Services
Helping organisations embrace neurodiversity through practical training, lived experience, and inclusive strategies that turn awareness into real, lasting change.
Our Services
We want to help you do just that: to build a workplace where neurodivergent employees feel seen, supported, and empowered to thrive.
Workshops for Staff Teams
Bespoke to your organisation needs: 30 – 45 minute Lunch & Learns,
1 Hour awareness sessions, Half day, Full day, Multi day for larger cohorts
To help staff understand neurodiversity, challenge common myths, and develop inclusive practices that support neurodivergent team members (e.g. those with ADHD, Autism, Dyslexia, Tourette’s, etc.)
Core Topics
What is Neurodiversity? Understanding brain differences as natural variations, not deficits.
Types of Neurodivergence Overview of ADHD, Autism, Dyslexia, Dyspraxia, and more.
Lived Experience & Impact Real-world stories that highlight both challenges and strengths.
Barriers in the Workplace Sensory overload, communication styles, executive functioning, and bias.
Inclusive Communication & Collaboration How to adapt meetings, feedback, and workflows.
Reasonable Adjustments Practical, low-cost changes that make a big difference.
Allyship & Advocacy How staff can support neurodivergent colleagues with confidence
Format
- Interactive exercises (e.g. myth-busting, sensory simulations)
- Group discussions to explore real scenarios
- Toolkit takeaway with inclusive language tips, adjustment ideas, and reflection prompt.
Who It’s For
All staff—neurodivergent and neurotypical
Especially valuable for HR teams, managers, and team leads
Outcomes
- Increased empathy and psychological safety
- Better communication and collaboration
- Stronger retention and wellbeing for neurodivergent employees
- A foundation for deeper inclusion work across the organisation
Training for Managers and Team Leaders
Bespoke to your organisation needs: 30 – 45 minute Lunch & Learns,
1 Hour awareness sessions, Half day, Full day, Multi day for larger cohorts
To equip managers and team leaders with the confidence, language, and practical tools to support neurodivergent team members more effectively—moving from awareness to action, and from inclusion to empowerment. Performance issues are often a sign of unmet needs—not lack of ability. If an employee discloses a neurodivergent condition, open a dialogue about what support would help. But even if they don’t, you can still foster a culture of psychological safety and flexibility. This workshop is designed to be follow on from the Staff training.
Core Topics
Beyond Awareness: What Inclusion Really Looks Like Understanding the manager’s role in shaping neuroinclusive culture.
Performance & Unmet Needs Reframing “performance issues” as signals of unmet support—not lack of ability.
Disclosure & Dialogue How to respond when someone shares a diagnosis—and how to support even without disclosure.
Psychological Safety & Flexibility Creating environments where people feel safe to be themselves and ask for what they need.
Inclusive Management Practices
- Providing noise-cancelling headphones or quiet zones
- Offering flexible hours or remote options
- Using clear, written instructions and visual aids
- Focusing on strengths-based feedback and collaborative problem-solving
The Behaviour-First Lens Shifting from “what’s wrong with this person?” to “what might they need to thrive?”
Format
- Scenario-based discussions drawn from real workplace challenges
- Role-play and reflection to practise inclusive conversations
- Manager’s toolkit with checklists, conversation starters, and adjustment ideas
Who It’s For
Line managers, team leaders, supervisors, and senior staff, HR professionals supporting line management
Outcomes
- Greater confidence in supporting neurodivergent team members
- Improved communication and trust within teams
- Reduced risk of burnout, conflict, and attrition
- A stronger foundation for inclusive leadership and culture change
Workshops for Staff Teams
Bespoke to your organisation needs: 30 – 45 minute Lunch & Learns,
1 Hour awareness sessions, Half day, Full day, Multi day for larger cohorts
To help staff understand neurodiversity, challenge common myths, and develop inclusive practices that support neurodivergent team members (e.g. those with ADHD, Autism, Dyslexia, Tourette’s, etc.)
Core Topics
What is Neurodiversity? Understanding brain differences as natural variations, not deficits.
Types of Neurodivergence Overview of ADHD, Autism, Dyslexia, Dyspraxia, and more.
Lived Experience & Impact Real-world stories that highlight both challenges and strengths.
Barriers in the Workplace Sensory overload, communication styles, executive functioning, and bias.
Inclusive Communication & Collaboration How to adapt meetings, feedback, and workflows.
Reasonable Adjustments Practical, low-cost changes that make a big difference.
