Workplace Support Hub
Find the right neurodiversity support for your situation
The Workplace Support Hub helps organisations identify the type of neurodiversity and neuroinclusion support that best fits their situation.
Some organisations need training. Others need an audit, workplace assessment, consultancy, survey, coaching or manager support. This page helps make those routes easier to understand.
Choose support based on what is happening
Neuroinclusion needs can look very different from one organisation to another. The right support depends on whether the challenge is organisational, individual, managerial, cultural, environmental or unclear.
The aim is to help you move from uncertainty to a stronger starting point.
Support across ADHD, autism, AuDHD and wider neurodifferences
Neuro Tide specialises in ADHD, autism and AuDHD, while also including dyslexia, dyscalculia, dysgraphia, dyspraxia and tics / Tourette’s across our workplace neuroinclusion support. That means we can help organisations think about support, barriers and change across a broader range of neurodivergent experiences.
The right route depends on what is happening, who is affected and whether the strongest starting point is individual, managerial, organisational or strategic.
When the issue is organisational
If the challenge is about culture, systems, documents, communication, recruitment, learning or workplace design, organisational support may be the strongest route.
Relevant support
This may include neurodiversity training, neuroinclusion audits, employee insight surveys, consultancy, resources or Q&A sessions.
This route can help organisations understand patterns, improve practice and build a more consistent approach to neuroinclusion.
When a colleague needs individual support
If the focus is one employee’s experience at work, a workplace assessment may be more appropriate.
A workplace assessment explores the person’s role, environment, communication, workload, strengths, barriers and possible reasonable adjustments.
Relevant support
This may include a workplace assessment, reasonable adjustment coaching or manager support linked to the employee’s working context.
When managers need more confidence
Managers often want to support neurodivergent colleagues well but may feel unsure about what to say, what to ask, what to document or how to balance support with workplace expectations.
Relevant support
This may include manager training, Q&A sessions, case consultation, reasonable adjustment coaching or practical guidance around live situations.
When you need evidence before deciding
If the organisation is unsure what the main issues are, insight can help. Surveys and audits provide a stronger evidence base before decisions are made.
Relevant support
A survey can highlight patterns in experience. An audit can identify barriers in environments, documents, processes, services or digital content.
Together, they can help organisations prioritise action more effectively.
When the situation feels unclear
Not every organisation starts with a neat brief. Sometimes the issue is a mix of employee experience, manager uncertainty, policy gaps, communication habits and wider workplace design.
Relevant support
In these situations, consultancy can help clarify what is happening and what type of support is most likely to create value.
