Neuroinclusion Review
A structured review of the organisation's existing approach to workplace neuroinclusion.
Reviews, audits and planning
Understand Where You Are. Decide What Comes Next.
Some organisations already have training, policies or staff networks in place but are unsure whether those elements create a coherent and accessible employee experience.
What we review
We review current practice, identify strengths and barriers and help you prioritise realistic next steps
Policy and Process Review
Reviewing relevant policies and processes through a neuroinclusive lens.
Employee Journey Review
Considering recruitment, induction, communication, support, development and progression.
Workplace Adjustment Review
Examining how employees request, agree, implement and review adjustments.
Communication and Culture Review
Exploring how information, expectations, feedback and workplace change are communicated.
Manager Confidence Review
Understanding where managers may require additional guidance, tools or escalation routes.
Action Planning
Turning findings into a prioritised and achievable improvement plan.
Reviews should recognise what is already working. The purpose is not to find fault, but to help organisations make informed and sustainable improvements.
A review provides practical recommendations. It is not legal advice and we do not offer formal legal compliance certification.
After the review
Findings become a plan
Most organisations follow a review with targeted live training or ongoing consultancy support to implement the priorities identified.
Answers
Questions about reviews and audits
Written to be genuinely useful, and short enough to read at the end of a long day.
What does a neuroinclusion review involve?
A review looks at your current approach: policies, the employee journey, how adjustments are requested and agreed, how information is communicated and where managers may need more guidance. You receive prioritised findings and a realistic action plan. It recognises what already works and is not a fault-finding exercise.
How is consultancy different from training?
Training builds knowledge and confidence in individuals. Consultancy works on the systems around them, such as policy, adjustment processes, manager escalation routes and implementation planning. Most organisations benefit from both, which is why our pathway moves from learning through to embedding.
What is a reasonable adjustment?
Under the Equality Act 2010, an adjustment is reasonable if it removes a substantial disadvantage without disproportionate cost or disruption. In practice most neurodiversity adjustments are low or no cost, such as written follow-ups, flexible hours, quiet space or agendas in advance. This is general information rather than legal advice.
Can you review our existing policies and processes?
Yes. We review relevant policies, adjustment pathways and employee-facing processes through a neuroinclusive lens and set out prioritised recommendations. We do not provide legal advice or compliance certification.
Corporate section
Explore the rest of our corporate services
- Accredited E-LearningCPD-accredited online learning for individuals, teams and whole workforces.Read more
- Live Training and WorkshopsPractical learning shaped around your people, sector and priorities.Read more
- Neuroscience-Led MasterclassesA practical masterclass series for leaders and professionals.Read more
- Consultancy and Retained PartnershipsSpecialist guidance when your organisation needs it.Read more
- Employee and Family BenefitsAssessment, coaching, parent support and education guidance for your people.Read more
- Corporate EnquiryA short conversation is usually the quickest way to find a proportionate starting point.Read more
- Corporate BrochureOur full corporate offer in one free, downloadable document.Read more
- Partnership Guide and PricingOur three retained partnership packages, hours and investment, free to download.Read more
Where Should Your Organisation Begin?
You may need an accessible learning programme for your workforce, practical development for managers, an independent review of existing arrangements or a specialist partner to support longer-term change. We will help you identify a proportionate starting point based on your organisation, workforce and priorities.
You do not need to have everything worked out before speaking to us. A conversation can help clarify what your organisation already does well, where barriers may remain and which next step is most useful.