Supporting the people behind every workplace.
Neurodivergence support at work
Specialist support for neurodivergent employees, the managers who lead them and the organisations that employ them.
Keep skilled people
Adjustments that work
Fairer performance conversations
Managers who know what to do
Support works best when the employee, their manager and the organisation each play a part.
We work with all three, separately or together, so the support one person receives is backed by the people and processes around them.
For employees
Getting the right support in place
Access to Work applications
Guidance through the scheme, from eligibility to setting out the support needed.
Neurodivergence coaching
One to one sessions on strengths, organisation, communication and the tasks that cause most difficulty.
Coaching through performance concerns
Confidential coaching alongside any workplace process.
For managers
Knowing how to lead and adapt
Coaching for managers
Help with agreeing and reviewing adjustments, and approaching difficult conversations fairly.
Workshops and awareness talks
In person sessions for managers and teams, tailored to your workplace.
Online awareness course
A self paced foundation for every manager.
For organisations
Inclusive by design
Reasonable adjustments advice
How to identify, agree, record and review adjustments, in line with the Equality Act 2010.
Policy and process review
Recruitment, onboarding, performance and absence policies checked against how neurodivergent staff work.
Culture and team coaching
Recommendations that build inclusion into everyday working, with team coaching where it helps.
When performance concerns are raised
A performance concern can be the first sign that an
adjustment is missing.
Unclear expectations, a working environment that does not suit how someone works, or support agreed but not fully in place can all show up as performance. Before a formal process goes further, we help everyone understand what is happening.
Coaching to understand expectations and identify what would help.
Employee
Manager
Guidance on adjustments, goals and how to review progress fairly.
HR
Advice on the process, your duties and a fair way forward.
How it works
1
Discovery call
Tell us what is happening and what you need.
2
3
A clear plan
Delivery
We recommend a route with agreed goals.
Sessions fitted around the working day.
4
Review
We look at what has changed and agree next steps.
Common questions
Does an employee need a diagnosis?
No. Coaching and reasonable adjustments are based on how someone works and what they need.
Is coaching confidential?
Yes. Where an organisation funds coaching, we agree at the start what will be shared, with whom and why.
Can you support one employee, or only whole organisations?
Both. A single employee or manager, HR advice on one situation, or work across the organisation.
How many coaching sessions are usually needed?
It depends on the situation; the number is agreed at the start and reviewed as the coaching goes.