HRBPs and people leaders building end-to-end support
Supporting neurodivergent employees is not a wellbeing initiative. It is a lifecycle capability — recruitment, onboarding, 1:1s, performance, adjustments and progression — and the organisations that treat it that way outperform on retention.
Recruitment (application forms, assessment design, interview practice). Onboarding (structured first-90-days, adjustment conversations early). 1:1s and performance. Adjustment review. Progression and promotion. Off-boarding. Every stage is a chance to support well or to lose the person quietly.
Performance conversations that mistake style for substance. Promotion processes that reward extroversion over output. Change programmes that assume neurotypical response times. Manager churn that resets every disclosure and adjustment.
A shared adjustment-carry-forward policy. Manager training that covers the actual behaviours, not the poster-ready statements. A named HR partner per business area. Data that segments retention and progression by disclosure — so the organisation can see the gap it is not currently seeing.
General inclusion work rarely closes neurodivergent-specific gaps. A targeted programme, integrated with the broader inclusion strategy, is what shifts the numbers.
Retention by disclosure segment, adjustment turnaround times, promotion parity, engagement scores segmented by team, and qualitative ERG feedback.
Recognised UK and international standards, regulators and professional bodies referenced across this practice.
The statutory framework for reasonable adjustments and disability discrimination in UK employment.
CIPD professional practice guidance on neurodiversity in UK workplaces.
UK government funding for workplace support, coaching and equipment for disabled employees.
ACAS guidance on making reasonable adjustments for disabled workers in UK workplaces.
Cross-referenced pillars across the practice — designed to help senior teams navigate the full scope of Wayne Kelly’s enterprise neurodiversity, digital accessibility and AI work.
Group-scale strategy for FTSE 100/250 and multinational organisations.
Read more
WCAG 2.2, EAA readiness and inclusive digital design at enterprise scale.
Read more
Accessible, inclusive AI aligned to the EU AI Act and enterprise assurance.
Read more
In-depth guidance on ADHD, neuroinclusive leadership and workforce strategy.
Read more
Keynotes, leadership workshops and strategic advisory for boards, HR leaders, transformation directors and conference organisers across the UK.
