YOUR NEUROINCLUSION PARTNERSHIP PROGRAMME
A tailored, long-term partnership that connects learning, leadership, people processes and practical implementation — helping neuroinclusion become part of how your organisation works every day.
FROM GOOD INTENTIONS TO EVERYDAY PRACTICE
Your organisation already cares about neuroinclusion.
The challenge is making it consistently real.
You may already be delivering awareness sessions, offering workplace adjustments or developing more inclusive policies.
Each can make an important difference. But when learning, leadership, processes and everyday practice sit separately, progress can become inconsistent — or depend too heavily on one committed person holding everything together.
The Neuroinclusion Partnership Programme connects those pieces, helping your organisation turn growing awareness into a more deliberate, practical and sustainable way of working.
12+ months tailored support
Time to understand, apply, adapt and embed.
Organisation-wide
Connecting learning, leadership, people practices and processes
DESIGNED AROUND YOU
Shaped around your organisation, priorities and operational rhythm.
FOUNDER-LED
Your partnership is personally led by Maisie throughout — from the first conversation through to implementation and review.
ONE CONNECTED APPROACH
Neuroinclusion does not sit within one team —
or one type of activity.
Each partnership is shaped around the organisation involved. Depending on your priorities, it may bring together:
Organisation-wide learning
Shared understanding and language that give your people a stronger starting point.
Leaders and managers
Practical development for the people shaping everyday expectations, decisions and experiences.
Teams and departments
Focused training shaped around particular roles, responsibilities or points of friction.
People practices and processes
Support reviewing policies, recruitment, job descriptions, onboarding and other important moments.
Responsive consultancy
Trusted guidance when a manager, team or organisation encounters something difficult or unfamiliar.
YOUR ORGANISATIONAL NEUROINCLUSION PLAYBOOK
More than a policy. A practical guide to how neuroinclusion works in your organisation.
A policy can explain what your organisation believes. A strategy can set out where you want to go.
Your neuroinclusion playbook helps your people understand what that means in everyday practice.
Co-created throughout the partnership and built around the Diversity Does Four Cs — curiosity, confidence, compassion and consistency — it brings together the shared language, practical tools, agreed approaches and real learning developed along the way.
It is not a generic template or a document designed to sit untouched in a folder. It is created by your organisation, for your organisation — and becomes a living resource your leaders, managers and teams can use, review and continue developing long after the partnership has ended.
The partnership may have an end date. What you build together is designed to keep growing.
This is not a fixed bundle of services. The right combination, pace and focus are shaped with you.
FROM GOOD INTENTIONS TO EVERYDAY PRACTICE
Your organisation already cares about neuroinclusion.
The challenge is making it consistently real.
You may already be delivering awareness sessions, offering workplace adjustments or developing more inclusive policies.
Each can make an important difference. But when learning, leadership, processes and everyday practice sit separately, progress can become inconsistent — or depend too heavily on one committed person holding everything together.
The Neuroinclusion Partnership Programme connects those pieces, helping your organisation turn growing awareness into a more deliberate, practical and sustainable way of working.
© 2026 | Maisie Cass | Diversity Does
A JOINED-UP APPROACH | NEUROINCLUSION PARTNERSHIPS
Neuroinclusion works better
when everything works together.
Bring awareness, leadership development and practical consultancy together in one strategic approach — helping your organisation move beyond individual initiatives and make neuroinclusion part of how your business works, grows and succeeds.
Ready to think BIGGER?
Awareness sessions. Leadership development. Workplace adjustments. Consultancy.
Each has value on its own. But imagine what becomes possible when they work together.
Introducing...
Diversity Does: A Joined-up Approach — strategic neuroinclusion partnerships that connect your people, processes and business priorities to create meaningful, sustainable change.
YOUR NEUROINCLUSION PARTNERSHIP PROGRAMME
Move beyond awareness. Build neuroinclusion that works — and lasts.
A tailored, long-term partnership that connects learning, leadership, people processes and practical implementation — helping neuroinclusion become part of how your organisation works every day.
FROM INDIVIDUAL INITIATIVES TO JOINED-UP THINKING
What if neuroinclusion wasn't another initiative, but part of your business strategy?
Your organisation might already invest in neurodiversity awareness sessions, leadership training, workplace adjustments or specialist consultancy.
Each plays an important role. But too often, these investments happen independently — or reactively, when a particular challenge arises.
The result? Valuable learning that doesn't always translate into everyday practice, managers who want to do the right thing but lack the confidence or tools, and opportunities to improve recruitment, retention and performance that remain untapped.
A Joined-up Approach brings these elements together.
