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If you’re leading a large organisation, there is no quick fix to creating meaningful neuro-inclusion. Drax (a global renewable energy company with over 3,200 employees) has been taking intentional steps that build confidence, shift culture, and create space for people to achieve their potential. One of these steps was Neurodiversity Training for Managers, HR and Colleagues. As a result they have made many positive changes including setting up a Neurodiversity Employee Network.

To explain further, in this behind-the-scenes conversation, Eleanor Martin from Adjust catches up with Vicki Skelton, DEI Manager at Drax, to reflect on their shared work around neurodiversity training and the progress that’s followed. 

Neurodiversity Training for Managers, HR and Colleagues

Eleanor Martin: 
Firstly we delivered two company-wide Neurodiversity Awareness sessions and follow-up training for managers and HR in 2023 and spring 2024. I’m really interested to hear what’s happened since. 

Vicki Skelton: 
Thanks, Eleanor. It’s great to reflect on this journey. We’ve come a long way, all things considered. When we first launched our DEI team, we were building from scratch. Past Diversity and Inclusion efforts had been consultant-led and hadn’t really stuck. As a result we saw a real need for a more sustainable approach—especially when it came to understanding neurodiversity. 

Laying the Groundwork with Training – Neurodiversity Employee Network 

Eleanor Martin: 
So what kind of impact did the training have? 

Vicki Skelton: 
The training gave us exactly what we needed. The sessions were clear, accessible and offered clear ideas we could take away and use. The Neurodiversity Training for Managers and HR gave practical strategies we could implement straight away.

The training gave us a shared language around Neurodiversity and different neurotypes. As a result, staff were able to confidently discuss Neurodiversity and be open about their Neurotypes. Following the training there was a significant increase in engagement in our colleague resource groups. 

Since the Neurodiversity Training and building our Neurodiversity Employee Network to over 150 members there has been such positive change. In essence, our network is a mix of neurodivergent colleagues, managers and allies. It’s become a strong peer support network, with regular lived experience sessions. 

For instance, this year during Neurodiversity Celebration Week, some of our network members joined a live panel for an “ask me anything” session. Colleagues from across the business could ask questions about neurotypes, experiences, or neurodiversity in general. In summary, it was an open and honest discussion that gave real insight into employees´ experiences.  

Creating a Psychologically Safe Space for Neurodivergent Employees 

Eleanor Martin: 
That’s such an achievement—to build an environment where neurodivergent colleagues feel safe and confident enough to put themselves out there, share their stories and give advice to colleagues and managers.  

What Comes Next? 

Vicki Skelton: 
We’re now focusing on supporting managers. We’ve seen that employee experience can vary depending on how informed a manager is. Some are already brilliant. Others want to be supportive but aren’t sure how. As a result we see the importance of Neurodiversity training for managers as well as ongoing support. Overall we’re looking at how we can embed inclusive practices consistently across the business. 

A Lasting Impact 

Eleanor Martin: 
It’s been great to work with you. What’s one reflection you’d share from this journey? 

Vicki Skelton: 
The training with Adjust was a great starting point. It didn’t just raise awareness—it helped us to think about how to change culture, policies and working practice. Undoubtedly, that early investment in understanding created momentum that we’re still building on today. 

Final Thoughts 

What started with a conversation about Neurodiversity training has grown into something much bigger. In summary, Drax’s journey shows that when you take the time to understand neurodiversity, create strong DEI foundations, listen to employee voices and invest in employee networks you can create lasting change and work towards neuro-inclusion. 

If you would like to explore Neurodiversity training for managers, colleagues, or HR, or you are looking for advice on building a Neurodiversity Employee Network, or working towards Neuro-inclusion contact Eleanor Martin at Adjust, or you can find out more tips for managers from a Neurodivergent employee