Services
Some organizations wait for a complaint before they look at how well their workplace actually supports neurodivergent employees. Others want to get ahead of it — because they know some of their most capable people may also be working the hardest just to navigate a system that wasn't built with them in mind.
Either way, we meet you where you are. Below are the ways we typically work with organizations — and individuals.
Training built around your team, not a fixed template.
Scoped and shaped to fit — not a one-size package.
Most training on this topic is either too abstract to change real behavior, or narrowly aimed at people managers — when the truth is, everyone works better once they understand how to collaborate well with different kinds of minds.
We start every engagement the same way: understanding your team, your industry, and what's actually going on before we scope a single session. From there, we build something sized and shaped to fit — a single focused session, a longer program, or ongoing sessions for different groups across your organization.
- Practical over theoretical. Structured activities people can use right away, not just notes from a lecture.
- Grounded in lived experience. Facilitation informed directly by lived experience with ADHD and autism.
- Scoped to your audience. Whether it's your management layer, a single team, or the whole company, we shape the depth, format, and length around who's actually in the room.
- Yours to keep. Every session comes with take-home materials tailored to what was covered.
Find out what's actually happening — not just what your handbook says.
An evidence-based diagnostic, benchmarked and prioritized.
Most organizations believe their policies are working. Few have ever actually checked. We give you an honest answer: where you stand today across ten domains of neuroinclusive practice, and exactly what to prioritize next.
- The whole system, not just the policy — hiring, management, environment, culture, and more.
- Triangulated, not guessed — document review, interviews, focus groups, and an anonymous survey.
- The "say-do gap," named explicitly — where good intentions aren't reaching lived experience.
- A roadmap, not just a report — quick wins and structural priorities, presented live to leadership.
Sometimes the best advice comes from someone who's solved the same problem.
One-on-one, built around your real situation.
Not every challenge needs a formal training session or a full assessment — sometimes what actually helps is a structured one-on-one conversation with someone who's faced, or already worked through, something similar. We offer one-on-one peer consulting sessions where a manager or HR leader brings a real, current challenge to the table and works through it directly with an experienced peer.
This can pair you with someone from within your own organization, or connect you with an outside peer if a different perspective would help. Either way, it's structured, confidential, and built around your actual situation, not a hypothetical.
- Real problems, not case studies. Sessions are built around whatever you're actually navigating right now.
- Guided, not lectured. We facilitate the conversation and keep it productive — the insight comes from a direct exchange, not a presentation.
- Flexible cadence. A single working session, or an ongoing series — shaped around what you actually need.
Direct support for the people navigating the system right now.
For individuals, not just organizations.
Most of what we do helps organizations build better structures. This is different: direct advocacy and support for neurodivergent individuals navigating the workplace as it exists today, whether or not the system around them has caught up yet.
- 1:1 coaching for neurodivergent employees preparing for a specific conversation or figuring out what they need.
- An independent concern channel for organizations, when an internal process has stalled.
- ERG launch support — with real independence and confidentiality protections.
- Built on transparency. We're upfront with every organization about how this fits alongside our broader partnership — clear boundaries, clearly communicated, from day one.
For everything that comes after the first conversation.
Neuroinclusion isn't a one-time project.
Training and assessment are usually where organizations start — but we work with clients well beyond the first engagement, in whatever shape makes sense for what you need next:
- Policy & process design — turning findings into a usable accommodation policy.
- Manager coaching — ongoing office hours for real, specific situations.
- Leadership advisory — building neuroinclusion into hiring and performance systems.
- Workshops & speaking — tailored sessions for a team, offsite, or conference.
- Re-assessment — measuring real movement 6–12 months later.
Not sure which of these is the right starting point?
That's what the first conversation is for. No pitch, no obligation — just 30 minutes to understand what's going on at your organization, and an honest answer about whether and how we can help.
Book a Discovery Call