Higher education is at a turning point. Universities aren’t just places for learning anymore, they’re workplaces, communities, and lifelines for thousands of students navigating complex academic and personal journeys. And with 50% of the Gen Z population now identifying as neurodivergent, this change in student demographics can’t be ignored.

To create truly inclusive campuses, staff across all departments need to understand neurodiversity. That’s where neurodiversity training comes in, and why it’s becoming essential for everyone working in higher education.

Neurodiversity 101 – What Are We Really Talking About?

Neurodiversity refers to the idea that neurological differences like autism, ADHD, dyslexia, dyspraxia, and others are natural variations of the human brain. Instead of viewing these differences as deficits or disorders, neurodiversity embraces them as part of the broad spectrum of how people think, process, and experience the world.

That doesn’t mean neurodivergent individuals don’t face challenges. Many do, especially in environments that aren’t set up to support different ways of working, learning, or communicating. But with understanding and thoughtful adjustments, neurodivergent people can thrive, and bring enormous value to their university communities.

Why Now? Because Gen Z is Changing the Landscape

Recent studies suggest that up to 50% of Gen Z identify as neurodivergent in some way. That means if you’re working in higher education, there’s a high chance you’re teaching, supporting, or managing someone who is autistic, has ADHD, dyslexia, or another neurological difference.

And it’s not just students. Many staff members are also neurodivergent, but they may be masking their needs, undiagnosed, or unsure how to ask for support in a traditional workplace. Without the right training, colleagues and managers may miss vital opportunities to support them properly.

Neurodiversity Touches Every Department

Neurodiversity training is often seen as something for the wellbeing team, HR, or learning support. But the reality is, it’s relevant to everyone. Let’s take a quick look at what this could look like across a typical university.

Academic staff – Lecturers, seminar leaders, and tutors are on the front lines. Training can help them design more inclusive lesson plans, offer flexible assessments, and understand when a student is struggling with executive function rather than motivation.

Student services – Teams that handle wellbeing, mental health, and disability support need to know how to recognise the signs of sensory overload, masking, burnout, or shutdowns – and how to respond with empathy and clear signposting.

Admissions and outreach – First impressions matter. If open days are loud and chaotic, or if forms are hard to read and full of jargon, neurodivergent students might never apply in the first place. Training helps teams create accessible journeys from the start.

Facilities and estates – Often overlooked, but crucial. Creating spaces that don’t overwhelm the senses, designing quiet zones, and using signage that’s clear and easy to follow can make a world of difference.

HR and people managers – Whether it’s supporting a neurodivergent employee who’s struggling or creating onboarding processes that work for everyone, managers need the confidence to ask the right questions, offer the right support, and foster a neuro-inclusive culture.

Real Risks Without Training

What happens when universities don’t train their staff in neurodiversity? Unfortunately, we’ve seen it all too often:

• Students drop out, feeling isolated, misunderstood, or unsupported.

• Talented neurodivergent employees leave quietly – or worse, burn out.

• Teams struggle with communication breakdowns, conflict, or low morale.

• Institutions face complaints, legal claims, and reputational damage.

The consequences aren’t just personal – they’re institutional.

The Opportunity: What Happens When You Get It Right

But let’s flip that. When staff are equipped with the right tools, the benefits ripple through the university.

Students stay longer, perform better, and feel more connected. Colleagues collaborate more effectively. The entire campus culture shifts toward compassion, creativity, and community.

We’ve seen universities introduce quiet hour zones, flexible assessments, alternative interview formats for staff, and neurodivergent mentoring programmes, all of which started with a single training session.

What Good Training Looks Like

Not all training is created equal. At Enna, we make sure our sessions are rooted in lived experience, delivered in plain language, and filled with real-life examples.

We don’t just teach theory. We show people how to:

• Recognise different ways neurodivergence shows up at work or in class

• Adjust communication styles to support clearer collaboration

• Set up systems that work for everyone, not just the majority

• Ask the right questions without making assumptions or putting someone on the spot

• Spot when someone might be overwhelmed, and how to respond

Every session is tailored to the specific needs of the audience, whether it’s student services, HR teams, or academic departments.

What Staff Say After Our Sessions

One lecturer told us: “I’d worked in education for 20 years and thought I knew what I was doing. But your session completely changed the way I think about supporting my students.”

A line manager said: “I finally understand how to support my team without feeling like I’m walking on eggshells.”

That’s the power of training that connects with people.

A Quick Case Study: Quiet Inclusivity in Action

One UK university introduced a simple change after training, a quiet room near the main student hub. Students could go there during breaks to decompress, manage sensory overload, or catch up on work in peace. No fanfare, no massive cost, just a thoughtful, inclusive space. Within weeks, feedback flooded in. Neurodivergent students reported reduced anxiety, fewer missed lectures, and higher engagement.

That’s what can happen when awareness turns into action.

How Enna Can Help Your University

At Enna, we work with higher education institutions to build more inclusive, neurodivergent friendly environments. Our training options include:

• Neurodiversity 101 sessions for staff across the university

• Inclusive teaching and learning strategies for academic teams

• Line manager training to support neurodivergent colleagues

• Departmental deep dives for HR, estates, and admissions

• Policy reviews and one-to-one consultancy for structural change

We’re passionate about helping universities move beyond awareness into real, lasting inclusion.

You can explore our training options here.

Final Thoughts

Neurodiversity isn’t a trend, it’s a reality. With up to half of your student body identifying as neurodivergent, now is the time to ensure your university is ready.

The institutions that lead the way in neuro-inclusion will attract, retain, and empower the brightest minds of this generation, both students and staff alike.

So, whether you’re a faculty head, a wellbeing lead, or part of a university leadership team, the question isn’t if you need neurodiversity training, it’s when you’re going to make it happen.

We’d love to help you start that journey.