Creating an inclusive workplace through lived-experience-led neurodiversity training
Moravio, a global software development company headquartered in the Czech Republic, has taken a bold step to embed neurodiversity at the heart of its workplace culture. Known for delivering people-centred digital transformation solutions, Moravio recognised that real innovation starts with an inclusive, psychologically safe team.
Lukas Gren, the CEO, shared, “At Moravio, we recognise that many of our colleagues are neurodivergent, so investing in their well-being and success is a priority.”
With leadership buy-in from the start, Moravio partnered with National Neurodiversity Training to deliver a tailored, human-centred learning experience. Designed and delivered by neurodivergent professionals, the session aimed to do more than just educate; it was crafted to spark mindset shifts, empower teams, and lay the foundations for lasting behavioural change.
This initiative positioned Moravio as a national trailblazer in neuroinclusion. While conversations around neurodiversity are still emerging in Czech workplaces, Moravio demonstrated what it means to lead by example, embedding neurodiversity in its values and actions.
The Challenge
As a growing, people-focused tech company, Moravio understood that fostering a truly inclusive workplace required more than good intentions. Like many organisations navigating hybrid working models, cross-functional teams, and global growth, they faced challenges such as:
• Limited internal awareness of neurodivergence and inclusive communication practices
• Uncertainty around how to confidently support neurodivergent colleagues
• A need to proactively implement reasonable adjustments without relying on disclosure
• The ambition to create a culture where all employees feel safe, respected, and supported
These are not unique obstacles. Neurodivergent professionals face persistent barriers, despite offering exceptional focus, creativity, and innovation.
• Tech companies estimated that just 3% of their staff are neurodivergent, but when surveyed directly, 53% of tech employees identified as neurodivergent (Tech Talent Charter, 2024).
• 37% of neurodivergent employees fear disclosing their diagnosis due to stigma and stereotypes (CIPD, 2024)
• 51% of neurodivergent employees have left or would consider leaving their job due to lack of support from their employer (Alludo, 2023).
To address these concerns, Moravio sought to:
• Increase awareness of neurodivergence and neuro-inclusive practices
• Build internal confidence in supporting neurodivergent colleagues
• Understand how to identify and implement reasonable workplace accommodations
• Lay the foundation for a more inclusive and supportive work culture
These goals reflect broader issues across the workforce. For Moravio, tackling these barriers wasn’t just an HR or inclusion initiative; it was a strategic decision to build stronger, more resilient teams, leverage neurodivergent talent, and future-proof their culture for growth.
Lukas Gren emphasised, “Embracing neurodiversity is not just a trend - it’s a commitment to building stronger, more resilient teams in tech and beyond.”
National Neurodiversity Training designed, live, online training tailored specifically to Moravio’s goals. The training was developed following an initial consultation and a Neurodiversity Maturity Assessment to personalise content and ensure relevance.
Examples of Topics Covered:
• Introduction to Neurodiversity
• Neurodiversity in the Workplace and Business
• Recognising and Implementing Accommodations
The training was delivered using practical examples, scenario-based learning, and opportunities for guided reflection. This ensured that participants could connect the learning directly to their work environment.
Jakub Bílý, Head of Business Development at Moravio, highlighted, “It was eye-opening to see how relevant neurodiversity is to day-to-day work.”
The training delivered by National Neurodiversity Training brought meaningful and lasting benefits to Moravio’s workplace culture. Designed with long-term impact in mind, the session helped staff build not only awareness, but the confidence and practical tools needed to sustain inclusive behaviours.
Key outcomes included:
• Clearer understanding of neurodivergence at work. Staff developed a broader perspective on strengths, support needs, and how these can influence workplace experience.
• Stronger confidence in making adjustments. Through practical examples and reflective activities, participants felt more prepared to support neurodivergent colleagues.
• A shared foundation for inclusive leadership. The training created a common language and framework for inclusive practice across teams and roles.
• Sustained impact through structured support. A post-training consultation and final evaluation report provided Moravio with tailored insights and practical recommendations. These included actions for continued learning, team engagement, and future initiatives.
These outcomes reflect the distinct value of National Neurodiversity Training’s model. By combining lived experience with evidence-based strategy, the programme delivered both immediate relevance and tools for long-term behavioural change.
Lukas Gren observed, “The training supported a more inclusive culture and improved team satisfaction overall.”
Jakub Bílý reflected, “I really enjoyed the training and also liked how it touched different areas, for example tech or business.”
Key Takeaways
Lukas Gren, also noted that, “The training offered invaluable insights that led to significant ‘aha’ moments for our team.”
Learn more at: www.nationalneurodiversitytraining.com
Contact: ivetapudilova@nationalneurodiversitytraining.com
Reach out today to learn how our tailored solutions can reduce turnover, boost satisfaction, and ensure compliance - driving lasting success for your organisation!
