CHANGE - SPECIALIST SUPPORT

Roughly 1 in 5 of your employees may be neurodivergent. Most have never told you.

Not because they don't want support, because the environment hasn't signalled that it's safe to ask. Neurodiversity consultancy builds organisations where cognitive differences are understood, accommodated, and — where relevant — actively leveraged.

Start a Conversation
Individual or Organisational

WHAT WE SUPPORT

Neurodiversity is not one condition. It is a spectrum of cognitive profiles.

Each profile has its own strengths, challenges, and support needs. Effective neurodiversity work requires specific understanding — not a one-size-fits-all "adjustment" approach.

Autism Spectrum

Social communication, sensory processing, pattern recognition, and deep-focus strengths. Needs: clarity, predictability, sensory consideration, explicit communication.

ADHD

Hyperfocus capability, creative problem-solving, high-energy output. Challenges with sustained attention to low-interest tasks, time blindness, working memory. Needs: flexible structure, varied task engagement.

Dyslexia

Strong verbal reasoning, big-picture thinking, spatial awareness. Challenges with written word processing. Needs: multi-format communication, extended processing time, accessible documentation.

Dyspraxia (DCD)

Creative thinking, determination, strategic reasoning. Challenges with fine motor skills, coordination, and sequencing. Needs: organisational support tools, flexible workspace setup.

Dyscalculia

Strong qualitative reasoning and verbal skills. Challenges with numerical processing. Needs: visual representations of data, alternative number-handling methods.

Co-occurring profiles

Most neurodivergent individuals have overlapping profiles. ADHD and dyslexia commonly co-occur. Assessment and support must account for the full picture, not a single label.

Individual Track

Supporting the neurodivergent employee directly.

For individuals who have a diagnosis or suspect they may be neurodivergent, and want specialist psychological support to understand their profile and navigate the workplace effectively.

  • Individual consultation to understand the profile and its workplace implications

  • Reasonable adjustment recommendations for employer (written report)

  • Preparation for disclosure conversations

  • Coping strategy development and cognitive load management

  • Signposting to Access to Work where relevant (Amani is pursuing formal ATW accreditation)

  • Psychometric assessment where clinically appropriate (BPS-accredited, Level B)

Organisational Track

Building a neuroinclusive workplace from the ground up.

For HR teams, leadership, and organisations that want to move beyond compliance tick-boxes to genuinely inclusive environments where neurodiverse talent is attracted, retained, and thriving.

  • Workplace Needs Assessment (ND lens) — identifying current barriers

  • Manager training: understanding ND profiles in the team context

  • Recruitment process audit for ND-hostile practices

  • Communication and documentation standards review

  • Policy development: reasonable adjustments, disclosure, mental health

  • Organisational ND strategy with KPIs and measurement baseline

  • Numetric wellbeing tracking for ongoing visibility

When to commission neurodiversity support.

Neurodiversity consultancy is appropriate at any stage — from a single employee disclosure to a full organisational strategy. The earlier, the cheaper.

An employee has disclosed a neurodivergent condition

HR doesn't know what reasonable adjustments are appropriate, what the duty of care requires, or how to have the conversation sensitively. Amani can advise both the organisation and the individual.

A performance issue that may have an undiagnosed ND root

An employee is struggling — but the standard performance management approach isn't working, and something feels different. Before disciplinary action, a ND lens assessment may reveal an adjustable cause.


Post-diagnostic support following assessment

An employee has received a clinical diagnosis and needs help translating that into practical workplace changes. Individual track support bridges the diagnosis and the accommodation.

Proactive — building ND inclusion before a problem arises

The organisation wants to attract neurodivergent talent, meet CIPD best practice, or improve DEI credentials. Organisational track produces a strategy, not just a policy document.

01

02

03

04

How the engagement works.

Both tracks begin with a diagnostic conversation. The engagement is then tailored to what the situation actually needs.

Step 01

Diagnostic conversation

Free, 30 minutes. We understand the situation — individual or organisational — and determine which track is appropriate and what the engagement scope should be.

Step 02

Assessment

For individuals: one-to-one consultation. For organisations: Workplace Needs Assessment with ND-specific lens. This establishes the baseline before any recommendations are made.

Step 03

Intervention

Recommendations, training, adjustments, or strategy — tailored to the assessment findings. For individual track: personal support plan. For organisational: phased implementation programme.

Step 04

Review and measure

Numetric tracks wellbeing and inclusion indicators over time. A follow-up checkpoint at 3 and 6 months confirms the adjustments are working and surfaces emerging needs.

Autism assessment: Magda Parker has recently qualified in autism assessment. Formal diagnostic assessments (as distinct from workplace consultancy) are available — please enquire directly for scope and availability.

  • Access to Work assessments require specific DWP-approved accreditation, which Amani is in the process of obtaining. In the interim, Amani can conduct a comprehensive Workplace Needs Assessment (ND-specific) and produce a reasonable adjustment report that supports an Access to Work application — this is not the same as an ATW assessment but addresses much of the same ground.

  • Reasonable adjustment duty under the Equality Act 2010 applies where an employer knows or could reasonably be expected to know about a disability — which includes undiagnosed conditions with observable effects. Amani can help organisations navigate this appropriately. We do not gate support on a diagnosis.

  • Magda Parker has qualified in autism assessment. This is distinct from workplace consultancy. For diagnostic assessment availability and scope, please contact us directly.

  • Employers may be able to reclaim costs through Access to Work where a formal ATW assessment has been conducted. Some training elements may be eligible for CIPD-sponsored funding routes. Amani keeps current on available funding channels and can advise.

Questions we are regularly asked.

On neurodiversity, adjustments, and what Amani can and cannot provide.

WHAT THIS OFTEN LEADS TO

Neurodiversity support surfaces adjacent needs. Most clients continue with one or more of the following.

Choose the right approach for your situation.

Understand

Psychometric Assessment

BPS-accredited psychometric profiling provides a precise picture of cognitive strengths and work-style preferences — useful both for individual support planning and for team dynamic understanding.

Explore Psychometrics →
Change

Organisational Effectiveness

The conditions that make workplaces difficult for neurodivergent employees often affect everyone. Broader organisational effectiveness work addresses culture, communication, and management practice.

Explore Consultancy →
Measure

Numetric Platform

Ongoing wellbeing and inclusion measurement — tracking whether the adjustments made are holding and surfacing new needs before they escalate.

Explore Numetric →

Neurodivergent talent isn't a challenge to manage. It is a resource to develop.

Start a Conversation