gives you the framework of what neurodiversity is, including the core neurodifferences.
But also we give lots of practical tailored examples and guidance tailored to your team.
Seeing the positive in every situation
Whilst positive and neuroaffirming, we also recognise that there are challenges too. Unless you recognise these challenges then they can’t be overcome. We help you learn in a simple, detailed, practical way. People leave our sessions with lots of confidence and an ability to make positive changes for themselves and others.
Part 1: What is Neurodiversity and why does it matter?
This is where we explore the basics. We don’t deliver as academics or clinicians. We are real human beings with neurodifferences that know what society and organisations need to know to enable inclusion and progress.
Part 2: Understand neuroinclusion
Now we have explored part 1, the foundations are in place and strong to now explore the neurodifferences from your team’s perspective.
Lots of tailored examples for the audience, and always time for questions too.
Neurodiversity training core content.
Everything is tailored to your team, organisation, industry and goals as standard. We focus and explore in detail what you need to focus on.
Both part 1 and part 2 are 45 minutes each plus breaks, questions and answers and conversations.
Contents. Part 1: What is Neurodiversity and why does it matter?
Part 1 core content includes:
Defining the terms neurodiversity and neuroinclusion.
Why neurodiversity and neuroinclusion matter.
Myth busting.
Intelligence, processing, and cognitive functioning.
Defining and exploring each of the neurodifferences ADHD, autism, dyslexia, dyscalculia, dysgraphia, dysgraphia and tics / Tourettes.
AuDHD and the additional challenges and strengths of the combination.
Common challenges and common strengths.
Sensory processing, stimming, and body senses.
Mental health, burnout and overwhelm.
Social and clinical models of disability.
Introduction to equality act 2010.
Communication matters.
Contents. Part 2: Applying the understanding to enable neuroinclusion.
Part 2 core content includes:
Examples of how each neurodifference presents across your working day, whether that be your colleagues, customers, or service users.
Practical guidance and tools to enhance neuroinclusion of your team.
Supporting disclosure.
For managers we explore the employee experience from performance management, appraisals, knowing what questions to ask to explore with your colleague, one-to-ones, confidence, how to approach when no disclosure.
For recruiters and talent acquisition teams we explore how neurodiversity impacts the full process. We share with you how to craft a neuroinclusive job advert to get things right from the start. Then continue across the process for all interactions including onboarding.
All sessions include tailored reasonable adjustments for the audience to use in their role.
Technology
Whilst on occasion some slides are used, this is a very small part of each session, if used. We prefer to have conversation style learning, guiding you through each point.
Timings
Part 1 and part 2 are both an hour each, plus breaks, Q&A.
Two sessions can be delivered the same day.
We can begin a session with 7 days notice if calendars align.
Location
The energy and engagement is much better for in-person sessions, and this is our preference. But we also deliver online and in hybrid sessions too.
NEUR!TIDE’s Neurodiversity training lunch and learn session.
Don’t have the time for a full 90 minutes? Or perhaps you want a focused session, wither as a new topic or refresher training.
This session is perfect for you. Choose either part 1 or part 2, or we can blend something more tailored to your need.
Whatever your topic we can
Contents. Neurodiversity Lunch & Learn: What is Neurodiversity and why does it matter?
Neurodiversity Lunch & Learn core content includes:
This is slightly shorter than the full part 1. Together we discuss what your goals are so that we can put forward a tailored overview, to align with your needs. From there we deliver what we can in the 45 minutes plus Q&A.
Defining the terms neurodiversity and neuroinclusion.
Why neurodiversity and neuroinclusion matter.
Myth busting.
Intelligence, processing, and cognitive functioning.
Defining and exploring each of the neurodifferences ADHD, autism, dyslexia, dyscalculia, dysgraphia, dysgraphia and tics / Tourettes.
AuDHD and the additional challenges and strengths of the combination.
Common challenges and common strengths.
Sensory processing, stimming, and body senses.
Mental health, burnout and overwhelm.
Social and clinical models of disability.
Introduction to equality act 2010.
Communication matters.
Focused topic neurodiversity training session
Focused ADHD, autism and AuDHD and communication training explained
Whether it be about getting to know a colleague better, or maybe you want to have deeper insight more generally, the focused sessions deep dive into each neurodifference.
Where we are helping to support a colleague then we can tailor the session to be about that person’s presentation.
In part 1 we introduce either ADHD, autism or AuDHD, and how it presents in your context.
In the communication session part 1 we introduce each core neurodifference and the associated communication challenges and strengths. We also discuss wellbeing, burnout and overwhelm, as well as touching on the equality act 2010 and where appropriate, building on the components from part 1 of the introduction to neurodiversity, but aligned to the neurodifference or communication, and of course your goals.
Part 2 now builds on the foundations of part 1, by applying tailored examples and sharing with you reasonable adjustments and lots of other practical guidance.
Neuroaffirming, positive, realistic
We live with and recognise the challenges that our autism and ADHD brings, but we also recognise the strengths that we have.
Across all our training we always see the positive, but staying grounded. After all, you cannot overcome challenges and limitations if you don’t acknowledge them to learn how to change them or build a way through.
Seeing the positive and turning the narrative is an important thought. For example, where an applicant has lots of gaps on their CV they haven’t tried to cover them up, they have been open and honest. So rather seeing the gaps, see the honesty. The gaps could be for many honourable reasons.
ADHD in the workplace
The most common neurodivergence and often misunderstood. We’re here to add clarity. The session explores the model of ADHD and also the sensory elements, rejection sensitive dysphoria, and the other often forgotten elements.
As ADHDers we have the insight and special knowledge ready to share with you.
Autism in the workplace
Autism is easy to understood and explain when you know how. We do. Having autism we know what it feels like everyday, and can’t wait to share what we know with you.
We share not just the obvious, but also the hidden elements that will surprise you.
AuDHD in the workplace
Having both ADHD and autism creates contradictions, such as seeking novelty but needing familiarity. Planning ahead but working at our best at short deadlines.
Our experiences will enlighten you and empower others.
Communication matters
The neurodiverse brain processes what is sees, hears, and otherwise experiences differently to others.
We explore types of communication, what causes a challenge but also what practical adjustments you can make.
Support after the training
Our support is ongoing to enable your growth
During the session you can ask any questions, and we also have a specific space at the end. But we don’t just stop there. Whether it be a question or more in-depth guidance or other support, we’re here for you. Just ask.
Q&A drop-in sessions
After training ends, whether it be the next day, several weeks or months, colleagues, managers, leaders, will have questions and curiosities and need a neurodiversity and neuroinclusion expert to answer these, give you confidence in a path. Or perhaps you have a a general question.
These can be arranged as a one off support session or as part as a longer term support programme.
Suitable for all.
In-person or online.
Manager support session
These sessions are tailored for managers and HR but follow the same format as the Q&A sessions.
We can deliver a short presentation then discuss that topic. See where the conversation takes us. There’s always something to learn.
Whether as a one-to-one session or as a group, we discuss a challenge you have right now, or a general curiosity about neuroinclusion.
In-person or online.
Group or individual.
