07795 214 663

One day.  Neurodiversity for People Managers Training

 Warwickshire & the Cotswolds

Training Room 2

1. Neurodiversity for People Managers Training: Key Features


No preaching, no presumption that your organisational culture is insufficiently neurodiverse.  This course takes an objective, how to do it, ‘Haynes Manual’, approach.


Course content and delivery builds upon a foundation of medical understanding and experience.


Facilitated by qualified Occupational Health Specialist Practitioners with practical day to day experience of supporting employers and employees.

2. Neurodiversity for People Managers Training: Course Details

Ideal for:

People Managers and human resources team members.


1 day / 2 sessions.


6 – 8 per course.


Face to face “classroom” delivery at your site.

Corporate Price:

£200 (inc VAT) per attendee.

Learning Objectives:

  • Neurodevelopmental conditions are physiological, medical health conditions, they are as real as a slipped disc.
  • Neurodiversity is a concept, it provides a language to describe your organisation’s culture and attitude towards neuroatypical employees.
  • You may have more neuroatypical employees than you think, learning how to minimise their disadvantages and leverage their strengths is likely to be worth your while.
  • Neurodevelopmental conditions will usually be defined as a disability under the Equality Act 2010 which places a management obligation on you to minimise any disadvantages.
  • How to take the 4 steps to meeting your management obligation; identify, assess, adjust and monitor. 
  • What types of adjustment and support might be reasonable to minimise disadvantage.
  • How to confidently have a conversation with your neuroatypical employee.

3. Mental Health First Aider Training: Course Syllabus

Across the 2 sessions we’ll cover:



Understanding the subject:

  • Neurodevelopmental conditions and how they are different to mental health disorders.  The medical foundations.
  • The concept, definitions and terminology of neurodiversity.
  • Employees with neurodevelopmental conditions; how many could be in your team?
  • Neurodevelopmental conditions; their disadvantages (effects upon performance and behaviours) and their possible strengths.


Meeting your management responsibilities:

  • Your minimum management responsibilities (e.g., under the Equality Act 2010).
  • Reasonable adjustments and support to minimise disadvantages and maximise strengths.
  • Confidently having a conversation with your neuroatypical employee.