Supporting and Managing Neurodivergent Employees
Workshop Overview
From awareness to action. Manage with confidence.
3.5-hours – Virtual/In person – Up to 20 participants
This session doesn’t deal in theory. It deals with the situations managers are already navigating, the disclosure they weren’t sure how to handle, the performance concern they couldn’t quite read, the adjustment request they didn’t know how to assess. It gives managers the frameworks and confidence to handle all of it with clarity and professionalism.
- What this delivers
- Why it matters
- How it works
- Who's it for
- What this leads to
This session is built around the situations managers are already facing - the disclosure they weren't sure how to handle, the performance concern they couldn't quite read, the adjustment request they didn't know how to assess. It takes the awareness and legal understanding from Part 1 and turns them into the practical confidence to act.
- The ability to apply reasonable adjustment responsibilities in practice, not just understand them in principle
- Confidence to navigate disclosure conversations with the right process, the right language and the right outcome
- A clear framework for assessing, implementing and documenting adjustments that are practical, proportionate and defensible
- The skill to distinguish between genuine performance issues and unmet support needs at every stage
- Structured approaches to managing capability and wellbeing in neurodiverse teams without compromising on fairness or accountability
- The ability to set clear, neuroinclusive performance expectations that give every employee a real chance to succeed
- A personal action plan and the frameworks to put everything into practice immediately
Awareness without application isn't inclusion. It's good intentions that don't go anywhere.
Managers who understand neurodiversity but don't know how to act on it are still leaving neurodivergent employees unsupported. Still misreading performance concerns. Still handling disclosure conversations with good intentions and the wrong process. Still agreeing adjustments informally and without documentation that protects anyone.
When managers have the practical skills to back up their awareness, things change quickly. Disclosure conversations build trust instead of confusion. Performance concerns get assessed properly - separating what needs support from what needs managing. Adjustments get implemented consistently and documented correctly. Managers stop feeling like they have to choose between being inclusive and being accountable.
Neurodivergent employees experience better management. And organisations reduce the legal, cultural and commercial risk that comes from getting it wrong.
3.5 hours | Up to 20 managers | Virtual or in person | Hands-on, scenario-based and discussion-led
This session is for managers who are ready to translate their awareness of neurodiversity into practical, confident management skill.
We recommend completing Part 1 first - but for managers currently navigating a live situation, it can also work as a standalone session.
It works particularly well for organisations where neurodiversity awareness training has already taken place but hasn't changed how managers actually behave day to day, and for management cohorts working through a structured development journey together.
Supporting and Managing Neurodivergent Employees is Part 2 of a two-part series. Together with Stage 1, it gives managers everything they need to lead neurodiverse teams with clarity, confidence and consistency.
Organisations that invest in both stages see the difference in how managers handle difficult conversations, how neurodivergent employees experience being managed and how consistently neuroinclusion gets applied across teams.
Interested in how the full programme could work for your organisation? We'd love to talk.
Ready to build a neuroinclusive organisation?
Whether you’re an employee looking for answers, or an organisation building a more neuroinclusive culture, Enna can help.