Who it is for
- Line managers and team leaders
- First-time people managers
- HR partners coaching managers
- Operations leaders training a manager cohort
What is inside the PDF
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- 01
Why managers, not policy, decide retention
The 2026 Neurodiversity Index found a 30 to 35 point gap between employer confidence in their neuroinclusion (around 70 percent) and how neurodivergent staff actually experience it (around 35 percent). Policy is rarely the problem. The line manager conversation is. When that conversation goes well, disclosure rises, adjustments get made earlier, and people stay. When it goes badly, the person quietly looks elsewhere and the organisation never finds out why.
- 02
What is inside the playbook
Practical scripts, frameworks and one-pagers you can take into a real conversation tomorrow.
- 03
Built on lived experience and evidence from the room
The playbook is written by Rich Ferriman (AuDHD, dyslexic, more than 30 years of industry experience) and the team at Neurodiversity Global. It draws on the same material we deliver to managers across the NHS, emergency services, transport, tech and the public sector. More than 30,000 people reached through workshops, webinars, conferences and organisation wide events, with an average facilitator rating of 9.7 out of 10 from more than 3,000 feedback responses.
Frequently asked
Is this only relevant for managers with a disclosed neurodivergent team member?
No. Around one in four employees is likely neurodivergent and most have not disclosed. The frameworks improve every 1:1 and every performance conversation, regardless of disclosure status.
Does it replace formal manager training?
It is a reference, not a substitute. If your organisation needs structured training for a manager cohort, our Manager workshop covers this material in a live, facilitated session.