The toolkit: 44 practical tools
Tools for line managers and HR to work well with neurodivergent colleagues, and in practice with everyone. Each tool gives you something you can use straight away: a message, a task card, an agenda or an agreement. They are grouped by the moment you need them, and each one is linked to one of the seven NeuroStrengths.
Recruitment and selection
Interview invitation
Who, where, how long, which questions, and what happens afterwards.
Ask about adjustments
A short text that gives every candidate or new colleague room to ask, without having to explain.
Job advert check
Vague requirements such as "works well under pressure" turned into actual tasks.
Question translator
Abstract interview questions turned into concrete ones.
Work trial
A trial task or trial day alongside the interview.
Onboarding
Welcome document
The first day hour by hour, who is who, and where to find things.
Unwritten rules
The rules that are written down nowhere, made visible together.
Onboarding plan: 30, 60, 90 days
For each stage, what you do and when it is good enough.
Buddy card
Agreements with a fixed point of contact.
Tasks and daily work
Question or instruction?
Exercise: how does a sentence land with someone who listens literally?
Task card
What is in, what is out, the time budget and when it is good enough.
Sentence check
Paste a message and see which words land as unclear or unsettling.
What first?
An order of work when everything seems to need doing at once.
Task splitter
A big task broken into steps, with check-ins along the way.
Handover during absence
Who takes over what, and what is put on hold.
Conversations
Prepare a conversation
An invitation that starts with what is fixed, with the questions shared in advance.
Working with me
A personal "user manual": the employee describes how they work best, and it stays theirs.
Feedback builder
Behaviour, effect and request, with praise and points to work on kept separate.
Monthly check-in
The same five questions every month.
Conversation notes
Agreements in black and white: who, what, when.
Difficult conversation
Preparing bad news or a performance review, with thinking time built in.
Meetings and collaboration
Agenda item in three lines
Your point, what you are asking and what you need, plus phrases to bring the discussion back.
Meeting agenda
For each item: for information, for input or for a decision.
Car park
Side topics noted down, with a fixed moment to come back to them.
Channel agreement
Which channel is for what, and what response time is normal.
Meeting agreements
Cameras, the chat as a way to contribute, and breaks.
Workplace and sensory input
Workplace sensory scan
Noise, light, busyness and interruptions mapped out, with measures from small to large.
Focus hours
Fixed quiet blocks for the whole team.
Catalogue of workplace adjustments
What is possible, and what it costs in money and effort.
Hybrid working agreements
Who works where and when, and how to reach each other.
Change
Change announcement
What changes, what stays the same, when, and what it means for you.
Change calendar
The steps of a reorganisation, and when people will hear more.
Energy, absence and return to work
Energy conversation
What gives and what costs energy, and where someone's strengths lie.
Early signals
What you might notice when someone is overloaded, and what to do then, without labelling anyone.
Return-to-work plan
A phased return in predictable steps, with fixed review points.
Team
Team session "How do we work?"
A session plan for a team meeting, built on the seven NeuroStrengths.
Case exercises
Short situations with choices and explanations, to practise together.
Team strengths map
Who is good at what, visible to everyone.
Organisation and HR
Neuro-inclusion scan
Twenty questions about your organisation, with three priorities to start with.
All seven
Policy building blocks
Ready-made text for workplace adjustments, onboarding and sickness absence.
UK rules signpost
What you can and cannot ask, and where employers and employees can find support.
Tailored support
Situation finder
"What is going on?" leads you to the right cards and tools.
All seven
Safe question for an AI assistant
A good question for the AI assistant your organisation allows, without names or identifying details.
Ask Marc
A short consultation each quarter, in the Team, Organisation and Enterprise plans.
All seven