Allyship & Advocacy How staff can support neurodivergent colleagues with confidence
Format
- Interactive exercises (e.g. myth-busting, sensory simulations)
- Group discussions to explore real scenarios
- Toolkit takeaway with inclusive language tips, adjustment ideas, and reflection prompt.
Who It’s For
All staff, neurodivergent and neurotypical
Especially valuable for HR teams, managers, and team leads
Outcomes
- Increased empathy and psychological safety
- Better communication and collaboration
- Stronger retention and wellbeing for neurodivergent employees
- A foundation for deeper inclusion work across the organisation
Training for Managers and Team Leaders
Bespoke to your organisation needs: 30 – 45 minute Lunch & Learns,
1 Hour awareness sessions, Half day, Full day, Multi day for larger cohorts
To equip managers and team leaders with the confidence, language, and practical tools to support neurodivergent team members more effectively, moving from awareness to action, and from inclusion to empowerment. Performance issues are often a sign of unmet needs, not lack of ability. If an employee discloses a neurodivergent condition, open a dialogue about what support would help. But even if they don’t, you can still foster a culture of psychological safety and flexibility. This workshop is designed to be follow on from the Staff training.
Core Topics
Beyond Awareness: What Inclusion Really Looks Like Understanding the manager’s role in shaping neuroinclusive culture.
Performance & Unmet Needs Reframing “performance issues” as signals of unmet support—not lack of ability.
Disclosure & Dialogue How to respond when someone shares a diagnosis—and how to support even without disclosure.
Psychological Safety & Flexibility Creating environments where people feel safe to be themselves and ask for what they need.
Inclusive Management Practices
- Providing noise-cancelling headphones or quiet zones
- Offering flexible hours or remote options
- Using clear, written instructions and visual aids
- Focusing on strengths-based feedback and collaborative problem-solving
The Behaviour-First Lens Shifting from “what’s wrong with this person?” to “what might they need to thrive?”
Format
- Scenario-based discussions drawn from real workplace challenges
- Role-play and reflection to practise inclusive conversations
- Manager’s toolkit with checklists, conversation starters, and adjustment ideas
Who It’s For
Line managers, team leaders, supervisors, and senior staff, HR professionals supporting line management
Outcomes
- Greater confidence in supporting neurodivergent team members
- Improved communication and trust within teams
- Reduced risk of burnout, conflict, and attrition
- A stronger foundation for inclusive leadership and culture change
Training for HR Teams on Recruitment & Onboarding
Bespoke to your organisation needs: 30 – 45 minute Lunch & Learns,
1 Hour awareness sessions, Half day, Full day, Multi day for larger cohorts.
To help staff understand neurodiversity, challenge common myths, and develop inclusive practices that support neurodivergent team members (e.g. those with ADHD, Autism, Dyslexia, Tourette’s, etc.)
Core Topics
The First Barrier: Rethinking Recruitment Why traditional hiring often filters out neurodivergent talent, and how to change that.
Confidence vs Competence Understanding how standard interviews can favour performance over potential.
Job Descriptions That Include, Not Exclude
- Use plain, jargon-free language
- Focus on essential skills, not vague traits like “team player”
- Be transparent about expectations and flexibility
Accessible Application Processes
- Offer alternatives to online forms (e.g. video, phone, work samples)
- Be clear about timelines, formats, and what to expect
- Avoid unnecessary time pressures or cognitive overload
Neuroinclusive Interviewing
- Replace abstract or hypothetical questions with real-world scenarios
- Offer questions in advance or allow written responses
- Be flexible with format and environment
Onboarding with Empathy
- Provide clear, structured information in multiple formats
- Assign a consistent point of contact
- Build in time for adjustment and check-ins
Format
- Audit-style exercises to review and rewrite real job descriptions
- Role-play and scenario work to practise inclusive interviewing
- Toolkit takeaway with inclusive language guides, interview templates, and onboarding checklists
Who It’s For
HR professionals, recruiters, and hiring managers. Anyone involved in designing or delivering recruitment and onboarding processes
Outcomes
- More inclusive and accessible hiring practices
- Increased confidence in supporting neurodivergent candidates
- Reduced bias and improved retention
- A stronger, more diverse talent pipeline from the very first touchpoint
Support to create an internal Neurodivergent Community Network
Bespoke to your organisation needs: Contact to discuss further
To support organisations in co-creating a safe, empowering internal network for neurodivergent employees, led by lived experience, grounded in inclusion, and aligned with wider wellbeing and equity goals,
Core Topics
Why Community Matters The role of peer connection in reducing isolation, building confidence, and improving retention.
