Neurodiversity Awareness Training for every employee.

Awareness training has one job: give everyone in the organisation the same working vocabulary, so that later conversations about adjustments, workload and performance start from shared ground rather than from scratch.

Done badly it becomes decoration — a lanyard, a poster, a lunchtime session attended by the people who already care. Done well it measurably raises the number of people willing to say something about how they work best, and it makes the manager training that follows far easier to land.

All-employee populations, including frontline, operational and technical staff who are usually the hardest audience for EDI content. Also used for onboarding cohorts, ERG and network launches, and as the anchor session for Neurodiversity Celebration Week or Dyslexia Awareness Week.

A plain working definition of neurodiversity, and of ADHD, dyslexia, autism, dyspraxia and dyscalculia — what each generally means at work rather than clinically.

The strengths organisations routinely underuse, and the stressors that quietly cost them people.

What everyday inclusive behaviour looks like in a meeting, an email, a handover and a team chat.

What to do if a colleague tells you something, and what to do if the person struggling is you.

Where to go next inside the organisation — adjustments process, ERG, HR, occupational health.

All-employee session of 45–60 minutes, in person or virtual, and comfortable at large scale. Onboarding module. Awareness-week keynote. ERG launch session. Recorded asynchronous version where shift patterns or geography make live attendance impractical.

The framing is commercial and practical rather than moral. Wayne talks about how work actually gets done — meetings, deadlines, handovers, performance reviews — and draws on lived experience of ADHD and dyslexia alongside 25 years leading teams and change programmes inside large organisations.

In practice that means engineers, traders, operations managers and site teams stay in the room, which is generally the test an awareness session either passes or fails in the first five minutes.

Awareness training will not make your managers competent at adjustments, and it should not be sold internally as if it will. It creates the common language; manager capability is a separate piece of work. Organisations that run awareness alone usually see a short-lived rise in goodwill and no change in retention.