Neurodiversity training for employees is an awareness and practical skills program about working with and managing neurodivergent colleagues, including people with ADHD, autism and dyslexia. Bodhih's version covers strengths-based understanding, clear communication, workspace and meeting adjustments, and neuroinclusive hiring. It is educational training, not diagnosis or clinical advice.
- Recommended: half-day awareness session for all, plus 1 day for managers and hiring teams, or 3 × 2.5-hour live virtual sessions
- Level: Foundation · In person · Live virtual · Blended
- Designed with the ADDIE model and customised to your context
- Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions
Also known as: neurodiversity awareness training, neuroinclusion training, neurodiversity in the workplace workshop, neurodivergent inclusion training for managers
Where and how: neurodiversity training for employees training as an in-person workshop in Bengaluru, Mumbai, Delhi NCR, Gurugram, Hyderabad, Chennai, Pune, Kolkata, Ahmedabad and Jaipur; as a live online course; or delivered overseas in Dubai, Singapore and across the Middle East, Asia and Africa.
Last reviewed · Bodhih Training, Bengaluru
Why neuroinclusion is a mainstream workplace skill
Every team already includes people who think, focus and process information differently. Some have a diagnosis, many do not, and most have learned to mask what they find hard, which costs energy that could go into their work.
Young professionals in India are talking about neurodivergence more openly than any generation before. Neurodiversity training for employees helps teams respond with understanding and practical adjustments rather than awkward silence, and it improves clarity for everyone.
NASSCOM reports that 39% of 18 to 24-year-olds in the Indian workforce self-identify as neurodivergent.
What participants will be able to do
Understand neurodiversity
Explain neurodiversity, neurodivergence and common conditions such as ADHD, autism and dyslexia in respectful, accurate language.
Move past myths
Replace stereotypes with a balanced view of strengths and challenges that differs from person to person.
Communicate with clarity
Give instructions, feedback and meeting agendas in clear, explicit and multi-format ways that suit different processing styles.
Offer practical adjustments
Suggest workspace, schedule, tool and task adjustments that are low-cost and easy to agree.
Support disclosure respectfully
Respond well when a colleague shares their neurodivergence, while protecting privacy and choice.
Hire more inclusively
Adapt job descriptions, interviews and assessments so capable candidates are not screened out by format.
Who should attend
- People managers leading teams that include neurodivergent colleagues, whether disclosed or not
- Hiring managers, recruiters and interview panels
- HR business partners and diversity and inclusion teams
- IT, GCC, design and analytics teams with a young, diverse workforce
- Employee resource groups and allies
- Any employee who wants to work better with colleagues who think differently
Program outline
Recommended design, customised to your context after a short needs analysis.
01Neurodiversity explainedModule 1 · 60 min+
- Neurodiversity, neurodivergent and neurotypical: the language and why it matters
- An overview of ADHD, autism, dyslexia, dyspraxia and dyscalculia at work
- Myths, masking and the social model of disability
02Strengths and challenges at workModule 2 · 60 min+
- Individual profiles rather than stereotypes
- Focus, sensory load, executive function and processing differences
- Perspectives shared through video and first-person accounts
03Clear communication for every brainModule 3 · 75 min+
- Explicit instructions, written follow-ups and visual aids
- Neuroinclusive meetings: agendas, cameras, turn-taking and breaks
- Giving feedback that is direct, specific and kind
04Workplace adjustments that workModule 4 · 75 min+
- Workspace, noise, lighting and remote options
- Task, deadline and tool adjustments, including assistive technology
- Agreeing and reviewing adjustments without heavy process
05Disclosure, privacy and supportModule 5 · 45 min+
- Responding well when someone discloses
- Confidentiality and choice
- Signposting to HR, EAP and professional support
06Neuroinclusive hiring and onboardingModule 6 · 75 min+
- Plain-language job descriptions and essential criteria
- Interview adjustments: questions in advance, work samples, quieter settings
- Structured onboarding and buddy systems
Sample training plan: 1.5-day hands-on design
This design runs in two parts. A half-day awareness session helps all employees understand ADHD, autism, dyslexia and other forms of neurodivergence, replace myths with individual profiles and practise clearer everyday communication. A one-day session for managers and hiring teams goes deeper: rewriting instructions and meeting habits, agreeing low-cost adjustments, responding well to disclosure, and redesigning a job description and interview so capable candidates are not screened out by format. Every activity is practical, respectful and grounded in first-person perspectives, never diagnosis.
Participants can use respectful language, see past common myths and adapt everyday communication so it works for different processing styles.
- 09:30–10:00Myth or fact?Energiser
- 10:00–11:00The language and the landscapeConcept burst
- 11:15–12:00Perspectives, not stereotypesGallery walk
- 12:00–12:40Say it clearlySkill drill
- 12:40–13:00One habit I will changeAction planning
Managers and hiring teams can communicate clearly, agree adjustments, handle disclosure well and redesign hiring steps that screen out ability.
