Review your policies, practices and employee experiences to uncover barriers and prioritise meaningful improvements.
A policy can describe an inclusive workplace. Everyday experiences reveal whether people feel supported, valued and able to contribute.
Discover where gaps exist, why they matter and what your organisation can do to address them.
Accessible recruitment,
onboarding and role changes.
Knowledge, confidence and
consistent support.
Employee voice, trust and
fair recognition.
Access, response times and
effectiveness.
Communication, workload
and working environments.
Clear responsibilities and
meaningful progress.
Understand
your goals
Review current
practice
Identify
inclusion gaps
Prioritise
improvements
Plan your
next steps
A tailored review. Clear priorities. Practical next steps.
Understand whether your inclusion efforts improve access to support, psychological safety, recognition and everyday working experiences.
I’m Joseph K Muscat, a Malta-based neurodiversity consultant. I help organisations identify workplace barriers and make practical changes that support participation, well-being and performance.
No. The audit can help establish a starting point or review and strengthen the practices you already have.
No. The review examines workplace barriers and access to support without relying on employees sharing a diagnosis.
The scope can be agreed around your priorities, such as recruitment, reasonable accommodations, management practices or employee transitions.
Before collecting feedback, we agree how it will be gathered, used and reported, including confidentiality arrangements and the limits of anonymity in smaller teams.
Identify your priorities and take the next step towards a more neuroinclusive workplace.
