20th Oct 2025 by Adjust

Neurodiversity Training in Learning and Development: 3 Top Tips

Neurodiversity Training for Learning and Development

I recently delivered the webinar “Unlocking Potential: Neurodiversity Understood for L&D Professionals” with L&D Free Spirits. We explored how learning and development professionals can build inclusive learning environments that support every kind of thinker. According to the CIPD’s guide on neuroinclusion at work, recognising and supporting different ways of thinking can significantly improve employee engagement, innovation and retention. I wanted to share three simple ways you can bring neurodiversity training into learning and development.

“I’ve always made training interactive and fun — but now I check the purpose of each activity. Is it the right interaction? Could it exclude anyone?”
— Kim Ellis, Founder, L&D Free Spirits

1. Personalise the Learner Experience

Everyone learns differently. Asking about preferences and needs up front is one of the easiest ways to make learning more inclusive.

Everyone learns differently. Asking about preferences and needs up front is one of the easiest ways to make learning more inclusive. Research from the Institute for Employment Studies highlights that small changes in communication and environment can make a major difference in outcomes for neurodivergent employees.

Try this:

  • Include a short question on your registration form about environment and preferences.
  • Share agendas, slides and key terms before the session.
  • Follow up verbal instructions with a written summary.

When we normalise these conversations, inclusion becomes part of everyday learning, not an afterthought.

2. Keep It Simple, Flexible and Clear

The best learning design works for everyone. Offering choice and keeping communication simple makes sessions easier to follow and more engaging for all learners.

Try this:

  • Use a blend of formats including visual, written, audio and practical.
  • Break content into shorter sections with clear outcomes.
  • Use plain English and explain any acronyms or jargon.
  • Be transparent and make participation optional.

Flexible design and clarity help neurodivergent learners focus on what really matters — the learning itself.

3. Build Neuro-inclusion into Every Step

Neurodiversity training shouldn’t be a standalone initiative. Embedding inclusive thinking throughout design, delivery and evaluation ensures accessibility for all learners.

Try this:

  • Gather feedback on accessibility and inclusion after each session.
  • Practice what you preach -offer transcripts, captions and notes as standard.
  • Share examples of how neuro-inclusive design improves engagement and outcomes.

By designing with difference in mind, learning and development professionals create experiences that work for everyone.

Final thought:
Neurodiversity training helps L&D teams recognise that there’s no single way to learn. Building flexibility and clarity into every stage of learning makes development more effective and equitable for all.

For more on why neurodiversity in the workplace matters, read CultureAmp’s overview of how inclusion supports innovation, creativity and belonging. Contact us to find out more about Adjust’s neurodiversity training for learning and development teams and Neurodiversity Training for HR.

By Eleanor Martin