Do you have managers who want to support neurodiversity but are scared of saying the wrong thing? They may avoid the conversation altogether, or unsure how to balance support with performance, and add pressure on HR for guidance. This pathway builds practical confidence and skills to have the right conversations, implement adjustments, support neurodivergent team members, including those who haven’t disclosed. We also cater to managers who already lead in neurodiversity and are ready to deepen their practice and advocate for broader change.
Senior leaders set the cultural tone of an organisation, but many might not understand how neurodiversity relates to them or lack the knowledge to translate good intentions into systemic change. This pathway equips C-suite and senior leaders with the strategic framework to embed neurodiversity as a business priority: understanding the legal landscape, the commercial case, and how practices drive innovation and talent retention.
HR and people teams are often the first port of call for neurodivergent employees and nervous managers – yet HR and People teams may feel underprepared to respond confidently, design consistent processes, or attract and retain neurodivergent talent. This pathway covers recruitment practices, reasonable adjustments frameworks, and how to build scalable people processes that work for everyone from the ground up. Participants leave with the knowledge and language to lead neurodiversity from within the organisation's infrastructure.
Neurodivergent employees may be struggling with getting support, underperforming, masking, or not disclosing because of psychological safety. This pathway focuses on leaning into neurodivergent strengths, understanding your needs, and implementing support for yourself. We offer distinct learning experiences for employees who have disclosed and those who haven't, because we know those two situations come with very different work experiences.
Some employees suspect they may be neurodivergent but are unsure where to start or who to speak to, and where to get support despite struggling. This pathway isn’t there to diagnose people but rather to offer clarity on traits, improve ways of working, and gain practical tools for skill and strengths development.
Neurotypical colleagues often want to be supportive but lack the knowledge and confidence to know what that looks like day to day - sometimes unknowingly contributing to bias or challenges for neurodivergent teammates. This pathway builds genuine understanding of neurodiversity at work, challenges unconscious bias, and gives employees the practical language and behaviours to boost team productivity. Because a high-performing and inclusive workplace isn't built by managers and HR teams alone.
Neurodiversity Audit: Quantitative & Persona Baseline Assessment
Customised Change Management Strategy
Executive Awareness & Engagement Campaign
Multi-Channel Delivery (In-Person, Online, E-Learning)
Tailored Learning Pathways for All Employee Groups
Customised Course Content
ROI Tracking
Hand-In-Glove-Culture Partner
Continuous Long-Term Strategic Guidance
"The training is customised. Not only involving experts but also those with lived experience in our workforce. We’re moving from understanding neurodiversity to behavioural change to actively support people at work."
“What’s really stood out is that we’ve seen a material shift in how people engage with the topic of neurodiversity. Whether people didn’t understand it at all or were highly engaged before.”
"Even though everyone had different levels of knowledge and experiences, everyone came out with the same level and was very engaged; you could see their confidence growing as the course went on."
"Our expectations were definitely exceeded. I would absolutely recommend this training. It has massively helped us in terms of our strategy as we go forward to drive engagement."
“It wasn’t just a one-off event. The fact it continued for a whole quarter meant it was a lot easier to embed. It gives the confidence to take those learnings and actually apply them.”
“I found it very interesting, including the practical aspects of how to implement what we learnt. Our team was very engaged."
Reach out today to learn how our solutions can reduce turnover, boost productivity, and ensure compliance.
Our programme roadmap - change management, audit, certification - is how National Neurodiversity Training recommends it, to ensure success. However, we work with organisations at different points in their journey. If you've already completed an audit or are looking for a multi-phased approach, we'll discuss what ‘good’ looks like for you.
We specialise in creating tailored solutions and will create the best programme for your people and culture.
Both options are available. Typically, we begin with an in-person launch and introduce the programme before moving to online live delivery for each learning pathway. Many organisations opt for a blended approach. Self-paced digital learning is delivered online and can be completed in learners' own time, reinforcing what's covered in live sessions. We'll recommend a format based on your team size, locations, and what will work best for your workforce.
Certification is awarded directly by National Neurodiversity Training upon completion of the programme. It reflects that the learner has completed evidence-based, lived experience-led neurodiversity training and demonstrated engagement with the learning outcomes. It is an NNT-branded certificate and is not currently externally accredited — though it carries the full weight of NNT's track record and methodology behind it.
Certification is awarded directly by National Neurodiversity Training, the UK's leading specialist in data-driven, tailored, and lived-experience neurodiversity programmes. External accreditation bodies assess off-the-shelf, generic curricula against standard L&D criteria. For individual learners, it's a recognised marker of completing evidence-based training but tailored specifically to their work content. For organisations, it signals a meaningful, verifiable commitment to neurodiversity: to your existing employees, prospective talent, and the culture you're building.
Programme length varies depending on the number of learning pathways you're running, the size of your workforce, and how the programme is sequenced. We'll build a timeline with you during the scoping process. As a guide, most organisations complete the full programme — from audit to final certification — over a period of several months, with live training sessions scheduled around your operational calendar. This approach ensures learning is digestible and supports skills adoption and behavioural change.
Yes. We help organisations with stakeholder mapping and identifying key cohorts who will gain the most business value from neurodiversity literacy and upskilling. Our audit further informs which pathways are the highest priority for your organisation.
Because we conduct a neurodiversity audit, we have a genuine baseline to measure against. Throughout the programme, we measure what's shifted. This before-and-after data forms the basis of your ROI report, suggestions for future initiatives, and support for your long-term people strategy. Most training providers can tell you how many people completed a course. We can tell you what actually changed.
