This session equips professionals with knowledge, skills, and tools to create neuroinclusive environments. Explore key neurodivergent conditions (e.g. ADHD, autism, dyslexia), understand inclusive design and policy strategies, and apply practical accommodations—from recruitment to workspace design—to unlock the full potential of neurodivergent colleagues.
6 CPD points
Certificate issued
Trainer overview
Luise is an accomplished Training Manager with deep expertise in Equality, Diversity, and Inclusion (EDI), gained through leadership roles at specialist consultancies like Challenge Consultancy and Brook Graham.
Luise has an impressive track record of developing bespoke, high-impact EDI strategies, conducting audits, and delivering solutions for a diverse range of clients, from global media companies to the Ministry of Justice.
Why join this course
Creating a neuroinclusive workplace improves wellbeing, retention and team performance.
This course provides a clear understanding of neurodivergent conditions and the practical steps organisations can take to support staff.
Why this topic is important
Many workplaces unintentionally disadvantage neurodivergent colleagues. Inclusive design, communication and policy help organisations get the best from their people while reducing stress and discrimination.
How it helps investigations
You’ll learn how to shape working environments, team culture and management practices so neurodivergent colleagues can focus, contribute and excel — boosting consistency, innovation and organisational resilience.
Target audience
Managers, supervisors, HR teams, investigators, safeguarding leads and anyone responsible for staff support and organisational culture.
Learning outcomes
Define neurodiversity, neurodivergence, and understand common neurotypes (e.g., ADHD, autism, dyslexia) and their workplace implications.
Recognise the “double empathy problem”—the mutual misunderstandings between neurodivergent and neurotypical individuals—and apply approaches to bridge it.
Implement workplace adjustments that support neurodivergent colleagues—such as quiet spaces, flexible working, sensory needs, and clear communication.
Apply inclusive recruitment, onboarding, and retention practices to reduce employment barriers and retain neurodivergent talent.
Foster an organisational culture that celebrates neurodivergent strengths, supports peer networks, and addresses stigma—contributing to improved morale, innovation, and retention