Creating Neurodivergent-Friendly Training Delivery in the Workplace

With an estimated 15% to 20% of the population being neurodivergent, it’s highly likely that in the training room at least one delegate will be neurodivergent. Increasingly, my experience is that at least one person on a course will report neurodivergence to me and that’s just those that know and choose to tell me, which is why all my training is designed to be neurodivergent friendly.

Neurodivergence encompasses a range of neurological differences, including autism, ADHD, dyslexia, dyspraxia, and others. These differences can affect how individuals learn and process information. By adapting training methods to be more inclusive, employers can unlock the potential of all employees, leading to a more innovative, productive, and supportive workplace.

Whilst in this blog I focus on physical training sessions this must be taken in the context of this in itself being only one method of training and learning. Whilst many people benefit from group discussion and the fixed time out of the day job to focus on training, for others reading a book, watching a video or listening to a podcast might be their preference or a more formal academic learning route.

There is a whole range of ways we can learn new things and no one method should stand alone, for many of us a mix is beneficial and learning is an on-going process. When you are delivering in-person in the room style training here are some helpful tips on how you can make your training delivery neurodivergent-friendly.

Understanding Neurodiversity

Neurodiversity refers to the variety of ways in which the human brain can function. It challenges the traditional view that there is one “normal” or “correct” way of thinking, learning, and behaving. Instead, it promotes the idea that neurological differences should be recognised and respected as any other human variation.

This for me is crucial, it means not putting people into boxes with this method being selected for ADHD and this other method for Autism. This simply isn’t how it works, we’re all individuals and have individual needs regardless of any identified diagnosis.

The Benefits of Neurodivergent-Friendly Training

When we consider the needs of those who may have learning styles outside of the traditionally “normal” we find ourselves benefiting most people in the training room. Years ago there was a focus on learning styles (visual, auditory etc) and ensuring we cover all the different learning styles in our training sessions, whilst this is now considered outdated this variety and considering different needs does form the basis of inclusive training.

Whilst we do consider the potential specific needs of someone who has a condition such as ADHD, autism, dyslexia or dyspraxia, overall the view is much wider. We’re looking to ensure everyone is comfortable in the environment and that difference is recognised and valued.

Strategies for Neurodivergent-Friendly Training

Environmental Adjustments

Previous negative experiences of educational environments, including school experiences will impact how someone feels prior to entering the training room. Creating an environment that is inviting and gives the message this isn’t a school room can have a huge impact, providing information on what to expect prior to the session can also help to ease anxiety. When I’m delivering training, this means fidget toys, sweets and coloured pens on the table to create an environment that is bright, engaging and gives people something to talk about as soon as they enter the room.

The practical set up of training room can have a huge impact of people’s ability to engage in the day. Space for those who need to be in the room as well as the space to move into small groups for discussions and activities. A room that’s not too hot or too cold and without excessive noise from outside. It’s not just those who are neurodivergent who benefit from a comfortable environment.

Providing lunch can be a nice idea and help keep people focused on the training day, however, it’s important to allow those who need it space to leave the room, have some quiet time to decompress if they need it.

Interactive and Practical Approaches

Long lectures are unlikely to be engaging for many trainees, not just those who are neurodivergent. Designing sessions so that they engage learners with practical exercises that allow them to apply concepts in real-time is crucial.

Depending on the nature of the training, this may be practicing skills learnt or the opportunity to discuss and reflect. With the management training I deliver, I recognise that most of my groups have experience they’re bringing to the room, even new managers will have been managed in the past! It is important to allow people the opportunity to discuss and bring their own ideas, this allows people to recognise the skills they already have as well as to build on those.

Group work encourages collaboration, with management training this is helps the management team to build their support networks which will help them to continue to embed learning and collaboration long after the session has ended. It is however important to consider that social comfort levels will vary, avoiding picking on people to speak in front of a group and use small groups that people have chosen themselves to help those with less social comfort to engage.

Clear and Concise Communication

Always consider your trainees when designing training, use straightforward language and avoid jargon. Break down complex information into manageable chunks or stages using slides with key points, diagrams or visual representation.

Handouts or workbooks can help people with note taking and ensuring they have information to take away and reflect on, which in particularly important when dealing with complex information. Handouts can contain more information than slides which should be highlighting points only.

Feedback and Support

It is important to provide opportunities for trainees to ask questions and seek clarification throughout the training process. This can be through group discussion, small group discussions (where a trainer works their way around the groups) and giving trainees the opportunity to speak to the trainer one to one.

Technology Integration

There may be times where technology such as speech-to-text software, note-taking apps, and other assistive tools are useful, certainly if this is someone’s normal way of working then this should used where possible to help neurodivergent individuals engage with training content more effectively.

Conclusion

Making training delivery neurodivergent-friendly is not just a compliance or goodwill gesture—it is a strategic move that can yield substantial benefits for both employees and employers. By creating an inclusive learning environment, employers can harness the full potential of their diverse workforce, driving innovation, engagement, and overall business success.

Embrace neurodiversity, and make your training programs a cornerstone of an inclusive workplace culture. All our training design and delivery takes into account everything we’ve discussed here, with digital course options as well as in-person training. Take a look at our full training catalogue for details of our neurodivergent-friendly training sessions.