For organisations
Supporting your neurodivergent talent to thrive - through person-focused assessments that translate into practical, role-specific workplace adjustments.
Just as biodiversity strengthens an ecosystem, neurodiversity strengthens an organisation - bringing a broader range of thinking styles, perspectives and problem-solving approaches that benefit everyone.
The challenge
Line managers often feel uncertain about how to support neurodivergent employees. Professionals with exceptional capabilities can be misunderstood rather than recognised as needing different support structures.
Neurodivergent traits often correlate with exceptional strengths: analytical thinking, creativity, pattern recognition, sustained focus, attention to detail, innovative problem-solving - and the ability to see connections others miss. Without appropriate support, that talent quietly burns out.
For the individual, reaching out takes courage. Many have spent years masking, pushing through exhaustion, or blaming themselves for struggling with tasks others seem to find effortless.
Employees don't need to wait until they're in crisis. Proactive support means accessing help while still functioning well - rather than waiting for burnout, sick leave, or resignation.
The assessment
A comprehensive, person-focused assessment examining how an individual's neurodivergence impacts their specific role - and how their work environment, communication, tools and tasks impact their ability to deliver that role effectively. The output is a detailed written report with practical, person- and role-specific recommendations for workplace adjustments.
Pre-assessment
Questionnaires go to both the employee and their line manager, along with a copy of the job description, to provide context ahead of the assessment.
Employee interview
A structured 90-120 minute conversation exploring the individual's role, challenges, strengths, working environment and current coping strategies.
Manager conversation
A dedicated one-hour meeting with the line manager - exploring what success in the role looks like, discussing their observations, and understanding the organisational context. This grounds the recommendations in reality and ensures they are workable in practice.
Written report
A detailed, jargon-free report with practical, role-specific adjustments, delivered within 10 working days of the assessment.
The report
Recommendations are always specific to the individual and their role. Common areas include:
Task management, prioritisation strategies, meeting structures, written communication formats.
Lighting, sound, workspace setup, quiet space access, hybrid or flexible working arrangements.
Dictation tools, screen readers, scheduling software, and other low- or no-cost digital supports.
Preferred channels, structured briefings, written follow-ups, adjustments to review or feedback processes.
Guidance for line managers on how to adapt check-ins, feedback and day-to-day interaction.
Where specialist workplace coaching or awareness training would add further benefit.
Many adjustments can be implemented immediately, at little or no cost - no 9-month+ wait like the UK Government's Access to Work scheme.
Who it supports
Whose neurodivergence enables exceptional work but creates workplace challenges.
Whose struggles with organisation, prioritisation or communication are a need for different support - not a capability problem.
Where proactive, practical support can make return to work sustainable.
Where retention delivers significant ROI and losing them would be costly.
And adjustment requests - where a structured assessment provides clarity and confidence for both employee and employer.
Neurodivergent employees are supported. Formal diagnosis is not required.
The business case
Why organisations commission this work - and the difference it makes once recommendations are in place.
Beyond replacement and recruitment costs, losing experienced employees disrupts team dynamics, erodes institutional knowledge, and burdens colleagues who absorb the workload.
Burnout costs organisations both sick pay and lost productivity. Early, practical support keeps people in role and engaged.
When barriers are removed, neurodivergent employees can showcase exceptional analytical thinking, creativity, pattern recognition and sustained focus.
Attract and retain diverse talent - driving innovation, fresh perspectives and broader problem-solving capability.
Demonstrates your organisation's reasonable-adjustments duty in practice, with a documented, evidence-based record of what was assessed and recommended.
Why this service
Many recommendations can be actioned straight away at little or no cost - no 9-month+ wait like the Access to Work scheme. Reports delivered within 10 working days.
Focus is on the individual's experience in their actual role - never a diagnostic category. Formal diagnosis is not required.
In an unregulated field, formal Level 4 qualification ensures you're working with someone properly trained in assessment methodology, neurodiversity expertise and professional practice.
20+ years in HR and leadership means a practical grasp of organisational realities, line-manager pressures, and how to write recommendations that actually work within business constraints.
Experienced in supporting assessments arising during probation, performance management, sick leave - or proactively, before any of those situations take hold.
Strong understanding of executive function challenges, masking exhaustion and burnout - particularly experienced by women and those diagnosed later in life.
Questions
OCN Level 4 accredited Neurodiversity Workplace Needs Assessor. ICF PCC-credentialled coach. 20+ years in HR and leadership development at The Co-op, GE and Addleshaw Goddard. Specialist in bespoke workplace support for neurodivergent professionals in private-sector organisations.
Read more about Amy →Get in touch by email and we can talk through your requirements. No obligation - just a conversation about whether this is the right fit.
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