the reality
Neurodivergent employees are already on your team.
Research suggests 1 in 5 people are neurodivergent. They’re in your meetings, on your teams, in your leadership pipeline. Many are your highest performers. Many are quietly burning out.
The problem isn’t their neurodivergence. It’s that most workplaces were designed for one kind of brain — and haven’t been redesigned since.
Hiring processes that filter out strong candidates. Onboarding that overwhelms. Open-plan offices that make focus impossible. Performance reviews that miss the point. Managers who mean well but don’t know what they’re actually seeing.
TMC Frameworks helps organisations audit what’s actually happening, train their people, and build systems that work for everyone.
WHAT WE OFFER workplaces
An honest look at where your organisation stands.
We assess your workplace across five dimensions: hiring and recruitment practices, onboarding experience, physical and sensory environment, management behaviours, and HR policies. You receive a clear report and a prioritised action plan.
Best for: Organisations beginning a neurodiversity inclusion journey or reviewing existing DEI commitments.
Policies that work — not just policies that exist.
We review and redesign your HR policies, accommodation request processes, performance management frameworks, and disciplinary procedures through a neurodiversity lens. The goal is policies your employees can actually use.
Best for: HR teams who know their policies need updating but aren't sure where to start.
Practical tools, not performative training.
We run structured workshops for managers, HR professionals, and leadership teams — building real understanding of how neurodivergence shows up at work, how to have better conversations, and how to support without othering.
See the full list of workshops below.
Ongoing advisory for organisations building long-term strategy.
For organisations ready to go beyond a one-off audit or training day, we offer ongoing consulting — helping you integrate neurodiversity inclusion into your talent strategy, culture initiatives, and leadership development.
Best for: Organisations with an existing DEI function who want neurodiversity expertise embedded into their work.
workshops WE RUN FOR WORKPLACES
All workshops can be delivered as standalone sessions or as part of a structured programme. Each is tailored to your industry, team size, and existing DEI maturity.
Understanding Neurodiversity at Work: Beyond the Stereotypes
All employeesAn accessible, stigma-free introduction to what neurodivergence actually means in a workplace context. Covers ADHD, autism, dyslexia, sensory processing differences, anxiety, and more — moving past caricatures into real, nuanced understanding. The foundation for everything else.
Managing Neurodivergent Employees: What Good Actually Looks Like
People managers, team leadsThe most common management mistakes — micromanaging, misreading communication styles, penalising non-linear working — and how to avoid them. Gives managers a practical framework for flexing their style without lowering expectations.
Inclusive Hiring: Are You Filtering Out Your Best Candidates?
Recruiters, HR teams, hiring managersHow standard hiring processes — competency-based interviews, timed assessments, group exercises — inadvertently screen out neurodivergent candidates. Practical redesigns that broaden your talent pool without compromising on quality.
Neurodiversity and Psychological Safety
Team leads, people managers, HRNeurodivergent employees are less likely to disclose, ask for help, or flag when they're struggling — because most workplaces haven't made it safe to do so. This workshop builds understanding of why, and gives leaders tools to change it.
Having Better Conversations: Disclosure, Accommodations, and Support
HR professionals, line managersThe conversation where an employee discloses a diagnosis or asks for an accommodation is one of the most important — and most commonly mishandled — moments in an inclusive workplace. This workshop builds the skill and confidence to get it right.
Sensory Environments and Focus at Work
Facilities teams, HR, senior leadershipOpen-plan offices, fluorescent lighting, constant noise — the modern workplace was not designed for sensory differences. This workshop builds awareness of how the physical environment affects neurodivergent employees and outlines practical, scalable adjustments.
Neurodiversity-Informed Performance Management
HR professionals, people managersTraditional performance reviews often disadvantage neurodivergent employees — measuring presentation over output, consistency over creativity, conformity over contribution. This workshop helps managers assess fairly and develop meaningfully.
Building a Neuroinclusive Team Culture
Team leads, managers, team membersInclusion at the team level — how neurodivergent and neurotypical colleagues can work together better. Covers communication styles, collaboration norms, meeting design, and the role every team member plays in making inclusion real.
Neurodiversity for Senior Leaders: The Strategic Case
C-suite, senior leadership, board membersFor leaders who need the business case alongside the human one. Covers the talent, innovation, and retention arguments for neuroinclusion — and what leadership commitment to this agenda actually looks like in practice.
Burnout, Masking, and Mental Health in Neurodivergent Employees
HR, managers, wellbeing leadsMasking — the exhausting effort of suppressing neurodivergent traits to fit in — is one of the leading causes of burnout in neurodivergent employees. This workshop builds understanding of what masking is, how to spot it, and how organisations can reduce the conditions that make it necessary.
how it works
Step 1
Discovery Call
A conversation about where your organisation is — no forms, no frameworks yet. Just an honest look at what you're trying to change and why.
Step 2
Proposal
We recommend a structured engagement based on your organisation's size, sector, and existing DEI maturity.
Step 3
Delivery
We work with your teams in-person or virtually, fitting around your calendar and culture.
Step 4
Action Plan
Every engagement closes with a clear, prioritised plan your HR and leadership teams can own and implement.
r ady to start?
Let's talk about your organisation.
Fill in the form below and we'll be in touch within 2 working days to set up a discovery conversation.
We typically respond within 2 working days.
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