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Engaging, practical Trainings and Educational Workshops For building neuro-inclusive workplaces

Not all workplace training is created equal. Neuro-inclusion workshops and trainings are relevant to everyone in your organization.
Calm Lake

Not just another boring training

You have finally found the training your team will thank you for

I believe neurodivergent employees deserve workplaces that recognize and support their strengths.

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Too often, support in the workplace is framed around “fixing” individuals or asking them to overcome differences. What’s truly needed is a shift in systems, culture, and leadership—so that every employee has the conditions to contribute fully and thrive.

 

My work focuses on equipping organizations with the tools, knowledge, and confidence to build environments where neurodivergent people are valued, not sidelined.

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Through neuro-inclusion training, education, workshops, and coaching, I help organizations move beyond surface-level accommodations toward meaningful, systemic inclusion. This can mean strengthening managers’ understanding of executive functioning, developing communication strategies that meet diverse needs, addressing bias and assumptions, or reimagining team culture to make space for authenticity, creativity, and wellbeing.

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My approach is collaborative, practical, and rooted in the belief that neurodivergent people are not broken—we bring unique brilliance and value to the workplace. With the right support, organizations can unlock that potential and lead the way in neuro-inclusive excellence.

Meeting Room

Most Requested Workshop Topics

  • Neuro-inclusive Performance Management

  • Managing Neurodiverse Teams

  • Understanding ADHD in the Workplace

  • Soft Skills (Professional Skills) Training

    • Judgment​

    • Working Independently

    • Organization

    • Communication

    • Workplace Relationships

    • Problem Solving

    • etc.

  • ​Workplace Accommodations & Adjustments

  • Behaviour & the "Unwritten Rules" at Work

    • Delivering Feedback regarding behaviour​

    • Developing behavioural expectations

    • Behaviour as part of performance

    • etc. 

ICF Certified Coach

  • 10+ Years of Facilitation Experience

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  • Adult Education Certificate

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  • Delivered 100s of workplace neuro-inclusion workshops, seminars, and trainings

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  • Trauma informed with an intersectional lens

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  • Lived experience as a Neuro-Queer Woman

Coach Gill has a certificate in Adult Education and is an ICF Associate Certified Coach (ACC).

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They have coached hundreds of neurodivergent folks --Autists, ADHDers, Dyslexic folks, AuDHDers, and other neuro-kin!

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They have years of experience training and advising teams and organizations on how to make their workplaces more inclusive and accessible, specifically for neurodivergent and disabled professionals. 

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Gill has been delivering professional speeches, workshops, seminars, and trainings for over ten years. Whether it's a live neurodiversity training at an organization's all-staff retreat in Toronto or a virtual workshop for a small HR team walking through practical neuro-inclusive accommodations scenarios, Gill can build and deliver what your team needs. 

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Your team wants to be engaged and to walk away from a 1 or 2 hour session with practical tools and strategies they can use now. Gill can design custom, tailored workshops with practical, real-life scenarios, real step by step guides, and even templates for a variety of different applications. 

 

Training & Development

Live virtual or in-person seminars and workshops available for groups of any size.

 

Training seminars are typically structured to be one hour and aim to deliver education and foster specific skill development.

  • Neurodiversity, Accessibility, & Inclusion

  • Managing Neurodiverse Teams

  • Neurodivergent Leadership

  • and more!

 

Workshops can be customized to be between 1-3 hours and are best suited for a smaller group (fewer than 30 people). Workshops are structured to be interactive and aim to foster creativity and critical thinking. 

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Progressive Learning Series' are also available. The same group of participants would attend 2-3 workshops building on a specific skill, such as Neuro-inclusive Coaching, Workplace Skills for ADHDers.

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Ask Me Anything Sessions (AMA's) make a great addition to a Training Seminar, Workshop, or Progressive Learning Series. A 1 hour session following a seminar or workshop for participants to work through specific scenarios or cases, collaborate and learn from one another, and ask questions about how to apply the content. 

