Workplace Training
Workplace Neurodiversity Training
Supporting employees who are parenting neurodivergent children—or navigating neurodivergence themselves—requires more than just policies. It requires empathy, flexibility, and the right tools.
I offer three training and coaching paths to help your organization build a more inclusive, emotionally intelligent workplace—one that recognizes the real-world needs of employees and their families.
PQ-Based Support for Work-Life Balance
Equip your HR teams, leaders, and people managers with Positive Intelligence (PQ) strategies to better support employees juggling caregiving and career demands.
Participants will learn to:
- Quiet “Saboteur” voices like the Controller, Judge, or Avoider
- Approach difficult conversations with curiosity and calm
- Build flexible, trust-based systems that support both family life and job performance
Great for companies looking to increase retention, empathy, and psychological safety across teams.
Neurodiversity in the Workplace: Understanding ADHD & Supporting Caregivers
1 in 5 employees either has ADHD or is caring for a neurodivergent child. And yet—most workplaces lack the tools to support them well.
This session equips your team with practical, evidence-based insights to foster an inclusive, informed, and supportive culture.
What We Cover:
- What ADHD Really Is (and Isn’t): Bust myths and build real understanding
- Challenges You Might Not See: How ADHD affects time, focus, communication, and stress—for both individuals and caregivers
- What Support Really Means: Flexible, thoughtful policies that build trust, boost retention, and reduce burnout
- How to Talk About It: Language, accommodations, and culture that reduce stigma and foster connection
Who It’s For: Managers, HR teams, and employees looking to create a workplace where neurodivergence and caregiving are understood—not hidden.
Executive Coaching: Leading Neuro-Inclusive Teams
Leaders set the tone for inclusion. I offer coaching packages to help managers build confidence in supporting neurodivergent employees in meaningful, non-performative ways.
Focus Areas:
- Recognizing Hidden Barriers: Identify unconscious bias and structural challenges that can limit the success of neurodivergent employees and caregivers.
- Creating Safe Spaces for Disclosure: Foster a culture of psychological safety where employees feel respected and supported when sharing their needs.
- Designing Meaningful Accommodations: Develop flexible, individualized strategies that promote both wellbeing and performance—without adding administrative burden.
- Leading with Empathy and Clarity: Strengthen your leadership approach by building trust, improving communication, and modeling inclusive behavior.
What clients are saying
Why It Matters
Improve Retention
Employees stay where they feel seen, supported, and safe.
Reduce Burnout
Caregivers and neurodivergent staff often experience chronic overload—empathy and flexibility help.
Lead in Inclusion
Being ADHD-aware is part of modern leadership.
I have learned so much in the last few years about how to help our neurodivergent students and in a large part that comes from Sarah. Her passion and knowledge about the subject makes her an amazing resource and her willingness to vulnerably share in the work, understanding that we are all learning and growing together makes it a wonderful partnership. The fact that Sarah understands neurodivergent people from so many different perspectives makes her in my opinion the perfect resource and the coach I would recommend for anyone wanting to learn and grow in this area.
Lori Fairbairn, Counsellor, UNIS Hanoi, Vietnam