Support ↓
The right support for the person and the situation.
Not every neuroinclusion question needs a programme, policy or response across the whole organisation.
Sometimes an individual needs support. Sometimes a manager needs confidence around how best to help. Sometimes an organisation simply needs knowledgeable guidance on a situation it is trying to navigate.
Three ways to find the right support.
Support can focus on the individual, the person supporting them or the wider situation around them. It can be proactive, responsive or simply a place to think something through with specialist guidance.
Individual Support
Support the person, not just the situation.
Create space for a neurodivergent person to explore what is helping, what is difficult and what may allow them to work, participate or perform at their best.
What we support
Individual experiences including communication, routines, workload, environments, confidence, adjustments, working relationships and other factors that may influence everyday experience.
What it enables
Greater self understanding, clearer strategies and practical support that respects the individual and helps them move forward in a way that works for them.
Manager Support
Give managers somewhere to turn.
Help managers think through how best to support a neurodivergent colleague while balancing the individual, their role, the wider team and the responsibilities of the organisation.
What we support
Real workplace situations, conversations, adjustments, performance, communication, relationships and decisions where a manager may value another perspective or greater confidence.
What it enables
More thoughtful conversations, stronger decisions and managers who feel better equipped to support people fairly without feeling they need to have every answer themselves.
Case Guidance
Bring another perspective to the situation.
Talk through a real or hypothetical situation with specialist neuroinclusion guidance, whether it involves a colleague, applicant, customer, passenger, athlete, service user or another person interacting with your organisation.
What we explore
The circumstances, different perspectives, potential barriers and possible responses, while recognising that every person and situation is different.
What it enables
Greater clarity around what to consider, what questions to ask and what a thoughtful neuroinclusive response could look like in practice.
Support people well, whatever the situation.
Neuroinclusion matters throughout the whole experience.
It means helping people contribute and progress on their merits, supporting colleagues to understand one another and creating services that work for neurodivergent people at every touchpoint. That matters when everything is going well and equally when something becomes difficult.