Rather than treating neuroinclusion as a standalone HR or wellbeing initiative, we connect it to the people, processes and priorities that influence how your organisation operates — helping you build a workplace where different minds can contribute, perform and thrive.
FROM GOOD INTENTIONS TO EVERYDAY PRACTICE
Your organisation already cares about neuroinclusion.
The challenge is making it consistently real.
You may already be delivering awareness sessions, offering workplace adjustments or developing more inclusive policies.
Each can make an important difference. But when learning, leadership, processes and everyday practice sit separately, progress can become inconsistent — or depend too heavily on one committed person holding everything together.
The Neuroinclusion Partnership Programme connects those pieces, helping your organisation turn growing awareness into a more deliberate, practical and sustainable way of working.
3 Partnership Options
Tailored to
Your Organisation
Delivered by the Founder
Training & Consultancy Combined
Practical Tools,
Resources & Frameworks
Support Beyond
the Training
12+ months TAILORED SUPPORT
Time to understand, apply, adapt and embed.
Organisation-wide
Connecting learning, leadership, people practices and processes.
DESIGNED
AROUND YOU
Shaped around your organisation, priorities and operational rhythm.
FOUNDER-LED
Your partnership is personally led by Maisie throughout — from the first conversation through to implementation and review.
THREE WAYS TO WORK TOGETHER
The right level of support for
where your organisation is now.
Every organisation starts from a different place.
Whether you're taking your first steps towards a more joined-up approach, ready to embed neuroinclusion into everyday business practices, or looking for an ongoing strategic partner, there's a way to work together that reflects your priorities, ambitions and resources.
PARTNERSHIP ONE:
1. Foundation
£5,000 | typically 6 – 8 weeks
A focused starting point for organisations wanting to build shared understanding, strengthen leadership confidence and identify practical improvements across their people practices.
PARTNERSHIP TWO:
2. Inclusion by Design
£10,000 | Approximately 6 months
For organisations ready to put their learning into practice, with support along the way.
We’ll work with your leaders and selected teams, review agreed people processes and develop practical tools together.
There’s time to try changes, ask questions and review what’s helping — before handing over a clear plan your organisation can keep building on.
PARTNERSHIP THREE:
3. Ongoing Partnership
Inclusion by Design + £1,500–£2,500/month | 6–12+ months
Ongoing access to specialist advice, practical consultancy and tailored support for organisations wanting neuroinclusion to remain an active part of their people and business strategy as needs evolve.
Start with Foundation. Build towards Inclusion by Design.
If you decide to progress from Foundation to Inclusion by Design, your initial £5,000 investment counts towards the full programme. You'll only pay the outstanding balance.
Compare the partnership options
Each partnership combines specialist knowledge, practical support and a joined-up approach, with different levels of depth, implementation and ongoing involvement. Explore what's included to find the right starting point for your organisation.
ONE CONNECTED APPROACH
Neuroinclusion does not sit within one team — or one type of activity.
Each partnership is shaped around the organisation involved. Depending on your priorities, it may bring together:
Organisation-wide learning
Shared understanding and language that give your people a stronger starting point.
Leaders and managers
Practical development for the people shaping everyday expectations, decisions and experiences.
Teams and departments
Focused training shaped around particular roles, responsibilities or points of friction.
People practices and processes
Support reviewing policies, recruitment, job descriptions, onboarding and other important moments.
Responsive consultancy
Trusted guidance when a manager, team or organisation encounters something difficult or unfamiliar.
YOUR ORGANISATIONAL NEUROINCLUSION PLAYBOOK
More than a policy. A practical guide to how neuroinclusion works in your organisation.
A policy can explain what your organisation believes. A strategy can set out where you want to go.
Your neuroinclusion playbook helps your people understand what that means in everyday practice.
Co-created throughout the partnership and built around the Diversity Does Four Cs — curiosity, confidence, compassion and consistency — it brings together the shared language, practical tools, agreed approaches and real learning developed along the way.
It is not a generic template or a document designed to sit untouched in a folder. It is created by your organisation, for your organisation — and becomes a living resource your leaders, managers and teams can use, review and continue developing long after the partnership has ended.
This is not a fixed bundle of services. The right combination, pace and focus are shaped with you.
