My work now lives at NDI Workplace
I lead NDI Workplace at Neurodivergent Insights, alongside Dr. Megan Anna Neff.
Around one in five people is neurodivergent. Many were identified late in life, many don't yet know, and nearly half never disclose at work. Our approach starts with the need, not the label, so support never depends on disclosure.
You might recognise your organisation here.
- Inclusion work hasn't gone much further than awareness training
- People are quietly masking, burning out or leaving
- Managers want to help, but aren't sure what to say, or what not to
- Support only starts once someone discloses
- The office, meetings and pace of work were designed for an average brain
- You want practical change, not performative change
Our work blends Dr. Neff's clinical frameworks with my commercial leadership and our own lived experience. It's built on four pillars: psychological safety, sensory safety, flexible communication, and tempo and energy.
Neurokindness is where I used to support neurodivergent founders one to one. That work, and everything I learned from it, now lives within NDI Workplace.
If you lead people and want your workplace to work for every brain, you're in the right place.
What we offer
Clinical expertise meets commercial reality
NDI Workplace blends clinical expertise and commercial leadership experience to support the entire workforce, from employee to leadership.
- Dr. Megan Anna Neff, Psy.D: a late-identified Autistic-ADHD psychologist who translates the clinical science of neurodivergence into language real workplaces can use
- Nick Dean: an AuDHD business leader with 20+ years building inclusive teams, shaped by late identification and lived experience of Autistic burnout
- Practical, honest training, built from both sides of the desk
How we can help
Support for leaders, managers and teams. It all starts with the need, not the label.
- Talks and Q&As, as keynotes or half-day workshops
- Sessions for employee networks and ERGs
- Manager 1:1 training, from holding a disclosure with care to noticing strain before burnout
- Leadership coaching and organisational design
- Topics including Autistic burnout, ADHD at work, and sensory-aware, psychologically safe workplaces
- Free guides for managers and employees
How we work
We listen first, co-design changes with you, trial them, and review together. The aim is practical change in how work is actually designed: management practice, meetings and communication, onboarding, the working environment, and how adjustments are requested.
People tend to stay where they don't have to mask, which makes this a retention and wellbeing question as much as an inclusion one.