Neuroinclusion Audits & Consultancy

Enna's neuroinclusion audits cover six key areas: a Neuroinclusion Health Check (an overall maturity review), a Reasonable Adjustments Audit, a Policy and Procedure Review, a Culture and Environment Review, a Manager Capability Assessment, and a Neuroinclusive Hiring Audit. Each can be delivered as a standalone review or combined into a full organisational assessment, depending on your priorities and where you are on your neuroinclusion journey.

All audits are delivered by professional consultants with lived experience of neurodivergence. This means our team brings both specialist knowledge and personal understanding of what it means to be neurodivergent in a workplace, giving you insights that go beyond what a purely academic or compliance-led approach can offer.

The process has four stages. First, we hold a 30-minute Discovery Call to understand your organisation, your challenges, and your goals. We then produce a Scoping and Proposal document recommending which audit(s) are most relevant and outlining timelines and costs. We then conduct the audit itself, typically combining document review, walkthroughs, and stakeholder conversations. Finally, you receive a written report with prioritised, practical recommendations, followed by a debrief session to walk through the findings together.

You receive a written report with prioritised, actionable recommendations, not a generic checklist, but specific guidance tailored to your organisation. Every audit also includes an optional debrief session where our consultants walk you through the findings and help you plan your next steps.

An audit is a structured review of a specific area — such as your reasonable adjustments process, hiring practices, or HR policies that results in a clear report and recommendations. Consultancy is for organisations facing more complex or urgent situations, such as an employment tribunal, a strategic DEI overhaul, or a culture change programme. Consultancy is senior-level, hands-on advisory work tailored entirely to your context, rather than a defined review process.

A neuroinclusion audit is not a legal requirement in itself, but the issues it identifies — such as failures in reasonable adjustments, discriminatory policies, or inaccessible hiring processes, can create significant legal risk under the Equality Act 2010. Many organisations commission an audit proactively to identify and address these risks before they escalate into grievances, tribunal claims, or reputational damage.

Our audits are designed for HR teams, DEI teams, Legal and Compliance teams, and Senior Leaders in organisations that are serious about neuroinclusion, not just ticking a box. You might be considering an audit because of a specific incident, a new board-level commitment to inclusion, a growing neurodivergent workforce, or simply because you recognise that your current approach isn't working as well as it should.

Yes. Enna Global has worked with organisations across finance, technology, logistics, the non-profit sector, and more, including companies with teams in over 33 countries. Whether you are a large multinational needing a scalable neuroinclusion framework or a smaller organisation taking its first structured steps, we scope each engagement to fit your context and goals.

Most EDI surveys and diversity metrics rely on self-reporting and measure intention rather than practice. A neuroinclusion audit goes further by examining actual processes, documents, environments, and stakeholder experiences. It is designed to surface the places where your organisation believes it is inclusive and the reality neurodivergent employees experience diverges most significantly, giving you an honest baseline rather than a flattering snapshot.