Unlocking Potential: Key Insights from My Association of Apprentices Neurodiversity Event

Apprenticeships offer a fantastic opportunity to learn on the job, build skills, and grow a career. For neurodivergent people, they can be especially rewarding but also cognitively demanding. The variety of tasks, new environments, and social expectations can sometimes feel overwhelming. That’s why understanding neurodiversity in apprenticeship settings matters—not just for apprentices themselves but also for the managers and teams supporting them.

In March 2026, we had the privilege of delivering a virtual session for the Association of Apprentices (AoA) as part of Neurodiversity Celebration Week. The event brought together apprentices from across sectors to explore how neurodiversity shapes learning and working experiences. Here, we reflect on what we covered and share practical takeaways that apprentices and their managers can use right away.

About the Event

The session took place on 20 March 2026 and was hosted by the Association of Apprentices, a UK organisation dedicated to supporting apprenticeships and early careers talent. It was a virtual gathering attended by apprentices from a range of industries, alongside some line managers and mentors interested in improving support for neurodivergent colleagues.

The focus was on understanding neurodiversity in the apprenticeship context, recognising strengths, and identifying simple adjustments that can make a real difference. The aim was to create a welcoming space for learning and sharing practical strategies.

What We Covered

• Basic language around neurodiversity: terms like neurodivergent, neurodiverse, and why they matter

• The concept of a “spiky profile”: how strengths and challenges can coexist uniquely

• Self-advocacy scripts apprentices can use to communicate their needs clearly

• An adjustments menu that doesn’t require a formal diagnosis

• Tips for making meetings and feedback sessions clearer and less stressful

• Managing sensory load and energy to maintain focus and wellbeing

  
  

Key Takeaways for Apprentices and Managers

1. Understand the Language of Neurodiversity

What it is

Using clear, respectful language helps everyone feel included. Neurodiversity refers to the natural variation in how people’s brains work. Neurodivergent describes individuals whose thinking or processing differs from the majority.

Why it helps

Using the right terms reduces stigma and builds a shared understanding. It makes conversations about support easier and more positive.

Try this tomorrow

Introduce yourself with a simple phrase like, “I’m neurodivergent, which means I think differently in some ways. Here’s what helps me work best.” This opens up honest dialogue.

2. Recognise Your Spiky Profile

What it is

A spiky profile means having areas of strong ability alongside areas that need more support. For example, an apprentice might excel at creative problem-solving but find time management challenging.

Why it helps

Knowing your unique pattern of strengths and challenges helps you focus on what you do well and seek help where needed. It also helps managers appreciate diverse talents.

Try this tomorrow

Write down two strengths and one challenge you notice in your work. Share this with your mentor or manager to start a strengths-based conversation.

3. Use Self-Advocacy Scripts

What it is

Self-advocacy means speaking up for your needs in a clear, confident way. Scripts are simple phrases you can prepare to explain what adjustments or support you need.

Why it helps

Clear communication reduces misunderstandings and helps managers provide the right support quickly.

Try this tomorrow

Try saying, “I find it easier to focus when I have written instructions. Could we agree on that for my tasks?” Practising this makes future conversations smoother.

4. Explore Adjustments Without a Diagnosis

What it is

You don’t need a formal diagnosis to ask for reasonable adjustments. These might include flexible deadlines, quiet workspaces, or breaks during long meetings.

Why it helps

Adjustments reduce cognitive load and create a more predictable, manageable work environment.

Try this tomorrow

Identify one adjustment that would help you today, such as using noise-cancelling headphones or having a checklist. Ask your manager if you can try it out.

5. Make Meetings and Feedback Clearer

What it is

Meetings and feedback sessions can be overwhelming without clear structure. Simple steps like agendas, summaries, and clear action points help.

Why it helps

Clarity reduces anxiety and helps apprentices prepare and respond effectively.

Try this tomorrow

Before your next meeting, ask for an agenda or key points in advance. After the meeting, summarise your understanding in an email to check you’re on the same page.

6. Manage Sensory Load and Energy

What it is

Sensory load refers to how much sensory input (noise, light, movement) you can comfortably handle. Energy management means pacing yourself to avoid burnout.

Why it helps

Managing these helps maintain focus and wellbeing throughout the day.

Try this tomorrow

Plan short breaks between tasks to recharge. Use calming tools like earplugs or dim lighting if your environment feels overwhelming.

7. Build a Support Network

What it is

Having trusted people to talk to—whether peers, mentors, or managers—creates a safety net.

Why it helps

Support networks provide encouragement, practical advice, and a sense of belonging.

Try this tomorrow

Reach out to a colleague or mentor and share one thing you’re finding tricky. See if they have suggestions or can check in with you regularly.

For Managers Supporting Apprentices

• Listen actively to understand each apprentice’s unique profile and preferences

• Offer adjustments proactively without waiting for formal requests or diagnoses

• Provide clear instructions and check understanding regularly

• Create predictable routines to reduce cognitive load and anxiety

• Encourage open conversations about strengths and challenges in a non-judgmental way

  
  
  
  

The Association of Apprentices event was a valuable reminder that apprenticeships can unlock potential when we recognise and support neurodiversity. If you’re an apprentice or manager, these practical steps can help make the apprenticeship journey clearer and more rewarding.

Feel free to share this reflection with an apprentice or manager who might benefit. For more tailored support, you can explore services designed to help neurodivergent apprentices thrive.