Corporate & HR Services

Corporate & HR Teams

Neurodiversity represents a significant talent opportunity. Organisations that understand and actively support neurodivergent employees see improved retention, creativity, and performance. Yet most corporate neurodiversity initiatives remain surface-level—awareness training that checks a box but doesn't create lasting change.

I help organisations move beyond tokenism to build genuinely inclusive workplace cultures where neurodivergent talent thrives.

I work with:

  • FTSE companies developing neurodiversity strategies

  • HR teams implementing inclusive recruitment and retention programmes

  • Management teams learning to support neurodivergent direct reports

  • Employee resource groups (ERGs) championing neurodiversity initiatives

  • Legal and compliance teams navigating accommodation requirements

Why Corporate Teams Choose Me

As a medical doctor (MBChB) with six years of clinical oversight within the DWP Access to Work Program, I understand the intersection of workplace accommodations, employee needs, and organisational requirements from both clinical and operational perspectives.

I've assessed thousands of workplace accommodation requests, reviewed what actually works versus what sounds good on paper, and understand the legal frameworks organisations must navigate. I also host the SEND Parenting Podcast (70K+ downloads, 122 countries), where I've interviewed neurodiversity workplace experts, HR leaders, and neurodivergent professionals themselves.

I bring clinical credibility, practical implementation experience, and real-world insight into what neurodivergent employees need to succeed.

Training Topics & Workshop Programmes

Foundation Level:

  • Understanding Neurodiversity in the Workplace: Beyond ADHD and Autism

  • Neurodiversity-Affirming Recruitment: Job Descriptions, Interviews, and Hiring Decisions

  • Legal Requirements: Reasonable Adjustments and Disability Discrimination

  • Supporting Neurodivergent Employees: Performance Management and Ongoing Success

Management & Leadership:

  • Managing Neurodivergent Team Members: Practical Strategies for Success

  • Performance Management That Actually Works for Neurodivergent Employees

  • Communication Styles: Bridging Neurotypical-Neurodivergent Workplace Gaps

  • Reasonable Adjustments: What Works, What Doesn't, and Why

Strategic & Cultural Change:

  • Building a Neurodiversity-Inclusive Culture (Not Just Policies)

  • From Compliance to Competitive Advantage: Neurodiversity as Business Strategy

  • Sensory-Friendly Workplace Design and Flexible Working Policies

  • Measuring Impact: KPIs for Neurodiversity Inclusion Initiatives

All programmes can be delivered as:

  • Half-day or full-day workshops

  • Executive briefings (60-90 minutes)

  • Lunch-and-learn sessions

  • Multi-session training series

  • Train-the-trainer programmes for internal L&D teams

What Your Team Will Gain

For HR Teams: Practical frameworks for accommodation requests that balance employee needs with business requirements. Confidence in navigating complex situations without legal risk. Tools to move from reactive problem-solving to proactive inclusion strategy.

For Managers: Specific communication and management techniques that improve performance for neurodivergent direct reports. Understanding of when accommodations are needed versus when performance issues are genuine. Reduced turnover of high-performing neurodivergent employees who were previously "difficult to manage."

For The Organisation: Access to a broader talent pool that competitors overlook. Improved retention of neurodivergent employees (who often leave not because of capability, but because of workplace culture). Enhanced innovation and problem-solving from cognitively diverse teams. Genuine competitive advantage, not just compliance.

Case Study Insights

Example 1: Technology Consultant with ADHD

A senior technology consultant was struggling with time management, calendar organisation, and meeting project deadlines—despite strong technical capabilities. The organisation was considering performance management procedures.

Through the Access to Work assessment, we arranged an ADHD coach and assistive technology training. Within three months, the employee consistently met deadlines, managed their calendar independently, and was promoted. They reported using the organisational strategies at home as well, improving their overall quality of life.

The cost of the intervention: £2,400. The cost of recruiting and training a replacement: approximately £45,000.

Example 2: Solicitor with Severe Dyslexia

A solicitor with severe dyslexia was spending 3-4 hours daily managing emails, causing significant stress and limiting billable hours. The firm was concerned about delays in client communication.

Access to Work funded a part-time PA to manage email correspondence under the solicitor's direction. The solicitor's billable hours increased by 40%, client satisfaction improved, and stress levels dropped significantly. The solicitor remains with the firm five years later, one of their longest-tenured employees.

The intervention cost: £15,000 annually. The value to the firm: £60,000+ in additional billable hours, plus retained expertise.

Ongoing Support Available

Many organisations find that initial training is just the beginning. I offer flexible support packages including:

  • Monthly Consultation Retainers: Regular touchpoints for HR teams navigating specific accommodation requests or challenging situations

  • Leadership Coaching: One-to-one support for managers with neurodivergent direct reports

  • Implementation Support: Guidance on rolling out neurodiversity initiatives, reviewing policies, and measuring impact

  • Employee Support: Confidential consultation for neurodivergent employees navigating workplace challenges

  • Strategic Advisory: Quarterly reviews with senior leadership on neurodiversity strategy evolution

These packages can be customised to your organisation's size, industry, and specific needs.

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