Neurodiversity Training for VAWG and Sexual Violence Services
Understanding Neurodiversity in the Organisation: Management Training
This 90 minute virtual training is designed for managers and leaders in VAWG and sexual violence organisations who want to build a neurodiversity-aware service — not just for clients, but throughout the organisation. Neurodivergent staff, volunteers, and trustees are an asset. This training helps leadership understand how to recruit, support, and retain them, and how to embed neurodivergent-informed practice at the level of policy and culture.
- Duration: 90 minutes
- Format: Virtual, delivered with your leadership or management team
- Price: £360 (no VAT) for up to 40 staff. Please contact us for pricing for higher numbers of attendees.
- Scheduling: We are UK-based and training will take place in UK time. Evening sessions are available.
Why This Matters for Your Organisation
Many VAWG organisations are already committed to trauma-informed, person-centred practice. Neurodiversity-aware leadership is the next step — recognising that neurodivergent staff and volunteers bring distinct strengths, may need different management approaches, and are more likely to thrive in environments that are genuinely psychologically safe.
At the same time, the clients your organisation serves are disproportionately neurodivergent. A leadership team that understands neurodiversity at a structural level is better placed to commission the right training, design the right policies, and champion the changes that make your service genuinely accessible.
This session is also suitable for charities and VCSEs outside the VAWG sector who want a management-level introduction to neurodiversity.
Key Learning Outcomes
This training will help your management team:
- Understand neurodiversity from the inside: Move beyond surface-level awareness to a genuine understanding of how neurodivergent people experience the workplace — and why standard management approaches often don’t work.
- Support neurodivergent staff and volunteers: Know what reasonable adjustments actually look like in practice, how to have conversations about neurodivergence without pressure or disclosure risk, and how to build a team culture where difference is safe.
- Lead a neurodiversity-aware service: Understand the link between your clients’ neurodivergent profiles and the design of your services, and what leadership can do to close the gap.
- Strengthen recruitment and retention: Identify where standard job descriptions, interview processes, and induction practices exclude neurodivergent candidates — and what to change.
- Embed lasting change: Move from individual awareness to organisational practice, with clear actions for policy, supervision, and team culture.