WHAT'S INCLUDED:
FOUNDATIONS
INCLUSION BY DESIGN
ONGOING PARTNERSHIP
BUILD UNDERSTANDING AND CAPABILITY
Organisational needs and friction review
Focused
Extended
Extended
Workforce session: understanding neurodiversity
90 mins
90 mins
90 mins
Leadership session: recognising friction and responding confidently
Half-day
Half-day
Half-day
Work by Design toolkit
Closing review and prioritised action plan
TURN LEARNING INTO ORGANISATIONAL PRACTICE
Employee/stakeholder consultation
—
Leadership session: recognising friction and responding confidently
—
2 hours
2 hours
Directors/C-suite conversation
—
2 hours
2 hours
Workforce session: neuroinclusion in everyday practice
—
90 mins
90 mins
Session recordings for internal learning
—
Leadership: applying learning and strengthening practice
—
Half-day
Half-day
Team/department working sessions
—
2 sessions
2 sessions
Supported Work by Design pilot
—
Up to 6 pairs
Up to 6 pairs
Review of policies, processes and support pathways
—
2 priority areas
2 priority areas
Co-development of practical tools/documents
—
up to 2
up to 2
Implementation clinics
—
2
2
Organisational blueprint and implementation handover
—
SUSTAIN PROGRESS WITH
AN ONGOING PARTNER
Ongoing consultancy and troubleshooting
—
—
6 hours per month
Quarterly strategic review
—
—
Ongoing consultancy and troubleshooting
—
—
The length, pace and shape of the partnership are agreed with you — so the work remains ambitious, realistic and useful.
Not sure which option is right for your organisation? That's exactly what our first conversation is for.
BUILT AROUND REAL ORGANISATIONS
So, how would this actually work for your organisation?
No two organisations have the same people, priorities or working year.
A 12-month partnership does not mean delivering the same amount of activity every month. It gives us the time to plan learning, implementation and support around your operational rhythm — using quieter periods differently from the times when your people need to focus on delivery.
For example...
A seasonal or
operational business
Training and development may be concentrated within quieter periods, with lighter-touch advice, resources and implementation support continuing while your teams are focused on delivery.
A large or
multi-site organisation
The partnership may develop in phases — beginning with leaders or priority teams before building shared understanding and consistent practice across different locations and functions.
An education or
public-service organisation
Learning, consultation and behind-the-scenes work can be planned around term dates, operational pressures and existing development calendars rather than competing with them.
The length, pace and shape of the partnership are agreed with you —
so the work remains ambitious, realistic and useful.
BEYOND AWARENESS.
INTO BUSINESS PRACTICE.
Better for your people.
Better for your business.
Neuroinclusion isn't simply about supporting neurodivergent employees. It's about recognising how different people think, communicate and work — and creating the conditions for more of them to succeed.
When awareness, leadership and everyday business practices work together, the benefits can extend across your entire organisation.
Five potential business outcomes
Attract and retain more of the right people
Make recruitment more accessible, recognise a wider range of talent and reduce avoidable barriers that can contribute to recruitment difficulties and employee turnover.
Help new employees settle in
and contribute sooner
Create clearer, more consistent onboarding experiences that help new colleagues understand expectations, feel they belong and build confidence in their roles.
Reduce friction and
improve everyday performance
Identify unnecessary barriers in communication, meetings, processes and working environments so people can spend more energy doing their best work.
Build more confident leaders
and stronger teams
Give managers the understanding, language and practical tools to have better conversations, respond consistently and create greater psychological safety.
Reach and serve a
wider customer base
Consider how neuroinclusive communication, environments and customer experiences could help your organisation become more accessible to people your competitors may be overlooking.
FROM INDIVIDUAL ACTIONS TO LASTING CHANGE
What becomes possible when the pieces begin to connect?
The aim is not to make every person, team or working day the same. It is to create greater clarity and consistency in how your organisation understands and responds to different needs.
Greater consistency
Inclusive practice becomes less dependent on where somebody works, who manages them or whether they feel able to disclose.
More confident conversations
Leaders and managers feel better equipped to approach support, expectations and accountability within the same conversation.
Less unnecessary friction
People, processes and environments are designed to work better for more people — before somebody has to struggle or ask for something different.
That is the journey from awareness to action —
and towards neuroinclusion by design.
ONE APPROACH. DIFFERENT ORGANISATIONS.
Your organisation. Your priorities. Your partnership.
No two organisations operate in quite the same way.
Different sectors, working patterns, business pressures and priorities all influence what effective neuroinclusion looks like in practice.
That's why A Joined-up Approach isn't a one-size-fits-all programme.
Each partnership has a clear structure, but the delivery is shaped around your organisation — whether that means accommodating seasonal peaks, working around particularly demanding periods, or building consistent support into year-round operations.
The aim is to make neuroinclusion work with your business, not create another demand on it.
EXAMPLE ONE:
A hospitality business
SEASONAL DEMANDS & SHIFT-BASED TEAMS
The partnership might prioritise accessible recruitment, effective onboarding and customer experience, with shorter, flexible sessions scheduled around busy trading periods and seasonal staffing demands.
