What informal support tends to look like in practice
Why inconsistency creates avoidable risk
Supporting managers, not setting them up to fail
Reputational impact is about trust, not just claims
“Case by case” works best when there is a shared foundation
What good governance enables
Why this is a positive opportunity for HR and DEI leaders
How Enna supports organisations to get this right
At Enna, we work with organisations that genuinely want to support neurodivergent employees, but recognise that good intent alone isn’t enough.
Our work focuses on helping organisations move from informal, inconsistent support to clear, confident and fair approaches that work in practice.
We support HR, DEI and L&D teams to:
This isn’t about adding layers of bureaucracy. It’s about giving managers clarity, giving employees consistency, and giving HR teams confidence that their approach is fair, defensible and genuinely inclusive.