- 09:30–10:00The sensory officeSimulation
- 10:00–11:00My own messages, remadeHands-on lab
- 11:15–12:15Adjustments that workCase clinic
- 12:15–13:00The adjustment conversationRole-play
- 13:45–14:30When someone disclosesSkill drill
- 14:30–15:30Rewrite the hiring funnelBuild sprint
- 15:45–16:45Mock panel, two waysSimulation
- 16:45–17:30My neuroinclusion planAction planning
Every session’s activity, timings, outputs and materials, plus pre-work, a 90-day reinforcement plan and how impact is measured. Free, emailed to you instantly.
Recommended: a half-day awareness session for all employees (09:30–13:00), plus 1 day for people managers and hiring teams (09:30–17:30), or 3 × 2.5-hour live virtual sessions. A sample design: every Bodhih program is customised after a short needs analysis.
How long is neurodiversity at work training?
The recommended design is a half-day awareness session for all employees plus one full day for people managers and hiring teams. It also runs as three live virtual sessions of 2.5 hours each, with cameras optional and materials shared in accessible formats in advance.
What activities are included in neurodiversity training?
Participants play a myth-or-fact game, rotate through first-person perspective stations, rewrite vague instructions, experience sensory overload in a short simulation, work through adjustment cases, practise disclosure conversations and compare a traditional interview with a redesigned one in a mock panel.
How we deliver it
Lived-experience perspectives
Neurodiversity training for employees works best when it centres real voices, so sessions use first-person accounts and invite, but never require, participants to share.
Practical over theoretical
Each module ends with a concrete change people can make next week, such as a meeting template or a written instruction checklist.
Respectful and non-clinical
The program builds awareness and inclusive habits. It does not teach people to diagnose colleagues or label behaviour.
ADDIE-based design
We review your policies, hiring process and team context during analysis, so adjustments and examples fit your workplace.
Tailored versions
For people managers
Deeper practice on adjustment conversations, performance discussions, feedback styles and balancing team needs fairly.
For hiring teams
Focused on job descriptions, sourcing, interview formats and assessments that let neurodivergent candidates show their ability.
For all employees
A shorter, engaging awareness session that builds understanding and everyday inclusive habits across the whole team.
How we measure impact
Evaluation is built in through ADDIE. Participants complete a short knowledge and confidence survey before and after the program, and managers and hiring teams can take a pre and post inclusion-focused assessment on AssessAll. At 30, 60 and 90 days, we check which adjustments, meeting practices and interview changes have been adopted. Where your organisation runs inclusion or engagement surveys, HR can track related items over time, reported only in aggregate.
Pair this program with AssessAll, Bodhih’s AI assessment platform, for pre- and post-program skill measurement.
Frequently asked questions
What is neurodiversity in the workplace?
Neurodiversity is the idea that natural variation in how human brains work, including conditions such as ADHD, autism and dyslexia, is a normal part of human difference. In the workplace it means recognising that people focus, communicate and process information differently, and designing work so that those differences are supported rather than penalised.
How do you support neurodivergent employees?
Start by asking the person what helps them, rather than assuming. Common supports include clear written instructions, predictable schedules, quieter spaces or remote options, flexible breaks, assistive technology and direct, specific feedback. Many of these cost little and help the whole team. Neurodiversity training for employees helps managers and colleagues have these conversations respectfully and confidently.
Does this training teach people to identify or diagnose conditions?
No. The program builds awareness and inclusive habits. It deliberately avoids teaching people to diagnose or label colleagues, which would be inappropriate and potentially harmful. Diagnosis is a matter for qualified clinicians. We encourage colleagues to focus on what helps someone work well and to signpost HR, EAP or professional support where needed.
What adjustments help neurodivergent employees?
Useful adjustments often include noise-cancelling headphones or quiet zones, agendas and questions shared before meetings, written summaries after verbal instructions, flexible start times, breaking tasks into smaller steps, text-to-speech or grammar tools, and clear priorities. The right mix depends on the individual, so adjustments should be agreed together and reviewed over time.
How do you make interviews neuroinclusive?
Share the interview format and topics in advance, use clear and direct questions, allow time to think, offer alternatives to rapid-fire group exercises and consider work-sample tasks. A quieter setting and the option to request adjustments also help. The program includes a practical module for hiring managers and recruiters on each of these steps.
Should employees disclose neurodivergence at work?
Disclosure is always a personal choice. Some people disclose to access adjustments, others prefer not to. The program helps organisations create an environment where disclosure feels safe, is handled confidentially and leads to practical support. This training does not provide legal advice on disclosure or disability rights, so specific questions should go to HR or legal teams.
Is neurodiversity training only relevant to IT companies?
No. Neurodivergent people work in every sector, from banking and healthcare to manufacturing, retail and public services. The examples change, such as shift patterns, customer counters or plant noise, but the principles of clear communication, sensible adjustments and fair hiring apply everywhere. We tailor scenarios to your industry during the ADDIE analysis so the session feels directly relevant.
How is the program delivered?
Bodhih runs the program in person across India, the Middle East and Asia Pacific, with master trainers travelling from Bengaluru, or as live virtual sessions. For virtual delivery we build in neuroinclusive practices, such as cameras optional, agendas shared in advance and chat as an alternative to speaking, so the format models what the content teaches.