Neuroinclusion
that works.
Practical training, audits and advisory support to help organisations attract, support and retain neurodivergent talent.
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Employees Impacted
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Clients
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Years in business
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Trusted by forward-thinking organisations
Our services
Neuroinclusion, embedded across your organisation
We don’t just run a workshop and leave. We work with you to make neuroinclusion a real, everyday part of how your organisation runs, so it actually sticks.
Training & Education
Workshops • Pathways • Leadership Training • Champions
Helping teams build awareness, confidence and practical workplace skills around neurodiversity.
Audits & Consultancy
Maturity Matrix • Policy Reviews • Consultancy • Strategy
Identifying barriers, reducing risk and helping organisations build neuroinclusive systems that actually work.
Neurodivergent Talent
Jobs Board • Inclusive Hiring • Attraction Support
Inclusive recruitment support, accessible hiring strategies and our specialist jobs board to widen your talent pool.
Ongoing Support
Workplace Needs Assessments • Coaching • Advisory Line
Hands-on specialist support for employees, managers and HR teams navigating real workplace situations.
How we work
How we do this
We start by finding out where you actually are, not where you’d like to be. Our Maturity Audit gives you a scored baseline across leadership, systems, and culture, then we move through four stages to make neuroinclusion real and lasting.
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Assess
Before we do anything else, we find out exactly where you are. Our free Neuroinclusion Maturity Audit takes around ten minutes to complete and gives you a scored baseline across six areas of your organisation. You get clarity on your biggest gaps and quick wins and then we talk through what it means for you on a free call. -
Equip
Training that actually changes behaviour. We give managers the language, tools, and confidence to support neurodivergent colleagues, not just awareness sessions that get forgotten by Monday. -
Embed
We work with your HR, Operations and Leadership teams to rewrite the processes where neurodivergent people get filtered out including job ads, interview formats, performance reviews, reasonable adjustments, RAMS. Systemic change, not surface-level policy. -
Sustain
Neuroinclusion needs a home in your organisation, not just a project team. We build in measurement, internal ownership, and regular checkpoints so it doesn’t quietly unravel after we leave.
Where does your organisation sit right now?
The risk of inaction
Neurodivergence is Rising. Workplace Readiness Isn't.
1 in 5 people are neurodivergent. Most workplaces are not designed for them, and that gap creates risk.
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1 in 5 Employees will be Neurodivergent
Yet most workplaces are not designed with neurodiversity in mind, meaning a significant portion of your workforce may be under supported.
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79% Rise in tribunals citing Neurodivergence
Cases referencing neurodivergence increased by 79% in a single year. Legal exposure is accelerating faster than workplace readiness.
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Disability Discrimination remains one of the largest tribunal categories
Neurodivergence is increasingly cited in claims around performance management and reasonable adjustments. This is no longer a niche issue.
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Most claims stem from preventable process failures
Tribunal judgments frequently reference:
• Failure to implement reasonable adjustments
• Inconsistent performance processes
• Lack of manager understanding
These are structural and behavioural gaps, not rare incidents.
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The cost of one tribunal usually exceeds the cost of prevention
Legal fees, penalties, leadership time, internal disruption and reputational damage quickly outweigh the investment in structured support.
Prevention is the astute commercial decision.
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Manager uncertainty is a risk multiplier
Untrained managers handling neurodivergent performance, or welfare concerns, increase the likelihood of grievance, escalation and legal action. Increasing knowledge reduces risk and evidences you are making positive change.
Our Impact
The Statistics speak for themselves
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Neurodivergent employees positively impacted
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Colleagues and managers trained
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Organisations supported globally
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Countries we operate in
Support neuroinclusion and see the benefits
Testimonials
Client Stories & Results
We’ve helped forward-thinking global organisations across finance, tech, logistics and more to build neuroinclusive workplaces.
Managers went from avoiding difficult conversations to handling them with confidence.
As HubSpot shifted toward a more metrics-driven culture, managers were navigating increasingly complex people situations without the knowledge, language or processes to handle them well. Supporting employees who were struggling, managing inconsistent output and knowing when and how to act, all without clear guidance, was creating real pressure across the business. They needed practical capability, not another awareness session.
After working with Enna, 100% of participating managers reported increased confidence and clarity. Teams saw earlier conversations, reduced friction around expectations and stronger day-to-day communication. HubSpot are now expanding Enna training to reach new managers and employees across the organisation.
"The facilitator was vulnerable with us and shared their own lived experience, which made us all happy to share our own and really discuss what's going on within our organisation."
From awareness to a self-sustaining champion network driving real change every day.
William Grant and Sons had awareness. What they lacked was the management capability and internal infrastructure to turn it into consistent, meaningful action. Leaders were engaged in principle but without the depth of knowledge or practical tools to model genuinely inclusive behaviour. And without internal champions to sustain momentum, any progress risked staying at the surface level.
After working with Enna, a dedicated Neurodiversity Champions network now actively supports employees across the whole organisation every single day. Leaders demonstrate significantly higher confidence in neuroinclusion topics. Policies are under active review. And there is now a clear roadmap in place to scale neuroinclusion further, with the internal capability to deliver it.
"Our work with Enna has completely shifted how we approach neurodiversity. From awareness to real action, with empowered leaders and champions making a tangible difference every day."
What started as training became an organisation-wide movement.
Harris Computer had awareness training in place. But awareness without application was leaving managers without the tools to act, employees without consistent support and neuroinclusion as something that happened occasionally rather than every day. They needed something that would change how their people actually work, not just what they know. Enna built it with them from the ground up.
After working with Enna, neuroinclusion became part of everyday language, management practice and team culture across the organisation,not a programme they ran once. A self-sustaining neurodivergent peer support community now operates internally. Employee engagement and retention among neurodivergent talent has strengthened. And Harris are now positioning to attract neurodivergent talent through inclusive hiring practices embedded across the business.
"What started as training has grown into a self-sustaining, organisation-wide movement. We didn't just raise awareness, we changed how our people work, manage, and support each other every day."
A global logistics company. One audit. 33 recommendations. Real, lasting change.
With teams across 130 countries, Maersk needed a neuroinclusion approach that could be embedded into everyday management and scaled globally, not a one-off intervention that would not survive contact with operational reality. They wanted it internally owned, properly branded and built to last. Enna started where it mattered most: the environment their people actually work in.
Enna’s neuroinclusion environment audit of the Maersk head office identified 33 specific improvements to the physical and cultural workspace. Managers were equipped with a bespoke Best Practice Guide now live on their intranet, practical tools embedded into day-to-day leadership and coaching support for employees through significant periods of change. Maersk are now planning further training and neurodiversity e-learning to deepen their work and scale it further across the organisation.
"Since working with Enna we have seen a real positive shift within our organisation which has set us on a really positive path to continue that journey to support the needs of all of our colleagues."
Ready to build a neuroinclusive organisation?
Whether you’re an employee looking for answers, or an organisation building a more neuroinclusive culture, Enna can help.