The legislative landscape around neuroinclusion is shifting fast. Neurodiversity-related Employment Tribunal claims have risen 164% in four years.Here's what applies to your organisation - and what to do about it.
The Equality Act 2010. WCAG 2.2. PAS 6463:2022. The EU Accessibility Act. ESG reporting requirements. All of them have neurodiversity implications. None of them are optional. Here's what each one means in practice.
Neurodivergent conditions including ADHD, autism, dyslexia, and dyspraxia qualify as disabilities under the Act. Organisations have a legal duty to make reasonable adjustments - and failure to do so is increasingly ending up in tribunal.
Read guidance →Most organisations know neuroinclusion matters. Very few can demonstrate what they've actually done about it. The gap between intention and evidence is exactly where tribunal claims, regulatory action, and reputational damage happen.
The All Minds Matter assessment gives you a documented, evidence-based picture of where your organisation stands - and a report you can put in front of a board, an auditor, or an employment judge.
Most organisations have an equality policy. Very few have embedded neuroinclusion into the systems and day-to-day practices that shape people's experience. Here's what good looks like.
Policies that go beyond compliance language into practical commitment.
60 questions. 12 modules. A branded compliance report mapped to every relevant regulation. Bronze–Platinum certification pathway included.
We can review your existing policies, identify gaps, and help you build a neuroinclusion framework that works for your organisation. No hard sell. Just Rach or Oli actually answering.