HR Masterclass Series

Learning Outcomes

Across the three masterclasses, you will develop the knowledge, skills and confidence to recruit and support neurodivergent colleagues, optimise performance, and navigate complex challenges effectively.

1. Creating a Neuroinclusive Organisation

Masterclass 1 introduces you to the topic of neurodiversity in the workplace and explores the value it can bring to your organisation, and how to create a neuroinclusive culture. You should come away with an understanding of:

• What neurodiversity is
• Neuroinclusive language
• Neurodiversity, intersectionality and wellbeing
• Specific neurotypes and associated workplace strengths and challenges
• The value of neurodiversity and neuroinclusion to your organisation
• Barriers neurodivergent employees might experience across the employee lifecycle
• Employers' legal obligations to neurodivergent employees
• How to create psychological safety and a neuroinclusive culture
• Neuroinclusive communications and clean feedback

2. Supporting and Developing Neurodivergent Talent

Masterclass 2 explores how to support and develop neurodivergent colleagues to succeed at work, including navigating challenges in more complex cases. You should come away with an understanding of:

• How to support managers to have good conversations with their team members about their strengths, challenges and support needs
• Workplace adjustments — law, principles and examples
• Neuroinclusive learning and career development
• Factors that may underlie challenges around performance or relationships
• How to support performance improvement and manage performance challenges
• How to support effective relationships in a diverse team, with reference to the drama/calmer diamonds

3. Recruiting and Onboarding Neurodivergent Talent

Masterclass 3 explores how to attract, assess and onboard neurodivergent candidates in practice. You should come away with an understanding of:

• Barriers neurodivergent candidates may experience in the recruitment process
• How to attract neurodivergent talent
• How to make the recruitment process neuro-inclusive in practice:
  • Job descriptions
  • Application processes
  • Psychometric assessments
  • Interviews
• Examples of reasonable adjustments in recruitment
• How to take a neuroinclusive approach to onboarding

Why This Matters

An estimated 15–20% of your workforce is neurodivergent. They think and experience the world differently, and whilst they bring real strengths to your organisation, they may also need additional support to thrive.

As an HR professional, your commitment to helping people work at their best is probably why you entered this profession in the first place — so we know that you want to get this right. However, only 56% of employers say their HR staff feel capable and confident to support neurodivergent individuals.

Particularly in smaller organisations where you may be the only HR professional, you may feel overwhelmed by increasing requests for adjustments, nervous about getting it wrong, and wary of legal risks given recent increases in neurodiversity-related employment tribunals.

A lot rests on your shoulders, and we want to help ease that burden by giving you the knowledge, tools and confidence to communicate clear performance expectations and to support neurodivergent individuals and managers in a way that does not compromise performance standards or legal duties