Support ADHD staff with clearer day-to-day practice
Looks past checklists
We explain hidden ADHD experiences that simple symptom lists usually miss.
Practical working changes
Teams learn clearer ways to structure tasks, deadlines, meetings and follow-up.
In-depth route available
The 10-week course gives organisations more time to embed learning in practice.
Explain ADHD beyond the visible stereotypes
ADHD at work is often reduced to restlessness or distraction, which leaves teams blind to the real barriers many people face. We explain how attention regulation, working memory, time awareness, prioritisation, motivation and emotional responses can affect daily work.
With Neurodiversity Talks, you get learning that also addresses the less visible impact of earlier educational struggles, so managers and colleagues can understand current workplace needs in a fuller, more respectful way.
Turn awareness into clearer working practices
Good awareness training should help people change what they do, not just what they know. Choosing Neurodiversity Talks means we can focus on clearer task structure, better meeting habits, realistic deadlines, written follow-up and easier routes to support.
In London, some organisations choose a single session, while others use the 10-week Understanding ADHD course for sustained learning and real-world application across working life.
Frequently asked questions
What workplace issues does ADHD training cover?
We cover how ADHD can affect attention, memory, time awareness, prioritisation, motivation and emotional responses at work. We also explain how those differences can shape meetings, deadlines, communication and access to support.
Is the 10-week ADHD course right for us?
It suits organisations that want more than a one-off introduction. The 10-week format allows more time to explore real working situations, practise new approaches and build understanding that can carry into daily management and team routines.
Does the training only focus on challenges?
No. We keep the focus on removing barriers while also acknowledging the varied strengths, insight and working styles ADHD employees may bring. That balance helps teams move away from deficit-only thinking and toward practical inclusion.