Neuroinclusion Audits
A neuroinclusion audit helps you understand where your organisation may be creating avoidable barriers across recruitment, onboarding, communication, management, adjustments, policy and workplace culture, and turns those findings into clear, practical recommendations.
Ideal For
HR teams, DEI leads, People teams, senior leaders and accessibility leads
Format
Focused review, lifecycle audit or
recruitment audit. Audits can be delivered remote, in person or hybrid.
Supports
Barrier identification, clear priorities and practical recommendations
What Is a Neuroinclusion
Audit?
Many organisations are committed to neurodiversity but still rely on individual adjustments, informal goodwill, or inconsistent management practices. A neuroinclusion audit examines the systems people navigate every day, from recruitment and onboarding to communication, management, progression, policies, and workplace environments to identify where barriers exist and how they can be reduced. Neuroinclusion goes beyond awareness; it's about designing workplaces where people can participate, perform, and thrive. That's where Divergent Thinking takes a practical, systems-focused approach.
What Makes This Audit Different?
Divergent Thinking brings together lived neurodivergent experience, applied neuroscience, academic insight and real organisational delivery, looking beyond individual adjustments to identify where everyday systems create avoidable friction, then turning that insight into clear, practical recommendations.
Grounded in Lived
Experience
Led by neurodivergent
specialists who understand
neuroinclusion from the
inside and through
professional practice.
Applied
Neuroscience- Informed
Informed by applied
neuroscience, cognition,
communication and sensory
experience.
Beyond Individual
Adjustments
Looks at where your
organisation creates
avoidable friction, not just
whether policies mention
inclusion.
Practical
Recommendations
Focused on usable changes
to systems, communication,
management and support
pathways.
What We Assess
Every audit is tailored to your organisation, but our approach always looks beyond individual diagnoses to ask a more valuable question: where are your systems creating unnecessary cognitive, sensory, communication, or process barriers? We review both the formal processes people encounter and their day-to-day experiences, recognising that neuroinclusion often breaks down in the gap between policy and practice. Where relevant, we benchmark our findings against recognised good practice, including reasonable adjustments guidance, the employee lifecycle, digital accessibility standards, and universal design principles.
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Common areas we review include:
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Recruitment and candidate communication
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Onboarding and induction
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Manager capability and feedback
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Reasonable adjustment processes
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Internal communication and meetings
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Policies, guidance, and templates
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Physical, digital, and sensory environments
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Employee experience and disclosure culture
Audit Options
Choose a focused review or a wider lifecycle audit depending on your organisation's goals, size and stage of progress. Our lifecycle approach covers the full employee journey from attraction and recruitment through to performance, adjustments, progression and exit.
Employee Lifecycle Audit
A broad review of neuroinclusion across the full employee journey from attraction and recruitment through to performance, adjustments, progression and exit.
Recruitment & Candidate Experience Audit
A focused review of how accessible and inclusive your hiring process is for neurodivergent candidates.
Manager Practice & Adjustment Pathways Audit
A review of how managers identify barriers, discuss support, handle adjustments and respond to performance or wellbeing concerns.
Workplace Communication & Culture Audit
A review of communication, meetings, team norms and cultural signals that shape whether neurodivergent people can participate fully.
Physical, Digital & Sensory Environment Review
A review of workplace environments, digital systems and sensory factors that affect focus, comfort, access and wellbeing.
What You Receive
Audit outputs are tailored to the scope of the project, written to be usable by real teams, with clear priorities, practical ownership points and next steps that are specific enough to support change.
Clear Audit Summary
Key findings and priority themes in a clear, accessible format your teams can act on.
Practical Recommendations
Quick wins and longer-term actions, with suggested changes to communication, process or policy.
Prioritised Action Plan
A structured plan to help you sequence next steps without overwhelming busy teams.
Detailed Observations
Observations across systems, touchpoints and employee
experience areas in scope.
Optional Presentation and Follow-Up
Findings presented to leadership or People teams, with optional follow-up consultancy or training.
Who This Is Especially Relevant For
This audit works well for organisations ready to move from awareness into practical systems change, wherever they are on their neuroinclusion journey:
HR and People teams
DEI and accessibility leads
Senior leaders and executive teams
Organisations improving recruitment or onboarding
Organisations building more consistent manager practice
Organisations developing clearer support pathways and policies
Every Audit Can Be Tailored
Every audit is tailored to your organisation's goals, size, sector, and stage of its neuroinclusion journey, ensuring the findings are relevant, practical, and grounded in your day-to-day reality. The scope is shaped around your working environment, workforce structure, disclosure and support culture, existing policies and processes, and any priorities relating to recruitment, management, or workplace adjustments. We also consider the data and stakeholder access available to build a clear, evidence-informed picture of where improvements will have the greatest impact. Audits can be delivered remotely, in person, or through a hybrid approach to suit your organisation.
Trusted by Organisations Across Sectors
Divergent Thinking has supported organisations across corporate, education, nonprofit and public-sector settings. Each engagement is collaborative and shaped around the organisation’s context, goals and capacity.
“Nat’s session brought inclusive environments to life. His ability to share practical insights, challenge perceptions, and make complex topics accessible was invaluable. Many left the session feeling inspired and equipped to support neurodiverse talent.”
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Karen Venn, FIEDP, Inclusion and Diversity Lead, Bakkavor
