How neuroinclusive is your organisation?
Most organisations believe they are further along than they are. Enna’s Neuroinclusion Maturity Assessment gives DEI leads, people teams and senior leaders an honest, evidence-based picture of where their organisation sits today together with a clear roadmap for gaps to focus on next.
Our methodology
A rigorous framework for measuring neuroinclusion in practice
The Neuroinclusion Maturity Assessment is Enna’s proprietary diagnostic framework, developed over seven years of working with organisations across 33 countries. It moves beyond surface-level policy review to assess how neuroinclusion is actually operating across the eight areas that shape the neurodivergent employee experience.
Built with lived experience
The framework and its recommendations have been shaped by neurodivergent people with lived experience of the workplace, alongside organisational psychologists and what we have learned from more than 750 employers. That is why it asks about what actually happens day to day, not just what the policy says.
Unlike generic inclusion checklists or self-reported diversity metrics, the Assessment is built to identify gaps, the distance between where your organisation believes it is and where its practices actually stand. You get a clear view of what’s working, where the gaps are and which areas to prioritise next.
The result is not a judgement. It is an honest snapshot of where your organisation is today, what is working, where the gaps are and what focused action will have the greatest impact on neuroinclusion maturity.
An annual neuroinclusion benchmark
The Assessment isn’t a one-off. Re-take it each year to track your maturity across all eight areas and see how far you’ve moved. Your results will also contribute to Enna’s annual neuroinclusion benchmark report, published each year at Neurodiversity Celebration Week, so you can see how your organisation compares against the wider picture.
Eight areas measured:
Awareness & Education
How well neurodiversity is understood across your organisation, from frontline teams to senior leadership.
Recruitment & Hiring Practices
How inclusive and accessible your hiring process is for neurodivergent candidates.
Policies & Processes
Whether your policies and adjustment processes support neurodivergent employees consistently.
Leadership Commitment
How actively senior leaders champion neuroinclusion and model inclusive behaviour.
Environment & Support
How well your physical and psychological working environment meets neurodivergent needs.
Organisational Culture
Whether neuroinclusion is genuinely embedded in how your organisation operates day to day.
Progression & Development
Whether promotion, development and career paths are fair and work for different thinking styles.
Data
Whether you measure what matters: self-identification, adjustments, retention, progression and why people leave.
What you'll get
More than a score. A complete picture.
Ten minutes of honest answers becomes a results email, a branded PDF report and a 12-month action plan your leadership team can act on.
- Your maturity score and stage: where you sit on the journey from Emerging to Leader, and what that stage means in practice.
- Eight pillar scores: from leadership commitment and recruitment to data, each with its own stage.
- Three priorities for every pillar: 24 practical recommendations matched to your stage and the size of your organisation, each with suggested timing and who usually leads it.
- A 12-month action plan and PDF report: your lowest-scoring pillars first, quarter by quarter, with space to agree owners. Sent by email with a branded report your HR director and board can act on.
Results summaryNeuroinclusion Maturity Assessment
Your results and 12‑month plan
Northgate Logistics · 250–2,500 people
Overall stage
Conversations have started and some good practice exists, but it often depends on individuals.
Your scores by pillar
Know exactly where you stand
Every pillar scored and staged, so strengths and gaps are visible at a glance.
Where you sit
Leave with a 12-month plan
Three priorities for every pillar, scheduled across the year with your lowest-scoring areas first, and a suggested lead for each.
Your 12‑month action plan
Talk it through, free
A complimentary results call with an Enna consultant to turn your scores into a tailored roadmap.
Where to start this month
A free 30‑minute call to go through your report and agree where to focus first.
Book a free callFind out where your organisation stands
Whether you’re just beginning your neuroinclusion journey or building on existing work, the assessment gives you the honest starting point.
Free · evidence-led · shaped by neurodivergent people with lived experience and organisational psychologists
The framework
Four levels.
One honest picture.
Every organisation sits somewhere on the neuroinclusion maturity journey. The Assessment identifies which of four levels best reflects your current practice and what it takes to move to the next.
The most common result among organisations completing the Assessment is Developing, which means real foundations exist but consistency, confidence and cultural embedding still have significant room to grow.
01
Emerging
Awareness of neurodiversity is beginning to develop but the systems, behaviours and practices needed to create a consistent and supportive experience for neurodivergent employees are not yet fully established. This is a very common starting point and a valuable opportunity to put the right foundations in place before challenges become reactive or compliance-led.
02
Developing
There is growing understanding and increasing commitment across the organisation. A number of foundations are in place but practices are not yet fully embedded or consistently applied across all teams. Organisations at this level have moved beyond awareness and are beginning to build real capability.
03
Advanced
Strong foundations are in place and several well-developed neuroinclusive practices are operating across the business. Neuroinclusion efforts are no longer ad hoc and are increasingly applied consistently. The focus now is on strengthening alignment across systems and ensuring practices are sustained as the organisation grows.
04
Leader
Neuroinclusion is embedded into organisational strategy, systems and culture. Practices are proactive, evidence-led and consistently applied, creating a reliable and inclusive experience for neurodivergent employees. The focus shifts from implementation to optimisation, influence and long-term sustainability.
Your results
More than a score. A roadmap.
The Neuroinclusion Maturity Assessment is not a tick-box exercise. Every organisation that completes it receives a detailed picture of where it stands across all eight areas, a 12-month action plan to work through, and a free consultation call with an Enna consultant to agree where to focus first. Retake it the following year to see how far you have come.
Stage 1
Complete the assessment
Answer structured questions across eight key areas of neuroinclusion practice. Takes around 10 minutes to complete.
Stage 2
Receive your results
Your results arrive by email with a PDF report: eight pillar scores, your maturity stage, three priorities per pillar and a 12-month action plan tailored to your stage and organisation size.
Stage 3
Book your free consultation
An Enna consultant will walk through your results and build a tailored roadmap alongside you.
Common Questions
Frequently asked questions about the Neuroinclusion Maturity Assessment
Find out where your organisation stands on neuroinclusion in just 10 minutes.
Whether you’re just beginning your neuroinclusion journey or building on existing work, Enna helps your organisation create a more inclusive, high-performing workplace.