Neurodiversity awareness in the NHS has grown significantly, leading to new staff training workshops. These programmes in 2024/25 aim to improve care for neurodivergent patients and provide better support for their families and NHS staff. This article explores the current state of these workshops, their impact, and real case studies showing tangible improvements.

Why Neurodiversity Training Matters

Around 1 in 5 people in the UK is neurodivergent. This includes conditions like autism, ADHD, dyslexia, dyspraxia, Tourette’s, and others. In healthcare settings, lack of staff training and understanding has been a known barrier to proper care for neurodivergent individuals. Neurodivergent patients can face higher health risks; for example, autistic people have more than double the risk of early mortality compared to the general population. Families often witness loved ones struggling in hospitals because staff may not recognise or adequately support neurodivergent needs. Training workshops are designed to change this by building staff knowledge, empathy, and practical skills.

Neurodiversity affects NHS staff, too. Nearly one in four NHS staff members report having a disability or long-term condition—many of these are “hidden” neurodivergent conditions. Yet only about 5% of the workforce has formally declared a disability on record, suggesting that many neurodivergent staff may not be getting necessary support. NHS trusts are realising that neurodiversity impacts both service users and staff, and they are responding with increased awareness, training, and support programs. By tailoring training to neurodiversity, the NHS aims to ensure patients receive equitable care and staff feel included and understood.

National Training Initiatives In 2024/25

The Oliver McGowan Mandatory Training on Learning Disability and Autism

One of the most significant developments is The Oliver McGowan Mandatory Training on Learning Disability and Autism. This training was introduced after the Health and Care Act 2022 required all Care Quality Commission (CQC) registered providers to ensure staff receive appropriate autism and learning disability training. In other words, it’s now law that NHS staff must be trained in these areas. Oliver McGowan training, named after a teenager whose tragic death highlighted gaps in care, has been rolling out across the NHS and is included in the NHS Standard Contract for 2024-25. It consists of an e-learning part and an interactive workshop co-delivered by trainers with lived experience of autism or learning disabilities.

Early results show this mandatory training is making a difference. A government impact assessment found it led to increased staff knowledge and confidence in recognising autistic and learning-disabled patients. NHS staff who have taken the training describe it as “really illuminating” and say, “Everyone should have this knowledge and awareness”. The use of Experts by Experience (autistic people and people with learning disabilities as co-trainers) is a core feature. This enriches the training with real-life insight and provides employment and purpose to those co-trainers. (Only about 22% of autistic adults in the UK are in any employment, so involving them as paid trainers is a positive step.) The Oliver McGowan program has already trained thousands of staff and is helping to change attitudes broadly.

National Autism Trainer Programme

Another key initiative is the National Autism Trainer Programme (NATP), run by the Anna Freud Centre in partnership with AT-Autism and commissioned by NHS England. This “train-the-trainer” scheme from 2022-2024 prepared NHS staff to become autism training leads within their services. Over 100 autistic people co-designed and co-delivered the curriculum, making it highly attuned to actual needs. NATP complements the Oliver McGowan training by focusing on deeper, trauma-informed approaches for mental health, education, and justice professionals. By late 2024, NATP had built a community of practice and gathered impact case studies showing how enhanced staff understanding leads to better outcomes for autistic service users. Importantly, NATP and similar workshops aim for culture change so that neurodiversity is accommodated in everyday practice.

 

Impact On Patients And Their Families

Tailored neurodiversity training is yielding concrete improvements in patient care. Staff who undergo these workshops report greater confidence in communicating with neurodivergent patients and making reasonable adjustments (like using precise language, reducing sensory overload, or allowing extra time). For example, a 2022 study found that after learning disability awareness training, healthcare workers felt more skilled and assured when caring for people with intellectual disabilities. Similarly, autism training helps staff identify patient needs more quickly and avoid approaches that might cause distress.

Case studies from the NATP programme illustrate these benefits vividly. Frontline staff who completed NATP have modified their practices to support autistic people better, leading to calmer, more effective interactions. In one CAMHS (Child and Adolescent Mental Health Services) community setting, a practitioner used techniques from the training to engage an autistic teenager who previously avoided appointments successfully. The young patient’s family noticed a positive change—appointments were less stressful, and the patient felt understood for the first time. Across the nine NATP case studies published, common themes include improved patient communication, fewer escalations or incidents, and more trust from families. In short, when staff learn how to meet neurodivergent patients “where they are,” patients have better health outcomes, and families feel more supported.

The Oliver McGowan training is also directly linked to better patient experiences. This program emphasises making reasonable adjustments and understanding that behaviour is communication. Trainers share real stories of how lack of knowledge can lead to trauma—and how small changes can prevent it. As a result, trained staff are more likely to, for instance, recognise when a person with autism is in pain even if they don’t express it typically or to involve family carers as partners in care. In many hospitals, family members of autistic patients have observed staff becoming more responsive after the training—asking about sensory needs, offering quiet spaces, and consulting care passports. While formal statistics on patient satisfaction are still being gathered, anecdotal evidence from multiple NHS trusts indicates that complaints have decreased where neurodiversity training has been embedded, and compliments about compassionate care have increased. One trust reported that families of neurodivergent patients “immediately see the difference” in staff approach after awareness workshops, noting that they feel more at ease leaving loved ones in the hospital’s care.

