From March to April 2025, National Neurodiversity Training delivered a tailored training programme to the Growth Leadership Academy, a leadership development initiative supporting future managers and decision-makers. The training had three key goals for managers:

1. Gain confidence in discussing neurodiversity with employees and providing support
2. Learn practical strategies for inclusive leadership
3. Recognise that neurodiversity drives innovation, productivity, and talent retention

The programme was designed and delivered by neurodivergent facilitators, ensuring participants benefited from National Neurodiversity Training’s lived-experience approach, combining direct personal insight with research-based strategy to build practical understanding and promote lasting behavioural change.

The Challenge

Neurodivergent employees are up to 30% more productive but up to 50% of neurodivergent staff are actively considering leaving their company due to a lack of support. This amounts to a potential of £95 billion in turnover costs in the USA and UK alone. 

The Growth Leadership Academy identified a need to build knowledge and confidence in inclusive workplace practices among managers. Without structured training in these areas, participants risked perpetuating exclusive practices and missing opportunities to recruit, retain, and support diverse talent effectively.

The Solution

National Neurodiversity Training designed a bespoke programme aligned with the Growth Leadership Academy’s goals. Each session was structured around practical, scenario-based learning and guided reflection.

We began with a Neurodiversity Maturity Diagnostic - a unique tool designed to assess the understanding and knowledge of neurodiversity of learners. This was followed by analysis and a comprehensive report highlighting areas of strength and opportunities for improvement.

The insights gained from this diagnostic allowed National Neurodiversity Training to design bespoke learning pathways for the Growth Leadership Academy, focusing on practical strategies and tailored content. This included modules such as:

1. Understanding Neurodiversity

2. Workplace Adjustments Accessible Hybrid Work Practices

3. Inclusive Communication and Psychological Safety

4. Maximising Neurodivergent Talent

The training was delivered in person to ensure maximum engagement and effectiveness. 

The approach wasn't just about sharing knowledge but equipping learners with practical tools and techniques to apply immediately. Participation rates were substantial, with 90% of learners completing the training and providing feedback.

The Results

The training delivered by National Neurodiversity Training achieved measurable impact across several key areas:

Introduction to Neurodiversity:

• 53% increase in knowledge about neurodiversity
• 40% increase in confidence addressing challenges
• 22% increase in recognising neurodivergent strengths

Leadership and Management Development:

• 37% increase in confidence creating inclusive workplaces
• 37% increase in supporting strength development
• 25% increase in confidence implementing applying workplace adjustments

Knowledge Retention and Learning:

• 65% knowledge retention recorded one month after training
• 10.5% further improvement in knowledge following continued engagement

These results reflect the effectiveness of a lived-experience-led approach in building inclusive leadership skills and embedding accessible workplace practices.

Key Takeaways for Others

1. Lived experience enhances learning relevance
   Delivery by neurodivergent professionals increases engagement and real-world application.
2. Accessibility improvements benefit all staff
   Adjustments to lighting, sound, and structure increase productivity and comfort for neurodivergent and neurotypical employees alike.
3. Hybrid work inclusion must be intentional
   Inclusive communication and flexible design are essential for retention and engagement.
4. Inclusive leadership can be built and measured
   Training improves both knowledge and confidence in making practical changes.
5. Long-term impact requires sustained engagement
   Follow-up and reflection are critical for retention and behavioural change.