Better workforce decisions, based on evidence rather than assumptions.

The 12-week neuroinclusion pilot doesn't promise to make your organisation neuroinclusive in 12 weeks — no one can. It gives you the evidence, clarity and priorities to improve neuroinclusion intelligently, so your leadership time and budget go where they'll actually help.

Register Pilot Interest

What you finish with after 12 weeks

Four structured steps — Measure, Validate, Empower, Act — that end in evidence, clarity and priorities, not just awareness.

  • A defined neuroinclusion maturity level across five organisational domains.
  • A clearer picture of what's working well and where barriers or inconsistencies exist.
  • Evidence showing whether policies and leadership assumptions match employees' lived experience.
  • Greater insight into the strengths, needs and working preferences of participating employees.
  • A prioritised roadmap identifying what to address first, rather than trying to change everything.
  • Practical recommendations that leaders, HR and managers can act upon.
  • Evidence to support Disability Confident commitments, EDI reporting and board-level discussions.
  • A credible baseline against which future improvement can be measured.
  • Better-informed decisions about training, workplace adjustments, management practice and employee support.
  • A stronger foundation for improving employee experience, retention and participation.

At the end of 12 weeks, you'll know where your organisation stands, how that compares with employees' lived experience, what needs attention first and what practical action to take next.

What the pilot reveals — and what that's worth to you

Where neurodivergent employees experience barriers

Fewer preventable problems affecting performance, attendance and retention.

Gaps between policy and employee experience

Reduced risk of believing your organisation is protected when practice is inconsistent.

Which issues matter most

Money and leadership time directed towards the changes most likely to help.

How individual strengths and needs differ

Managers can support people more effectively without relying on stereotypes.

Where managers or processes are inconsistent

More consistent decisions about communication, recruitment, performance and adjustments.

Employee-validated evidence

Stronger reporting to boards, funders, commissioners and Disability Confident stakeholders.

A baseline maturity level

Progress can be measured rather than claimed.

A prioritised roadmap

You know what to do next, who should own it and where to begin.

The commercial case

Retain valuable employees

Neurodivergent employees often leave because of communication, management practice, sensory environments, inflexible processes or unmet adjustments — not because they can't perform the role. Identifying these barriers earlier helps you reduce avoidable turnover, absence and repeated recruitment costs.

Improve performance and contribution

People contribute more when expectations, communication and working conditions let them use their strengths. The pilot shows you where organisational practice may be suppressing performance rather than enabling it.

Reduce employment risk

A Disability Confident badge or EDI policy doesn't prove that everyday decisions are inclusive. Comparing stated practice with lived experience exposes inconsistencies before they become grievances, disputes or tribunal claims.

Spend limited budgets more intelligently

Many employers commission general awareness training without first identifying the actual problem. The pilot gives you evidence to decide whether you need manager development, process changes, improved adjustments, better communication — or something else entirely. You're less likely to spend money on activity that looks positive but changes little.

Give managers greater clarity

Managers are often expected to support neurodivergent employees without knowing what good practice looks like. The findings and roadmap give them a consistent basis for conversations, decisions and support.

Evidence your commitments

You gain something tangible to show your board and stakeholders: what was measured, what employees reported, what the organisation learned, what it will prioritise, and how future progress will be assessed. That turns inclusion from an intention into a credible programme of evidence and action.

Honest answers to fair questions

Isn't this just another report that sits on a shelf?

No. You finish with an evidence-based maturity level, employee-validated findings and a prioritised, practical roadmap your leadership team can act on — not a set of general recommendations. The four steps (Measure, Validate, Empower, Act) are designed to end in action: the final step is about what you do next, who owns it and where to begin.

We already have a Disability Confident badge — why do we need this?

A badge or policy shows intent; it doesn't prove that everyday decisions are inclusive. The pilot compares your stated practice with employees' lived experience, so you can see whether the commitment holds up in reality — and gather the evidence to show boards, funders and Disability Confident stakeholders that it does.

Can you really make us neuroinclusive in 12 weeks?

No — and we won't pretend otherwise. The pilot doesn't make an organisation neuroinclusive in 12 weeks. It gives you a defined maturity baseline, employee-validated evidence, clear priorities and a practical roadmap, so you can improve neuroinclusion intelligently over time and measure progress rather than claim it.

How much time will this take from our team?

The pilot is designed around a named project lead and a defined participant group, with the heavy lifting done on-platform. The employer self-assessment, employee feedback and Career Compasses are completed independently by participants, and reporting is generated for you — so leadership involvement is focused on the moments that matter: kick-off, mid-point findings and the final roadmap conversation.

What does the pilot cost?

There are three tiers: Starter at £3,000 (up to 50 staff), Standard at £5,000 (51–250 staff), Extended at £8,000 (250+ staff). Each includes the maturity assessment, employee feedback, participant Career Compasses and the prioritised roadmap. Invoiced 50% on signature, 50% at week 6. Tell us about your organisation on the enquiry form and we'll recommend the right fit.

What if the findings are uncomfortable?

That's often where the value is. Discovering a gap between policy and lived experience inside a structured pilot — with a roadmap attached — is far better than discovering it through a grievance, a resignation or a tribunal claim. Findings are presented constructively, focused on priorities and practical next steps rather than blame.

Is this a diagnostic exercise for our employees?

No. North★STAR is non-diagnostic by design. The pilot never labels or assesses individuals for neurodivergence. It focuses on strengths, working preferences and workplace barriers — and employee feedback is gathered anonymously, so people can be honest without being identifiable.

Ready to know where your organisation stands?

Tell us about your organisation and we'll come back within two working days to scope the right pilot tier with you.

Register Pilot Interest