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    Research · Policy · Audits

    Evidence-led audits before anyone touches a training deck.

    Neurodiversity audits, policy reviews and custom research for UK and international employers. We surface the policies, pathways and practices quietly costing you retention, disclosure and tribunal exposure — and tell you exactly what to fix first.

    Scope an audit See all services
    Audit types

    Four engagement models.

    Start with the one that matches your actual risk. We'll tell you if a smaller engagement is a better first step.

    2–4 weeks

    Policy Review

    We read your HR policies — absence, performance, recruitment, grievance, flexible working — and flag anything that could unintentionally disadvantage neurodivergent employees. Plain-English findings and specific rewrite suggestions.

    3–5 weeks

    Recruitment & Hiring Audit

    Job adverts, screening, interview formats, assessment centres. We map where autistic and ADHD candidates are being filtered out, and what to change first. Includes a manager interview-question audit.

    4–8 weeks

    Culture & Systems Audit

    Anonymous survey, stakeholder interviews, policy mapping, meeting-culture review. Identifies the gap between what your policies promise and what staff actually experience.

    Scoped

    Research Projects

    Custom research into your sector, workforce or specific question — disclosure patterns, retention by neurotype, cost-of-turnover modelling. Published internally or as a whitepaper under joint byline.

    Why audit first

    Three reasons audits come before training.

    Tribunal risk is real and growing

    Failure-to-make-reasonable-adjustments claims are rising. An audit surfaces the policies and practices creating exposure — before a claim does.

    Awareness training without audit is waste

    Training managers to support disclosure does not work if your disclosure pathway and performance policy quietly punish the people who do. Audit first.

    Finance wants numbers, not sentiment

    Audits produce the disclosure rates, adjustment-request times and retention differentials your CFO needs to sign off the wider programme.

    What you receive

    Deliverables designed for the boardroom and the desk.

    Every audit produces an executive summary a non-specialist board can read in ten minutes, and a working document your HR team can act on the next morning.

    • Executive summary suitable for board or ELT presentation.
    • Detailed findings report with evidence and sourcing.
    • Prioritised risk register — 30, 90 and 180-day fixes.
    • Policy rewrite suggestions with specific language changes.
    • Metric recommendations — what to measure, how to track.
    • Optional follow-up briefing or workshop with your L&D team.

    Scope an audit.

    30 minutes on a call. We'll map the audit to your actual risk, headcount and sector — and tell you plainly if a smaller engagement is a better first step.

    Book a scoping call