Neuroinclusion goes further than awareness. Neurodiversity awareness helps people understand that brains work differently, that conditions like ADHD, autism, dyslexia, dyspraxia, and dyscalculia are natural variations in how people think, process and respond to the world. Neuroinclusion is about what you actually do with that understanding. It means changing the structures, processes, and culture of your organisation so that neurodivergent people can contribute fully, not just survive in a system built for one type of brain. Enna's work is focused entirely on this second, harder, more impactful step. We don't run awareness sessions and call it done. We embed neuroinclusion into how your organisation actually operates.

It depends on the scope of what you're looking to achieve. A standalone training programme for a team or leadership group can be delivered in a matter of weeks. A full organisational neuroinclusion strategy, covering policies, hiring processes, management capability, and culture is typically a longer engagement, often spanning several months. What we'd always say is that neuroinclusion isn't a one-day event. The organisations that see the most lasting change are those that treat it as an ongoing commitment rather than a single intervention. That's why we offer continuing support as well as one-off programmes, so momentum doesn't stall after the first session.

Yes. Our training and education programmes are designed to work across in-person, remote, and hybrid settings. We've delivered neuroinclusion training to teams across 33 countries, so flexibility is built into how we work. Whether your team is based in one office or spread across multiple locations and time zones, we'll design a delivery approach that works for your setup, without compromising on quality or impact. If you're unsure what format would suit your organisation best, that's exactly what our discovery call is for.

The results our clients see are measurable and lasting. Across our work to date, we've positively impacted over 40,000 neurodivergent employees and trained more than 12,500 colleagues and managers. When HubSpot partnered with us, 100% of participating managers reported increased confidence and clarity in supporting neurodivergent team members and they went on to expand the programme across the organisation. More broadly, clients report earlier conversations around employee needs, reduced friction in day-to-day management, stronger retention of neurodivergent talent, improved business performance, and a measurable shift in workplace culture. The outcomes vary by organisation, but the common thread is that neuroinclusion stops being a concept and starts being something people actually live at work.

Most DEI training covers a lot of ground quickly and neuroinclusion often ends up as a single module in a broader programme, which doesn't give it the depth it needs. Enna's entire focus is neuroinclusion. That specialism means we go much further than awareness: we work on hiring processes, management practices, workplace adjustments, communication styles, and cultural norms. We also bring lived experience into everything we do. Our facilitators and consultants include neurodivergent people, which means the work is grounded in real understanding, not just theory. As one of our clients put it: "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."

Around 15–20% of the global population is neurodivergent. In your organisation right now, that means a significant proportion of your workforce has a different cognitive profile and whether or not your workplace supports that has a direct effect on performance, retention, absenteeism, and talent attraction. Organisations that actively support neurodivergent employees benefit from improved problem-solving, stronger creativity, higher loyalty, and access to a wider talent pool. The cost of not acting is also real: unmanaged neurodivergence is one of the leading drivers of workplace stress, conflict, turnover and litigation. Neuroinclusion isn't a nice-to-have, it's a strategic investment in the performance and resilience of your organisation.

The best first step is a discovery call with one of our team. It's a short, no-commitment conversation where we learn about your organisation, your current challenges, and what you're hoping to achieve. From there, we'll outline the approach we'd recommend and what working together would look like in practice. We work with organisations at every stage, whether neuroinclusion is brand new to you or you're looking to build on work you've already started. To book a call, use the button on this page or email us directly at hello@enna.org.