EXAMPLE TWO:
A law firm
YEAR-ROUND OPERATIONS & HIGH-PRESSURE PERIODS
The partnership might focus on leadership confidence, communication, workplace adjustments and sustainable performance, with delivery planned around client commitments, deadlines and team availability.
The structure provides the consistency.
Your organisation determines the priorities.
The first conversation is simply an opportunity to explore whether the partnership feels like the right fit — for your organisation and for Maisie.
A TAILORED, LONGER-TERM PARTNERSHIP
Designed for organisations ready to move beyond one-off activity.
Diversity Does partnerships begin from £30,000 and are designed to create a minimum of 12 months’ value.
That does not mean squeezing the same amount of activity into every month. Learning, consultancy, implementation and review are thoughtfully sequenced around your priorities, capacity and operational calendar.
Following an initial conversation, Maisie will develop a tailored partnership outline setting out the proposed focus, stages, support, timescale and investment for your organisation.
This is for organisations ready to make neuroinclusion a connected part of how they work —
not another initiative sitting at the edge of the business.
The first conversation is simply an opportunity to explore whether the partnership feels like the right fit,
for your organisation and for Maisie.
FINDING THE RIGHT FIT
Is this the right partnership for your organisation?
A Joined-up Approach is designed for organisations that recognise neuroinclusion as more than an awareness initiative or a response to individual challenges.
You don't need to have everything figured out, or even know where to begin. What matters is recognising the opportunity to do things differently — and being ready to explore what that could mean for your people and your business.
This could be for you if...
You see neuroinclusion as a strategic business opportunity, not simply an HR or wellbeing initiative.
You want to attract a wider pool of talent and improve recruitment, onboarding and retention.
You're looking for ways to reduce unnecessary barriers to productivity and performance.
You want managers to feel confident leading diverse teams and having inclusive conversations.
You've invested in awareness or individual initiatives but want to make the learning stick.
You recognise the opportunity to make your products, services or customer experiences more accessible.
This might not be the right fit if...
You're looking for a standalone awareness session to mark a particular date or event.
You only need support with one immediate employee situation or workplace challenge.
Neuroinclusion currently sits solely within your wellbeing calendar, without wider organisational involvement.
You're looking for training without reviewing or adapting existing working practices.
Your organisation isn't currently in a position to commit time or resources to implementation.
You're not yet exploring how neuroinclusion connects to wider business priorities.
Not quite ready for a partnership? That's absolutely fine.
Diversity Does also offers standalone training, speaking and consultancy services for organisations with more immediate or specific needs.
But if you're ready to move beyond individual initiatives and explore how neuroinclusion could support your wider business goals, I'd love to have a conversation.
THE PERSON BEHIND THE PARTNERSHIP
Why Diversity Does?
Meet Maisie.
Hi, I'm Maisie, founder of Diversity Does, neurodiversity speaker, trainer and consultant.
I've spent over 20 years working across education, family support and business, helping people navigate challenges, understand different needs and find practical ways forward.
That experience, alongside my own lived experience of ADHD, has shaped how I approach neuroinclusion. I understand the importance of getting the human side right, but I also recognise that good intentions alone don't change how organisations operate.
That's why my work goes beyond raising awareness.
I bring together practical knowledge, honest conversations and a strategic understanding of how people, leadership and organisational processes influence one another.
My approach is built around three things: Curiosity, Confidence and Compassion.
Curiosity to understand what's really happening. Confidence to have the conversations and make the changes that matter. And compassion to recognise that people experience the world differently.
When you partner with Diversity Does, you'll work directly with me — from understanding your organisation's priorities to delivering the training, consultancy and practical support that helps bring everything together.
No generic, off-the-shelf programme. No unnecessary jargon. Just thoughtful, practical support designed to make a meaningful difference to your people and your business.
20+ years
Experience across education, family support and business
600+
College staff reached through a recent neuroinclusion programme
Founder-led
Experience across education, family support and business
I don't believe organisations need another initiative that looks good on paper. I believe they need practical approaches that work for their people, their priorities and the realities of running a business.
THE PRACTICAL DETAILS
A few things you might be wondering...
Every organisation is different, and choosing the right level of support is an important decision. Here are some of the questions that often come up when exploring a longer-term approach to neuroinclusion.
1. How do we know which partnership is right for our organisation?
You don't need to make that decision before speaking to me. Our initial conversation is an opportunity to explore your organisation's priorities, current challenges and what you'd like to achieve. From there, we can identify which partnership offers the most appropriate level of support.