Impact on NHS Workplace Culture

These training workshops are not only about patient care but also significantly affect NHS staff. Staff participants frequently describe “lightbulb moments” during training as they connect the material to people they know or their own experiences. In Devon, the charity Living Options has been delivering Oliver McGowan training to local health and care staff. In just one year since 2023, over 3,000 staff in Devon have completed this training. The impact has been profound: delegates come away with greater empathy and practical know-how and may reflect on their personal or family situations. One participant shared that the session made them realise their child’s school experience could be improved by similar understanding—showing how the training ripples beyond the workplace.

Another outcome is improved morale and confidence among neurodivergent NHS staff themselves. When a workplace commits to neurodiversity training, it conveys that difference is accepted and valued. In Berkshire Healthcare NHS Foundation Trust, for example, a dedicated Neurodiversity Staff Network was formed alongside training initiatives. The trust even hired a neurodiversity advisor (an expert by experience) to help implement its strategy. These steps have made neurodivergent staff feel seen and supported. Staff networks and workshops have allowed colleagues to disclose conditions like autism or dyslexia and request adjustments. In 2023, a pilot in West Yorkshire paired neurodivergent staff with senior leaders in a reciprocal mentoring program after an initial training session on neurodiversity. This led to simple but effective changes (like quieter workspaces and flexibility in communication) that improved day-to-day work for those staff. As more employees feel safe to be themselves, the NHS benefits from their talents—tapping into strengths like creativity, attention to detail, and innovation that neurodivergent people often bring.

Crucially, involving Experts by Experience as trainers has a dual benefit: it improves training quality and empowers the trainers. Heidi Slatter, an autistic Expert by Experience in Devon, described how delivering Oliver’s training “gave me confidence, meaning and a purpose… I can see the lightbulb come on while sharing my experiences”. Heidi noted that people were “listening and thinking not just in regards to their job role but for themselves or their families”, highlighting the personal connection many staff make. This impact on trainers and trainees fosters a more inclusive culture. Staff who have been through these workshops often become team champions—they share tips with colleagues and continue advocating for neurodiversity-friendly practices. In summary, the training helps staff learn new skills and build a more compassionate mindset, improving team dynamics and reducing stigma within the NHS workforce.

Case Studies: Real Improvements in NHS Trusts

Several NHS trusts and regional partnerships have been early adopters of neurodiversity training workshops. Their experiences serve as case studies showcasing specific improvements:

Coventry and Warwickshire Partnership NHS Trust

This mental health trust launched the Oliver McGowan Mandatory Training at the start of 2024, with leadership setting the tone. The executive team and Board members completed the training first, leading by example. Non-executive directors praised it as universally necessary and felt every staff member should have this awareness. By training their board and coordinating the rollout for the whole local system, Coventry and Warwickshire saw a swift culture shift. Early indicators show improved patient feedback in their services, and staff surveys post-training showed higher confidence in supporting autistic patients. The trust’s approach illustrates how strong leadership commitment to training can drive change from the top down.

Devon (Torbay and Surrounding Areas)

In Devon, the Oliver McGowan training has been delivered in partnership with community organisations. Over 3,000 health and care staff in acute hospitals, community services, and primary care received the training in the past year. One outcome has been better collaboration with patients’ families. For instance, at Torbay Hospital, ward teams implemented a new protocol for admitting autistic patients—including meeting with the patient or carer beforehand to learn about their needs—directly inspired by ideas from the workshop. The result has been fewer patients experiencing overwhelming distress during hospital stays. Families report that staff now proactively ask, “What can we do to help make you comfortable?” a simple question that was not routine before. Devon’s case also highlights personal growth: the Experts by Experience (trainers with disabilities) gained employment and confidence, and their testimonies have deeply moved the professional delegates. The program is described as a “movement to change outcomes” by those involved, underlining its transformative effect on attitudes.

Berkshire Healthcare NHS FT

Berkshire has taken a strategic approach by creating a comprehensive Neurodiversity Strategy encompassing training, policy changes, and support networks. They recognised that historically, “systems of care and employment were not designed to comprehensively accommodate neurodivergent people,” and it was time for change. Training workshops were a key part of their action plan in 2023-24 to improve patient experience and service effectiveness. Although Berkshire’s program is relatively new, they have noted specific improvements. In mental health services, clinicians trained in neurodiversity awareness have adapted their communication styles, leading to better engagement in therapy sessions for patients with ADHD and autism. On the staff side, the trust’s neurodivergent employees have reported feeling more “seen” and have formed a peer support group to continue the conversation. Berkshire’s case study shows the importance of combining training with broader organisational support. It’s not just about a one-off workshop but an ongoing commitment to make the NHS a place where neurodivergent individuals (whether patients or staff) can thrive safely and authentically.

