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AccessAbility Training

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1. Purpose
AccessAbility Training is committed to being a neuroinclusive organisation. We recognise and value the strengths, perspectives, and talents that neurodivergent individuals bring. This policy outlines our commitment to creating an environment where people with different cognitive profiles – including autism, ADHD, dyslexia, dyspraxia, Tourette’s syndrome, and other forms of neurodivergence – are respected, understood, and enabled to thrive.

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2. Scope
This policy applies to all AccessAbility Training staff, trainers, contractors, clients, learners, and visitors. It covers all areas of work and service delivery, including recruitment, training, communication, support, and engagement.

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3. Our Understanding of Neurodiversity
We adopt the social model of disability and understand that many challenges faced by neurodivergent people are not due to their neurotype, but to inflexible systems, environments, and attitudes.

We use the term neurodivergent to refer to individuals whose brains process information differently from what is considered ‘neurotypical’. Neurodiversity is natural and valuable. Our aim is to build systems and spaces that accommodate this diversity.

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4. Our Commitments

a. Inclusive Culture
We are building a culture that welcomes, celebrates, and supports neurodivergence. This includes:

  • Creating psychologically safe spaces where people feel they can be themselves without judgement.

  • Encouraging self-advocacy and respecting individual preferences.

  • Challenging stigma, stereotypes, and unconscious bias through training and open dialogue.

b. Flexible and Accessible Practices
We commit to adapting our ways of working to better support neurodivergent staff and learners. Examples include:

  • Offering flexible working arrangements and varied communication methods.

  • Providing clear, structured information and advance notice of changes.

  • Allowing for sensory needs, such as quiet spaces, fidget tools, or lighting adjustments.

c. Reasonable Adjustments
We will make reasonable adjustments based on individual needs and preferences. This may include:

  • Adjusted training delivery (e.g., visual aids, written summaries, extra time).

  • Alternative interview and assessment formats.

  • Neurodivergent-friendly onboarding, supervision, and support systems.

d. Recruitment and Employment
We are committed to neuroinclusive recruitment practices, including:

  • Using clear, jargon-free language in job adverts.

  • Offering alternative application formats where possible.

  • Providing interview questions in advance and offering rest breaks during interviews.

  • Ensuring our induction process is structured, predictable, and supportive.

e. Staff Training and Development
All staff and trainers receive training in neurodiversity awareness and inclusive practice. We encourage continuous professional development in understanding neurodivergence and implementing supportive strategies.

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5. Communication
We recognise that communication preferences vary. We will:

  • Ask individuals how they prefer to communicate (e.g., email, visual, verbal).

  • Use plain language and visual supports where helpful.

  • Provide content in accessible formats and allow for extra processing time.

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6. Feedback and Continuous Improvement
We are committed to learning from neurodivergent individuals. We will:

  • Actively seek feedback on our services and workplace experiences.

  • Create opportunities for co-production and co-design with neurodivergent staff and clients.

  • Use feedback to inform our policies, practices, and training content.

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Feedback or suggestions can be shared via:
accessabilitytraining@outlook.com
This policy is available in alternative formats upon request.

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7. Responsibilities

All Staff and Trainers

  • Have a role in creating an inclusive environment and respecting individual needs.

  • Are expected to participate in neurodiversity awareness training and reflective practice.

Leadership Team

  • Is responsible for embedding neuroinclusion into strategic planning, operations, and decision-making.

  • Will ensure that policies are regularly reviewed and updated in consultation with neurodivergent voices.

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8. Review and Updates
This policy will be reviewed annually or earlier in response to feedback, research, or legislative changes.

Date of Last Review: 20.04.2025
Next Review Due: 20.04.2026

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Neuroinclusion is more than awareness – it’s action.


At AccessAbility Training, we believe neurodivergent people shouldn’t have to change who they are to be accepted or successful. We commit to creating spaces where everyone is supported to be their best, authentic selves.

Neuroinclusion Policy

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