2. Can the partnership be tailored to our organisation?
Absolutely. Each partnership has a defined structure and agreed deliverables, but the focus, format and delivery schedule are shaped around your sector, workforce and operational priorities.
This means you receive a structured programme without being expected to fit into a one-size-fits-all model.
3. We already provide neurodiversity awareness training. How is this different?
Awareness training is valuable, but it's only one part of becoming a more neuroinclusive organisation.
A Joined-up Approach connects learning with leadership development, recruitment and people practices, practical tools and consultancy support.
The aim is to help organisations turn understanding into consistent, everyday action.
4. Do we need to have neurodivergent employees or an existing workplace issue?
Not at all. Neuroinclusion is as much about removing unnecessary barriers and creating opportunities as it is about responding to individual needs.
A proactive approach can help organisations improve how they attract, recruit, onboard, develop and support people, whether or not employees have disclosed a neurodivergent condition.
5. How much time will our organisation need to commit?
That depends on the partnership and the priorities we agree together.
The aim isn't to create an additional programme that competes with your day-to-day responsibilities. We'll plan sessions, consultations and implementation activities around your organisation's capacity, while being realistic about the internal involvement needed to make meaningful progress.
6. Can delivery work around seasonal peaks or particularly busy periods?
Yes. We can plan delivery around seasonal recruitment, peak trading periods, operational deadlines and team availability.
Depending on the agreed package, this might involve shorter sessions, a combination of online and in-person delivery, or concentrating particular activities during quieter periods.
Scheduling is agreed in advance within the partnership's scope and duration.
7. Will we work directly with Maisie throughout the partnership?
Yes. Diversity Does is founder-led, and Maisie wil be your main point of contact and deliver the agreed training and consultancy support.
This provides continuity and means the person getting to know your organisation is also the person supporting you to put the work into practice.
8. What happens after the partnership finishes?
Each partnership includes agreed resources, recommendations and follow-through appropriate to its scope.
The aim is to leave your organisation with greater understanding, practical tools and a clearer direction for continuing the work.
If you'd benefit from further support, we can explore an ongoing partnership, but there's no obligation to continue.
9. How will we know whether the partnership has made a difference?
We'll agree realistic priorities and ways to evaluate progress at the outset.
Depending on the partnership, this may include participant feedback, leadership confidence, changes to processes, implementation of agreed actions and other relevant organisational measures.
The level of evaluation and reporting varies between packages, as outlined in the comparison table.
10. What happens after we book a discovery call?
We'll have an initial conversation about your organisation, what you're already doing and what you'd like to achieve.
I'll explain how the partnership could work in practice, answer your questions and help you decide whether it's the right fit.
If we agree there's a good match, I'll outline the proposed scope, delivery arrangements and next steps.
There's no obligation to proceed.
11. Can we start with Foundation and progress to Inclusion by Design?
Absolutely! Foundation is designed to work as a standalone programme or as a natural stepping stone into Inclusion by Design.
If you decide to build on the work we've already started, your initial £5,000 investment is carried forward. You would simply pay the outstanding £5,000 to access the full £10,000 Inclusion by Design programme.
There's no need to start again or pay twice for work already completed. We'll build on your existing progress and agree the next steps together.
12. Is the partnership delivered online or in person?
A combination of both!
Delivery is planned around your organisation's needs, priorities and day-to-day operations, using a blend of in-person sessions, online meetings and ongoing communication by phone or email.
We'll discuss the most appropriate approach before you commit to a partnership, then continue to review delivery arrangements as the programme progresses.
The aim is to make our work together accessible, practical and manageable alongside the realities of running your business.
LET'S START A CONVERSATION
Let's explore what's possible for your organisation
You don't need to have all the answers. Just the curiosity to explore what's possible.
An informal, no-obligation conversation to explore your priorities and the right next steps.
A NOTE FROM MAISIE
You don’t need to have the whole journey mapped out before we begin.
If you have reached this page, you probably already know that neuroinclusion matters.
You may also know that individual sessions, policies and adjustments are not yet joining together into the consistent experience you want for your people.
I won’t arrive with a finished programme and ask your organisation to fit around it. I’ll begin by listening — understanding what is already working, where friction keeps appearing and what meaningful progress would look like for you.
From there, we can build a joined-up approach that is ambitious enough to create change and practical enough to work in real life.
One trusted strategic partner, helping you connect the pieces and keep moving forward.
Ready to explore what neuroinclusion by design could look like in your organisation?
Tell Maisie what is happening now, what you would like to change and where you feel the organisation may need support.
No fixed package. No pressure to have all the answers. Just a useful first conversation about what could work.
