Specialist support · Neurodiversity

Around 1 in 7 people are neurodivergent. Many won't have told you.

Often that's not because they don't want support, but because nothing has signalled it is safe to ask. We help organisations and individuals understand cognitive differences, put the right adjustments in place, and build workplaces where people can do their best work.

Figure: Acas estimate for the UK.

Start a conversation For individuals or organisations

Neurodiversity isn't one condition.

It covers a range of cognitive profiles, each with its own strengths and challenges. Good support starts from the person in front of you, not a single label or a standard list of adjustments.

  • Profile

    Autism

    Differences in social communication and sensory processing, often alongside strong pattern recognition and deep focus. Clarity, predictability and explicit communication tend to help.

  • Profile

    ADHD

    Often creative, energetic problem-solving and the ability to hyperfocus, with challenges around sustained attention, time and working memory. Flexible structure and varied work tend to help.

  • Profile

    Dyslexia

    Often strong verbal reasoning and big-picture thinking, with challenges processing written text. Information in more than one format, and extra processing time, tend to help.

  • Profile

    Dyspraxia

    Often creative, determined and strategic, with challenges in coordination and sequencing. Organisational tools and a flexible workspace tend to help.

  • Profile

    Dyscalculia

    Often strong verbal and qualitative reasoning, with challenges processing numbers. Visual data and alternative ways of handling figures tend to help.

  • Profile

    More than one

    Profiles often overlap. ADHD and dyslexia, for example, commonly occur together, so support has to reflect the whole person.

These are common patterns, not rules. Every person is different, which is why we always start by understanding the individual.

Support for individuals and for organisations.

Two routes, depending on who needs the help. Many engagements use both.

Individual route

Supporting the person directly.

For people who have a diagnosis, or think they may be neurodivergent, and want specialist support to understand their profile and manage work well.

  • A consultation to understand your profile and what it means at work
  • A written report of recommended adjustments for your employer
  • Preparing for conversations about disclosure
  • Strategies for managing workload and cognitive load
  • Signposting to Access to Work where relevant
  • Psychometric assessment where appropriate
Organisational route

Building a workplace that includes everyone.

For HR teams and leaders who want to go beyond compliance, and attract, keep and support neurodivergent people well.

  • A workplace needs assessment with a neurodiversity focus
  • Manager training on neurodiversity in the team
  • A recruitment review for practices that exclude neurodivergent candidates
  • A review of communication and documentation standards
  • Policy on adjustments, disclosure and mental health
  • A neuroinclusion strategy with clear measures

When to get in touch

At any stage, from a single conversation with one employee to a full organisational strategy. The earlier, the easier.

  1. An employee has told you they're neurodivergent

    You're not sure which adjustments are right, what your duties are, or how to have the conversation well. We can advise you and the individual.

  2. A performance concern that doesn't add up

    Someone is struggling and the usual performance approach isn't working. Before any formal action, looking through a neurodiversity lens may reveal a cause you can adjust for.

  3. After a diagnosis

    An employee has a diagnosis and needs help turning it into practical changes at work.

  4. Before a problem arises

    You want to attract neurodivergent talent and build inclusion in from the start, with a strategy rather than just a policy document.

How it works.

Both routes start with a conversation. The work is then shaped around what the situation actually needs.

  1. First conversation

    Free and 30 minutes. We understand the situation and agree which route fits and what the work should cover.

  2. Assessment

    A one-to-one consultation for individuals, or a workplace needs assessment with a neurodiversity focus for organisations.

  3. Support and change

    Recommendations, training, adjustments or strategy, based on what the assessment found: a personal support plan, or a phased programme for the organisation.

  4. Review

    Check-ins at three and six months to confirm the adjustments are working and to pick up anything new.

Adult autism assessment: this is carried out by a practitioner qualified to do so. Formal diagnostic assessment is separate from workplace consultancy. Please ask us about scope and availability.

Questions we're often asked.

On neurodiversity, adjustments, and what we can and can't provide.

Can you carry out an Access to Work assessment?

Access to Work assessments need specific approval, which Amani is in the process of obtaining. In the meantime, we can carry out a neurodiversity-focused workplace needs assessment and write an adjustments report that supports an Access to Work application. It isn't the same as an Access to Work assessment, but it covers much of the same ground.

What if the employee has no formal diagnosis?

Under the Equality Act 2010, the duty to make reasonable adjustments applies where an employer knows, or could reasonably be expected to know, about a disability. That can include conditions that haven't been diagnosed. We can help you handle this well. Support doesn't depend on a diagnosis.

Do you offer diagnostic assessments for adults?

Yes. It is carried out by a practitioner qualified in adult autism assessment, and it is separate from workplace consultancy. Please contact us about scope and availability.

Can the costs be funded?

Employers may be able to recover some costs through Access to Work, where a formal Access to Work assessment has taken place. We can talk you through the options on the first call.

What this often leads to

Support rarely stops at one step.

Neurodiversity work often brings related needs to light. Many clients continue with one of these.

Understand

Psychometric assessment

A clear picture of cognitive strengths and working style, useful for individual support plans and for understanding team dynamics.

Explore psychometrics Understand

Workplace needs assessment

When the barriers look wider than one person, an assessment shows what in the environment needs to change.

Explore needs assessment Change

Organisational effectiveness

The conditions that make work hard for neurodivergent people often affect everyone. Wider consultancy deals with culture, communication and management practice.

Explore consultancy

Build a workplace where everyone can do their best work.

Whether it's one conversation or a whole strategy, the first call is free.

Start a conversation