This CPD-certified 90-minute workshop draws on over 20 years of workplace coaching and my experience as a certified ADHD coach. It gives managers the confidence and practical knowledge to recognise when a team member may need support, have constructive conversations and understand their responsibilities under the Equality Act 2010.
Managers are expected to support increasingly diverse teams, yet many have never received training on neurodivergence.
Without the right knowledge, it’s easy to misunderstand behaviours, miss opportunities to provide appropriate support, or avoid important conversations altogether. The result can be reduced performance, increased absence, poor retention and unnecessary workplace conflict.
This CPD-certified 90-minute workshop gives managers the confidence and practical knowledge to recognise when a team member may need support, have constructive conversations and understand their responsibilities under the Equality Act 2010.
When managers understand neurodivergence, everyone benefits—employees feel supported, teams work more effectively and organisations reduce the risk of costly employment disputes.
The workshop covers:
- Understanding neurodivergence and raising awareness
- Recognising behaviours that may be linked to neurodivergence rather than making assumptions
- Starting supportive and confident conversations
- Practical workplace adjustments that can make an immediate difference
- Understanding the challenges of working in environments designed primarily for neurotypical thinking
- Common characteristics associated with ADHD, Autism, Dyslexia, Dyspraxia and Dyscalculia, including when more than one neurodivergent condition is present
- Managers’ responsibilities under the Equality Act 2010
- Creating an inclusive team culture that enables everyone to perform at their best
Why this matters
Employment Tribunals have consistently confirmed that an employee does not need a formal diagnosis for an employer’s duties under the Equality Act 2010 to apply. An organisation’s responsibilities arise where it knows, or could reasonably be expected to know, that an employee has a disability.
Providing managers with the confidence and knowledge to recognise potential needs, respond appropriately and have supportive conversations helps organisations create more inclusive workplaces while reducing legal and financial risk.
This workshop forms the foundation of my Learning to Action™ model and can be delivered as a standalone session or as part of a wider implementation programme to embed lasting behavioural change across your organisation.