Who Is It For?
- Line managers and team leaders who manage neurodivergent colleagues
- HR, EDI, and occupational health professionals
- Senior leaders wanting to embed neuroinclusion into culture
- Recruitment teams wanting to attract and retain neurodivergent talent
- All employees — as a general awareness session for the whole workforce
Workshop Structure
| Format | Half-day (3.5 hours) interactive workshop |
| Delivery | Face-to-face on-site or virtual via Teams/Zoom |
| Group Size | Up to 25 delegates per session |
| Approach | Facilitated discussion, case studies, self-reflection, and practical adjustments planning |
| Tailoring | Bespoke — built around your organisation’s context and roles |
Topics Covered
- What is neurodiversity? — ADHD, autism, dyslexia, dyspraxia, dyscalculia, and Tourette’s in context
- The strengths perspective — why neurodivergent thinkers are an asset, not a problem
- Workplace barriers — sensory environments, communication styles, and process friction
- Reasonable adjustments — practical, low-cost changes that make a significant difference
- Communication & management — adapting your leadership style for neurodivergent team members
- Recruitment & onboarding — removing barriers that screen out neurodivergent talent
- Legal context — Equality Act 2010 obligations and best-practice guidance
What’s Included
- Bespoke workshop design with pre-session needs analysis
- Neurodiversity awareness guide for managers
- Reasonable adjustments toolkit and conversation template
- Neuroinclusive meeting and communication checklist
- Recruitment review checklist for bias-free processes
- Certificate of completion for all delegates
- 30-day post-workshop support via email
Benefits
For Your Organisation
- Access a wider, more diverse talent pool
- Reduce attrition of neurodivergent employees
- Meet Equality Act obligations proactively
- Unlock innovation through cognitive diversity
- Improve team dynamics and collaboration
For the Individual
- Greater understanding and empathy for colleagues
- Practical tools to support neurodivergent team members
- Confidence to have conversations about adjustments
- Awareness of their own communication preferences
- Skills that improve management of all team members
Why TESS?
- Strengths-based: We focus on unlocking talent, not labelling deficits
- Practical, not theoretical: Delegates leave with specific adjustments they can make immediately
- Inclusive delivery: Workshop design itself models neuroinclusive best practice
- Scalable: From a manager masterclass to an organisation-wide awareness programme