How we work
Four steps. No surprises.
Every NDG engagement follows the same shape, scaled to the size of the work. Here's what happens from the moment you pick up the phone to the point where neuroinclusion is part of how your organisation runs.
Step 01
Discovery
30 minutes · free
A call, not a pitch.
We start by listening. What's actually happening in your team — disclosure rates, manager confidence, a specific tribunal risk, a hiring pipeline problem. No slides from us, no demo, no obligation.
What you walk away with
- A read on whether neuroinclusion is the right lever for the problem you've described
- At least one practical thing you can use regardless of whether you work with us
- A view on cost + timeline if you decide to move forward
What we need from you
30 minutes, and someone in the room who can speak to what's actually going on — not a gatekeeper.
Step 02
Design
1 – 2 weeks
We shape the programme around your context.
Healthcare doesn't look like finance. Rail doesn't look like emergency services. We take what you told us on the discovery call and come back with a scoped programme — sessions, audiences, outcomes, measurement, timeline, cost.
What you walk away with
- A written programme proposal with specific workshops, cohort structure, and delivery schedule
- Clear success metrics tied to the business outcomes you named
- A transparent cost breakdown — no hidden extras, no annualised lock-ins unless you want them
What we need from you
Access to your internal champion (usually an HR lead or EDI owner) and a rough sense of organisational structure — who's in scope, who approves.
Step 03
Deliver
Typically 3 – 12 months
Live, in-context, led by neurodivergent trainers.
No recordings. No AI avatars. Every session is delivered live — online or in-person — by someone who's lived the experience and has 20+ years of workplace training behind them. Sessions are tailored in the room to the audience on the call.
What you walk away with
- Live workshops for every cohort in your programme (online, in-person, or hybrid)
- Manager and leadership briefings sequenced to set context before team-wide rollout
- Materials and guidance your internal champion can use to keep momentum between sessions
What we need from you
A named programme owner on your side, calendar access, and a light hand on logistics coordination.
Step 04
Embed & measure
Ongoing
Infrastructure, not initiative.
Training that doesn't get embedded fades. We stay alongside you for as long as makes sense — coaching, policy reviews, community of practice for champions, annual impact reporting — until neuroinclusion is part of how your organisation runs, not a project that ended.
What you walk away with
- Quarterly check-ins and coaching for your internal champion / sponsor
- Annual impact report with before-and-after metrics against the targets we set in Design
- Ongoing advisory line for tricky adjustment conversations and policy reviews
What we need from you
A feedback loop — what's working, what's sticking, what's not landing. We calibrate.
Three typical engagement shapes.
The four steps scale. Here's what they look like at different sizes — with a real client example of each.
4 – 8 weeks
Quick-start
Discovery → design → deliver 2-4 workshops. Good for single-cohort pilots, conference keynotes, rapid-response work after a specific incident or audit finding.
Live example
Acas national event: booked, scoped and delivered as a 400-delegate keynote inside 6 weeks.
3 – 12 months
Programme
Multi-cohort rollout across awareness, management and leadership layers. Typical scope: 6 – 20 sessions plus policy and manager guidance.
Live example
Agilio Group: 6-month blended programme, extended to include delivery to Agilio's own end clients.
12 – 24 months
Centre of Excellence
Embedded partnership: strategy, full rollout, policy redesign, champions community, annual measurement. Built to outlast any one training session or champion.
Live example
Royal Berkshire Fire & Rescue: 18-month partnership spanning frontline awareness through management deep-dives.
What we need for this to work.
These aren't deal-breakers — but engagements that go well always have these in place. If they're missing, we'll flag it on the discovery call rather than pretend everything's fine.
A named programme owner
One person on your side who owns the rollout — typically HR / EDI / L&D. They don't do the work, they hold the line between us and your business.
Honest context
Bring the actual problem — the tribunal, the attrition spike, the exec who said the wrong thing. Sanitised briefs produce sanitised outcomes.
Leadership presence
For management and leader-level sessions, your leadership turns up. Neuroinclusion delivered to managers without their boss in the room doesn't land.
On the engagement itself
"Rich's energy and openness create a safe and welcoming space, while Charlie's coordination ensures everything runs seamlessly behind the scenes. Together, they make the experience both informative and meaningful."
Claudia Trott
EDI Lead, Royal Berkshire Fire & Rescue Service · 18-month partnership
Start with the 30-minute call.
No pitch deck, no pressure. We'll walk through what's actually going on in your team and whether this is the right lever for it.