The West Midlands Combined Authority (WMCA) partnered with National Neurodiversity Training for a custom Neurodiversity at Work programme to build greater awareness and support their neurodivergent employees. The WMCA works to drive economic growth, improve transport, enhance housing and skills, and tackle climate change in the West Midlands region.
The WMCA wanted learners to:
• Lean into their neurodivergent strengths and leverage these at work
• Understand and address their support needs
• Feel empowered to contribute to workplace productivity and efficiency
The Young Professionals Network said, “We were motivated to use National Neurodiversity Training’s services because we hadn't seen loads of guidance or discussion coming from the organisation about neurodiversity in the workplace, and as a staff network, we decided we could step up in this space. We were particularly interested in giving our members practical tips that they could apply to advocate for themselves. The session helped us enormously with this.”
WMCA has a strong commitment to equality and inclusion. The Young Professionals Network recognised a need to build a clearer understanding of how neurodivergence can affect working life. They were particularly interested in what types of accommodations may most effectively support neurodivergent young professionals.
Several types of barriers were identified:
• 70% of neurodivergent individuals do not disclose their neurodivergence to their employers [1]
• Only 38% neurodivergent employees feel like their organisation provides meaningful support [2]
• Only 19% of employers say their organisation has reviewed formal people management policies to make them neuroinclusive [2]
Each type of barrier was explored through examples and strategic solutions with key takeaways and action points for learners.
WMCA commented:
“The structure allowed learners to fill out a reasonable adjustment form as they went along. We were really impressed with this as it provided them with the reassurance of working as a group, whilst allowing them to participate privately in what is a very personal exercise.”
The training emphasised encouraging reflection and introducing adjustments that are often simple, low-cost, and beneficial for all staff, not just neurodivergent staff.
Physical barriers were addressed through awareness of environmental triggers such as noise, lighting, and office layout. Participants were introduced to adjustments like quieter workspaces, light modification options, and tools that support sensory regulation.
Organisational barriers were explored in the context of workplace practices, such as scheduling norms, communication formats, and routine flexibility. Strategies included offering more structured task briefings, avoiding back-to-back meetings, and allowing flexibility in working hours to accommodate different energy and focus patterns.
Attitudinal barriers were examined through language, assumptions, and unconscious bias. The training highlighted how inclusive language and clear communication can foster psychological safety and ensure that neurodivergent staff are not excluded from opportunities due to misconceptions around capacity or interest.
Social barriers were discussed in relation to day-to-day interaction and inclusion in team dynamics. Solutions included approaches for improving meeting accessibility (e.g. use of visual aids, clear agendas), promoting peer understanding, and creating environments where colleagues feel safe to share their access needs or communication preferences.
The Results
The training delivered by National Neurodiversity Training supported WMCA neurodivergent staff in developing a clearer understanding of their needs, how to leverage their strengths, and contribute to workplace inclusion. WMCA Young Professionals Network chair said:
“Both in and shortly after the session, I received positive feedback from attendees. Our members come from across our organisation, meaning that this good practice they learned in this session is likely to be felt in many areas.”
This work marked an important step in WMCA’s ongoing journey toward greater workplace inclusion and provided the foundation for sustained cultural change.
For more info visit: www.nationalneurodiversitytraining.com
Contact: info@nationalneurodiversitytraining.com
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