What a Neurodivergent Community Network Is (and Isn’t)
- A brave and safe space for shared experience, not diagnosis disclosure
- A platform for advocacy, not therapy
- A bridge between lived experience and organisational change
Laying the Foundations
- Gaining leadership buy-in
- Co-designing with neurodivergent voices
- Defining purpose, values, and boundaries
Running the Network Sustainably
- Choosing facilitators or co-chairs
- Setting up safe communication channels
- Managing confidentiality and psychological safety
Embedding the Network into Culture
- Linking with HR, EDI, and wellbeing teams
- Creating feedback loops to inform policy and practice
- Celebrating neurodivergent voices through events, storytelling, and campaigns
Format
- Interactive discussion on what a thriving ND network could look like
- Co-creation exercises to define purpose, values, and structure
- Case study exploration of successful internal networks
- Toolkit walkthrough with templates for charters, role descriptions, and launch plans
Who It’s For
Neurodivergent employees interested in shaping or leading a network
HR, EDI, and wellbeing leads
Allies and managers supporting inclusion initiatives
Outcomes
A clear, co-created vision for a Neurodivergent Community Network that reflects lived experience and organisational values.
Increased confidence among neurodivergent employees to share ideas, advocate for needs, and connect with peers
Greater wellbeing, belonging, and happiness at work—leading to improved engagement and productivity
Stronger retention of neurodivergent talent.
Training for HR Teams on Recruitment & Onboarding
Bespoke to your organisation needs: 30 – 45 minute Lunch & Learns,
1 Hour awareness sessions, Half day, Full day, Multi day for larger cohorts.
To help staff understand neurodiversity, challenge common myths, and develop inclusive practices that support neurodivergent team members (e.g. those with ADHD, Autism, Dyslexia, Tourette’s, etc.)
Core Topics
The First Barrier: Rethinking Recruitment Why traditional hiring often filters out neurodivergent talent—and how to change that.
Confidence vs Competence Understanding how standard interviews can favour performance over potential.
Job Descriptions That Include, Not Exclude
- Use plain, jargon-free language
- Focus on essential skills, not vague traits like “team player”
- Be transparent about expectations and flexibility
Accessible Application Processes
- Offer alternatives to online forms (e.g. video, phone, work samples)
- Be clear about timelines, formats, and what to expect
- Avoid unnecessary time pressures or cognitive overload
Neuroinclusive Interviewing
- Replace abstract or hypothetical questions with real-world scenarios
- Offer questions in advance or allow written responses
- Be flexible with format and environment
Onboarding with Empathy
- Provide clear, structured information in multiple formats
- Assign a consistent point of contact
- Build in time for adjustment and check-ins
Format
- Audit-style exercises to review and rewrite real job descriptions
- Role-play and scenario work to practise inclusive interviewing
- Toolkit takeaway with inclusive language guides, interview templates, and onboarding checklists
Who It’s For
HR professionals, recruiters, and hiring managers. Anyone involved in designing or delivering recruitment and onboarding processes
Outcomes
- More inclusive and accessible hiring practices
- Increased confidence in supporting neurodivergent candidates
- Reduced bias and improved retention
- A stronger, more diverse talent pipeline from the very first touchpoint
Support to create an internal Neurodivergent Community Network
Bespoke to your organisation needs: Contact to discuss further
To support organisations in co-creating a safe, empowering internal network for neurodivergent employees—led by lived experience, grounded in inclusion, and aligned with wider wellbeing and equity goals.
Core Topics
Why Community Matters The role of peer connection in reducing isolation, building confidence, and improving retention.
What a Neurodivergent Community Network Is (and Isn’t)
- A brave and safe space for shared experience, not diagnosis disclosure
- A platform for advocacy, not therapy
- A bridge between lived experience and organisational change
Laying the Foundations
- Gaining leadership buy-in
- Co-designing with neurodivergent voices
- Defining purpose, values, and boundaries
Running the Network Sustainably
- Choosing facilitators or co-chairs
- Setting up safe communication channels
- Managing confidentiality and psychological safety
Embedding the Network into Culture
- Linking with HR, EDI, and wellbeing teams
- Creating feedback loops to inform policy and practice
- Celebrating neurodivergent voices through events, storytelling, and campaigns
Format
- Interactive discussion on what a thriving ND network could look like
- Co-creation exercises to define purpose, values, and structure
- Case study exploration of successful internal networks
- Toolkit walkthrough with templates for charters, role descriptions, and launch plans
Who It’s For
Neurodivergent employees interested in shaping or leading a network
HR, EDI, and wellbeing leads
Allies and managers supporting inclusion initiatives
Outcomes
A clear, co-created vision for a Neurodivergent Community Network that reflects lived experience and organisational values.
