Frequently Asked Questions
Straightforward answers about working with Divergent Thinking. If your question is not covered, tell us what you are trying to change and we will help you identify a sensible next step.
Neuroinclusion Consultancy FAQs
Services and Fit
What can Divergent Thinking help with?
We help organisations build practical neuroinclusion through training and workshops, manager development, workplace needs assessments, coaching, audits, consultancy and speaking. Support can be a focused intervention or part of a wider programme.
Who do you work with?
We work with employers and teams at different stages of neuroinclusion, from organisations beginning the conversation to those reviewing established policies, programmes and workplace practices. We shape the work around your audience, context and intended change.
What informs your approach?
Our work brings together neurodivergent lived experience, evidence-informed practice and practical organisational insight. We focus on changes that make sense in real workplaces rather than theory for its own sake.
Can you work with our existing policies or learning programme?
Yes. We can review existing materials, identify gaps and shape training or consultancy that complements work already under way. We recommend the smallest useful intervention rather than duplicating activity that is already working.
Training and Delivery
Can the support be tailored?
Yes. We agree the purpose, audience, existing knowledge and practical requirements before delivery. We can adapt the examples, depth, pace, participation options and format while keeping the intended outcome clear.
Do you work online and in person?
Yes, subject to location and availability. We recommend the format that best suits the audience, purpose and level of interaction required.
Do you work with all employees as well as managers?
Yes. All-staff sessions can build shared understanding, while manager training focuses more closely on day-to-day decisions, conversations and support. We will also advise on group size based on the level of discussion and practice you need.
How long are sessions?
Typical formats include 45–60-minute talks or lunch-and-learns, two-to-three-hour workshops, half-day sessions and longer programmes. We will recommend a proportionate format once we understand what the work needs to achieve.
Individual support, access and confidentiality
Does someone need a formal diagnosis?
A formal diagnosis is not usually required to take part in training or begin a conversation about workplace barriers. Support can focus on the person, the situation and what may help. Separate employer or funding processes may have their own eligibility requirements.
Do you work directly with neurodivergent employees?
Yes. Workplace needs assessments and coaching can support individuals and are commonly commissioned by an employer. Before anything begins, we explain the purpose of the work, what to expect and any reporting or information-sharing arrangements.
How do you make sessions accessible?
We discuss accessibility before delivery. Depending on the format, this may include adjustments to pace, breaks, materials, participation routes and follow-up resources. Group sessions do not require participants to disclose a diagnosis or personal experience.
How is confidentiality handled?
Before coaching or a workplace needs assessment begins, we explain who commissioned the work, what will be recorded, who may receive information and any limits to confidentiality. The specific arrangements are agreed clearly at the start.
Pricing and Next Steps
How much does it cost?
Pricing depends on the service, duration, number of participants, level of tailoring, delivery format and any travel or practical requirements. Tell us who the work is for, what you hope to change and any important timing; we will provide a clear scope and quote before you decide whether to proceed.
Can you share examples of similar work?
Our case studies show the challenge, approach and approved learning from previous work. Where client confidentiality applies, we can discuss relevant anonymised examples without sharing protected information.
What happens after we enquire?
We begin with a short conversation about your audience, goals, constraints and timescale. We then recommend a suitable route and provide a written scope, fees and delivery details. You can decide whether to proceed; you do not need to have the whole brief worked out first.
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
