McPhail Watmore Associates Ltd
Neurodiversity and Neuroinclusion Training
Most teams already include neurodivergent people
Around one in five people is neurodivergent, which means most teams already include neurodivergent colleagues, whether or not anyone has said so. Our neurodiversity training helps your managers and teams understand what neurodivergence is, recognise ways of working that can hold neurodivergent people back, and how we can build a workplace where different minds can do their best work.
What is neurodiversity?
Neurodiversity is the simple idea that everyone's brain works differently. Most people are neurotypical, processing information in the way society tends to expect. Neurodivergent people, including those with autism, ADHD, dyslexia, dyspraxia and other conditions, process the world differently. That difference is not a deficit, it often brings real strengths, and the barriers neurodivergent people face usually come from environments designed around one way of thinking, not from the person.
Our training works from that starting point, helping organisations remove barriers and make the most of the different perspectives neurodivergent people bring.
Why neuroinclusion matters
There is a strong business case. Diverse teams make better decisions, and neurodivergent people often bring exactly the pattern recognition, focus, creativity and problem solving organisations need. Yet many workplaces lose that talent, because their recruitment, communication and day to day practices quietly disadvantage people who think differently.
There is a legal dimension too. Being neurodivergent will often, though not automatically, amount to a disability under the Equality Act 2010, where it has a substantial and long term effect on day to day activities. Where it does, the duty to make reasonable adjustments applies, and no formal diagnosis is needed for that duty to be triggered.
Around 1 in 5
people is neurodivergent. Building in support as standard, rather than waiting for someone to ask, is what the best organisations do, and claims involving neurodivergent employees are rising.
What our training covers
We offer neurodiversity training for everyone, and a deeper session for managers who need to support neurodivergent team members in practice.
- What neurodiversity and neurodivergence mean, in plain terms
- Common forms of neurodivergence, and the strengths and challenges each can bring
- The barriers neurodivergent people face at work, and how to remove them
- Getting language and communication right, so people feel able to be open
- The legal framework, including when the Equality Act 2010 applies and the duty to make reasonable adjustments
- Practical adjustments and neuroinclusive practices for recruitment, meetings, communication and performance
- Building a culture where neurodivergent colleagues can be open and get support early
What our clients say
“
I had a great day yesterday, and learnt so much!
I will be meeting with our managers all next week, and I am sure that their learning will influence how we move forward.
Thank you for your energy and commitment.
Chief Officer
Age UK Torbay
“
The training on the day both myself and HR Director, were pleased to find it engaging and practical, with clear and relatable hospitality specific examples aligned to the law.
Assistant Learning & Development Manager, People and Culture
Four Seasons
“
Experience was really good – workshop activities made me think of things that would impact me – all topics were enjoyable
Employee
Redbridge Council
Trusted by organisations across
Higher Education•
NHS•
Government•
Finance•
Legal•
Housing•
Charity
Who this training is for
Our awareness session suits everyone, at any level, and helps build an open, understanding culture. The manager session is essential for line managers, HR professionals and anyone responsible for supporting or recruiting staff, since managers are where neuroinclusion succeeds or fails in practice.
We work with organisations across the UK in the public and private sector, including higher and further education, the NHS, national and local government, finance, legal and professional services, housing and the charity sector.
Our approach and credentials
All of our training is bespoke. We take time to understand your organisation, your sector and the decisions your people actually make, then build the session around examples they will recognise. Sessions can be delivered in person or online.
Our consultants are experienced practitioners drawn from the public and private sector. McPhail Watmore Associates was established in 2000, and our founder Fiona McPhail is a Chartered Fellow of the CIPD with 30 years' experience in HR and equality, diversity and inclusion. You can read more about our team on our About page.
Established 2000
Over 25 years of training and consultancy
Chartered FCIPD
Founder led, 30 years' experience
Charter assessors
Investors in Diversity, Disability Confident Level 3
Seven consultants
Public and private sector practitioners
Frequently asked questions
What is the difference between neurodiversity and neurodivergence?
Neurodiversity describes the natural variation in how all human brains work. Neurodivergence refers to an individual whose brain processes information differently from what is typically expected, for example someone who is autistic or has ADHD, dyslexia or dyspraxia. Everyone contributes to neurodiversity, only some people are neurodivergent.
Is neurodivergence a disability?
Not automatically. Being neurodivergent will often amount to a disability under the Equality Act 2010, but only where the condition has a substantial and long term adverse effect on normal day to day activities. This is assessed on the individual, not the label, and a person does not need a formal diagnosis for the duty to make reasonable adjustments to apply.
Do we need to make adjustments for neurodivergent staff?
Where a neurodivergent employee meets the definition of disability, yes, the Equality Act 2010 requires reasonable adjustments to remove the disadvantage they face. Many adjustments are simple and low cost, such as changes to communication, working patterns or the sensory environment. The best approach is to build in support proactively.
Is the training for managers or all staff?
Both. Our awareness session is designed for everyone and builds a more understanding, open culture. The manager session goes deeper into legal duties, adjustments and neuroinclusive practice, for those who support or recruit staff directly. Many organisations commission both.
Talk to our team
Whether you want to book a session or discuss what would work best for your organisation, get in touch to discuss your training needs.