Increased confidence among neurodivergent employees to share ideas, advocate for needs, and connect with peers
Greater wellbeing, belonging, and happiness at work—leading to improved engagement and productivity
Stronger retention of neurodivergent talent.
Four-Week Course for Late-Diagnosed Adults
4 weekly sessions, 2 hours each (evenings): Contact to discuss further
To provide late-diagnosed neurodivergent adults with a safe, educational space to explore what neurodivergence means, understand their own patterns and strengths, and begin to reframe the years before diagnosis, without therapy, but with clarity, compassion, and community.
Core Topics
Understanding Neurodivergence Explore what it means to be neurodivergent, beyond labels and stereotypes. Learn how traits like ADHD, Autism, and Dyslexia show up in everyday life, and how to reframe them as strengths.
Making Sense of the Past Reflect on the years before diagnosis. Understand common patterns like masking, burnout, and misdiagnosis, and begin to challenge internalised narratives.
Reframing Through a Behaviour-First Lens Learn how unmet needs, not personal failings, shaped your experience. Discover how to rewrite your story with clarity and compassion.
Moving Forward with Confidence Build practical strategies for self-advocacy, workplace communication, and boundary-setting. Explore ways to thrive in work, relationships, and daily life.
The Power of Shared Experience
Connect with others who’ve walked a similar path. Share stories, insights, and reflections in a safe, facilitated space, because understanding often begins with being understood.
Format
- First hour: Structured learning with slides, examples, and discussion
- Second hour: Facilitated sharing circle, voluntary, confidential, and peer-led
- Optional resources: Downloadable guides, reflection prompts, and reading list
Who It’s For
Adults recently diagnosed or self-identifying as neurodivergent
Individuals seeking education, not therapy
Those ready to explore their identity with warmth, clarity, and community
Outcomes
- A deeper understanding of neurodivergence and personal identity
- Tools to reframe past experiences with compassion and insight
- Increased confidence in self-advocacy and workplace communication
- A sense of connection and belonging through shared experience
- Greater wellbeing, clarity, and hope for the future
Testimonials
Read how others have been moved, supported, and empowered.
Words aren't really my thing. But I know I would never be where I am, professionally or personally, had I not reached out to you after that first webinar. Not only have you been an incredible help in me disclosing my neurodivergence and therefore being the best version of me at work, but you have made me see all my strengths, abilities and to be myself. Your enthusiasm, passion and willingness to speak out for your beliefs and on behalf of others is contagious. And I know that whatever path you are on, you will continue to make a big impact and change their lives for the better.
Sarah - I cannot express how grateful I am to you for being yourself and sharing that with us all. Paving the way? You single handedly opened up the newer diversity conversation at Dogs Trust. For the network to flourish and thrive. Your openness and your willingness to share have allowed so many staff across Dogs Trust to better understand themselves, their colleagues, and their families.
Thank you for being so approachable and helping me build more understanding of how to support my team and colleagues.
Sarah, you have been more supportive than you will ever know in helping me understand the challenges faced by my son. You are amazing.
You have made such a difference to all the neurodiverse colleagues here. An especially a big thank you for your support over the confusion of interviews and job applications and what impact that had.
Continue to spread your joy and knowledge. Without you and your knowledge of neurodiversity, I don't think I would have got my diagnosis this year, in a few months my life has already changed so much. I can’t thank you enough. Your honesty and vulnerability have been utterly transformative.
Sarah, you are always a continuous reminder to stay true to yourself and just be your wonderful self. I will try to remember to channel your essence.
We want to thank you for your advice and support through our neurodivergent struggles. I can't tell you how much we appreciate you and how much we're going to miss not having you around.
Sarah, you will always be Dogs Trust Pioneer, your knowledge and passion know no bounds.
Thank you so much for your kindness, smiles and encouragement in our neurodiverse sessions.
Contact Us
Email: hello@neuroembrace.co.uk
Phone: 07508408484
Address: Hinckley, Leicestershire
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