Case studies

Real stories from organisations we've worked with

Every organisation is different. These case studies show how we listen first, design around real workplace situations, and leave managers with practical actions they can use.

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In-person neurodiversity training for senior managers and HR

Supporting more inclusive teams across Sapphire Holidays

The client

Sapphire Holidays is a family-run group of self-catering holiday letting businesses. Its collection includes established brands such as Classic Cottages, Aspects Holidays, Boutique Retreats and Unique Hideaways, with properties across the UK.

With more than 200 employees working across its group of companies, Sapphire Holidays wanted to ensure its senior managers and HR team had the confidence to support a diverse workforce.

The challenge

The HR team knew that some employees were neurodivergent and recognised that others might not have a diagnosis or feel comfortable disclosing at work. Their goal was to create an environment where neurodiversity could be discussed more openly and employees felt understood, supported and able to thrive. To achieve this, managers needed a stronger understanding of neurodiversity alongside practical guidance they could apply within their teams.

Sapphire Holidays was looking for a specialist provider that would take the time to understand its culture and requirements rather than deliver an off-the-shelf awareness session.

Our approach

We began with a scoping conversation to understand the organisation, its workforce and what it wanted managers to take away from the training. We then arranged two in-person sessions for senior managers and members of the HR team from across the group. The sessions covered:

Different forms of neurodivergence
Appropriate language and terminology
How neurodivergent traits may appear at work
Understanding behaviour in context
Practical support and reasonable adjustments
Creating more open and supportive conversations

The training was delivered by Lucy, an experienced NDUK trainer who spoke openly about her own experience as an autistic person. Her lived experience, combined with practical examples and workplace scenarios, helped participants connect the learning to real people and situations.

Everyone came away feeling more informed and confident, not only in supporting their teams but also in understanding family members and friends.

Sapphire Holidays

The impact

Participants came away feeling better informed and more confident about supporting neurodivergent colleagues. The learning also had a wider personal impact, helping some attendees better understand the experiences of family members and friends.

Importantly, the training prompted action. Sapphire Holidays began making changes following the sessions, turning the learning into practical improvements across the organisation.

What made the difference

The relationship started with listening. By understanding Sapphire Holidays' needs before designing the sessions, we were able to provide training that felt relevant to its managers, HR team and wider culture.

The combination of specialist knowledge, lived experience and practical guidance gave participants useful actions they could take forward, while supporting the organisation's longer-term ambition to make neurodiversity easier to discuss at work.

In-person training for the exec team and people managers

Building manager confidence at Public Sector Partnership Services

The client

Public Sector Partnership Services is a Local Authority Trading Company owned by Boston Borough Council, East Lindsey District Council and South Holland District Council. Its 300 employees provide a wide range of public services across Lincolnshire, including HR, finance, ICT, customer contact, revenues and benefits, procurement and health and safety.

With managers supporting people across different services, roles and working environments, the organisation wanted to build a more consistent and confident approach to neurodiversity.

The challenge

Public Sector Partnership Services commissioned Neurodiversity UK to deliver in-person training for its exec team and people managers.

The aim was to improve understanding of neurodiversity while giving managers practical guidance they could use when supporting neurodivergent colleagues. It was important that the training went beyond general awareness and addressed the situations managers were encountering in their day-to-day roles.

The organisation chose an in-person format to create space for honest conversation, questions and shared learning.

Our approach

Before the session, we worked closely with the team to understand where managers needed the most support. We encouraged them to share anonymised workplace scenarios, which were then built into the training.

This meant the exec team and managers could explore situations that felt familiar and relevant rather than working through generic examples. The session combined an accessible introduction to neurodiversity with practical discussion around communication, individual differences and supportive management.

The trainer also drew on lived experience and real-life examples. This helped bring the content to life and gave managers a clearer understanding of how everyday workplace situations can be experienced differently by neurodivergent employees.

The training struck a strong balance between raising awareness and supporting the exec team and managers in their role.

Public Sector Partnership Services

The impact

All attendees left with greater awareness and a more practical understanding of their role. The training helped reinforce that good neuroinclusive management is grounded in the fundamentals of good people management: listening, asking thoughtful questions and taking time to understand the individual.

It also gave attendees an opportunity to discuss difficult or uncertain situations in a supportive environment, helping them feel better equipped to respond with confidence.

What made the difference

The success of the session came from making the content specific to the organisation. By using real workplace scenarios and combining professional insight with lived experience, the training felt credible, practical and directly connected to the attendees' responsibilities.

Want results like these?

We start with a conversation about your organisation, then design training, assessments or coaching around what your people actually need.

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