 

Discover Enna Neurodiversity Training Workshops

National Autism Trainer Programme (NATP) in Practice

The NATP has been implemented across various NHS services, so its “case study” is national in scope. One example comes from an adult inpatient mental health unit that participated. A staff member who became a certified NATP trainer introduced sensory toolkits and quiet zones on the ward after learning in training how sensory overload can trigger crises for autistic patients. According to their report, incidents of patients absconding or needing restraint dropped noticeably in the six months following these changes. Patients gave feedback that they felt safer and more understood. Another NATP-trained professional in a children’s residential setting trained her whole team on the program’s principles. They started using more visuals and precise schedules for the kids. Parents of those children saw improvements at home, too—for example, one mother noted her son was “much less anxious about medical appointments now because staff know how to talk to him”. These stories mirror many others, demonstrating that tailored training leads to practical adjustments that significantly improve care quality. The NATP’s success has been such that even though the formal program concludes in early 2025, the trained staff continue to share knowledge and uphold the new standards, ensuring a lasting legacy in their respective services.

Key Statistics On Neurodiversity In The NHS

Growing Neurodivergent Patient Numbers

The NHS sees more neurodivergent patients seeking support. For example, as of June 2023, there were over 143,000 patients in England awaiting an autism assessment, and 83% of them had been waiting more than 13 weeks. This unprecedented demand underscores why it’s vital for staff in all areas—from GPs to A&E—to be trained in neurodiversity awareness. Patients with autism or ADHD also often have other health needs, so it’s not just specialists who encounter them. Training every NHS staff member helps ensure these patients aren’t overlooked or misunderstood when accessing care.

Neurodivergent Staff In The Workforce

The NHS is one of the UK’s largest employers, including thousands of neurodivergent staff. While exact figures are hard to pin down due to underreporting, staff surveys suggest roughly 25% of the NHS workforce has a disability or long-term condition (physical or hidden). Conditions like dyslexia are relatively common among healthcare workers; some trusts estimate around 3–4% of their staff have dyslexia, often discovered through staff support programs. Autism and ADHD are less frequently declared, but with adult diagnosis rates rising, more NHS employees are recognising themselves as neurodivergent.

Removing The Stigma

Unfortunately, stigma has historically kept disclosure low—as noted, only about 4–5% of NHS staff officially declared a disability in administrative records in recent years. Training workshops contribute to changing this landscape by normalising conversations about neurodiversity. As awareness grows, more staff self-identify and seek workplace adjustments (like noise-cancelling headphones, checklist aids, or flexible schedules). This helps those staff perform at their best and improves retention—a win-win for the NHS in addressing workforce shortages.

Effectiveness Of Training

The push for mandatory training is backed by evidence. Pilot evaluations of the Oliver McGowan training showed significant boosts in staff knowledge, empathy, and ability to make reasonable adjustments for patients. In one trial, healthcare staff’s scores on understanding autism and learning disability needs increased markedly after completing the two-part course. Follow-up surveys also indicate that over 90% of trained staff feel more confident communicating with neurodivergent patients, and a significant majority report changing at least one aspect of their practice (such as how they obtain patient consent or share information) as a direct result of training. On the patient side, although it’s early, some metrics are promising—a few hospitals have noted improved patient satisfaction scores for wards where a high proportion of nurses have undergone the new training. These statistics affirm that tailored training programs effectively achieve their goal: better care and support for neurodivergent individuals.

Conclusion

In 2024/25, neurodiversity training workshops in the NHS are moving from an initiative to an integral part of healthcare delivery. The impact on patients is seen in more personalised, compassionate care that reduces anxiety and improves health outcomes for neurodivergent people and their families. The effect on staff is a more informed, confident workforce and a more inclusive workplace for neurodivergent employees. Case studies from NHS trusts – from Coventry to Devon to Berkshire – demonstrate real-world improvements such as enhanced patient communication, reduced critical incidents, empowered patient experts, and engaged leadership that prioritises understanding differences.

What’s clear is that this is just the beginning. As mandatory training becomes fully embedded and more tailored programmes spread, the NHS builds a culture where neurodiversity is understood and embraced. Patients are no longer seen as “difficult” because of their neurological differences; they are seen as individuals who can be cared for effectively with the proper knowledge and adjustments. Families gain peace of mind seeing their loved ones treated with respect and patience. And NHS staff, whether neurodivergent or neurotypical, benefit from a kinder, better-equipped working environment. The early successes of these training workshops make a strong case for continued investment in neurodiversity education. By learning from lived experiences and adapting care accordingly, the NHS is taking meaningful strides toward patient-centred and staff-supportive care for all.

Sources: This article has been informed by recent NHS reports and case studies on neurodiversity training and workforce inclusion, alongside NHS Digital statistics on neurodivergent patients and staff survey data. These up-to-date sources highlight the benefits of tailored neurodiversity training programmes in the health service. All evidence indicates that such training fulfils a legal requirement and genuinely improves patient care and staff well-being in the NHS.