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Every session is designed to provide practical strategies and tools for attendees to takeaway and implement.

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*All workshop and seminar content can be adjusted and expanded to be a 1 hour training seminar, or a 90 minute or 2 hour Workshop.

Consulting& Advisory Services

Questions about making your workplace neuro-inclusive?

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If you have a specific question or case you would like expert advice and support with, I offer consulting services at an hourly rate. Contact me for more information on how I can support you!

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Ready to become a leader in neuroinclusion?

Building Inclusive Workplaces that Thrive

A healthy workplace isn’t just the absence of conflict or compliance issues. It’s the presence of psychological safety, trust, and genuine inclusion—conditions where people can bring their whole selves to work and actually thrive.

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When employees feel safe to take risks and speak up, teams unlock their full potential. Research from Google’s Project Aristotle found that psychological safety is the number one predictor of high-performing teams. Without it, even the most talented employees hold back.

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The Trap of “Fitting In”

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Too many organizations still treat neurodivergence as something to manage or “fix.” Employees are pressured to mask, push through, or adapt to systems that weren’t designed for them. This culture of constant striving and comparison doesn’t just harm neurodivergent employees—it undermines the well-being of the whole team.

The results are costly: burnout, disengagement, high turnover, and missed opportunities for innovation.

 

Deloitte reports that organizations with inclusive cultures are twice as likely to meet or exceed financial targets and six times more likely to be innovative and agile.

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What Real Inclusion Looks Like

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Flourishing happens when workplaces move away from productivity-at-all-costs and toward practices that sustain connection, compassion, and collaboration.

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  • Connection fuels teamwork and trust.

  • Compassion reduces stigma and builds resilience.

  • Meaningful inclusion drives innovation and retention.

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The World Economic Forum notes that neurodiverse teams can be up to 30% more productive when properly supported.

 

That’s not about forcing people to fit a mold—it’s about designing environments where diverse minds can do their best work.

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Thriving Together

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Thriving at work isn’t about doing it all, endlessly and flawlessly. It’s about creating environments where differences are respected, valued, and leveraged.

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Neuro-inclusive workplaces stop treating diversity as a challenge to manage and start treating it as a strength to build from. The payoff is clear:

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  • Higher retention: Employees are 3.2 times more likely to stay in roles where they feel included (Deloitte).

  • Greater innovation: Inclusive companies are 1.7 times more likely to be leaders in their industry (Josh Bersin research).

  • Stronger collaboration: Teams that embrace diverse perspectives solve problems faster and more creatively (Harvard Business Review).

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When organizations invest in psychological safety and neuro-inclusion, they don’t just improve workplace culture—they drive resilience, innovation, and long-term success.

Journalist Desk

The Role of
Neuro-inclusion

Many neurodivergent people enter the workplace carrying years of negative messaging. ADHDers are told they’re lazy, careless, or unreliable. Autistic people are told they’re rigid, cold, or difficult. These messages don’t just hurt feelings—they shape nervous systems to expect failure and judgment.

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Workplace cultures often reinforce this harm. Hustle culture exploits fear by demanding that people mask harder, perform longer, and contort themselves to fit narrow definitions of “professionalism.”

 

That isn’t thriving—it’s survival mode with a corporate gloss.

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The cost is real: research shows that neurodivergent employees are twice as likely to be unemployed or underemployed, and many leave workplaces not because of capability, but because environments are hostile to difference. Turnover is expensive—Gallup estimates it costs 1.5–2 times an employee’s salary to replace them.

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Rethinking Success at Work

 

Success has never been one staircase to the top. It’s contextual and personal. For neurodivergent employees, success might mean a workday structured to protect energy and sensory needs. It might mean three hours of uninterrupted deep focus instead of eight hours of constant context-switching. It might mean having colleagues who respect communication differences rather than pathologize them.

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When organizations broaden their definition of success, motivation, trust, and retention increase. Deloitte reports that inclusive companies are twice as likely to exceed financial targets and six times more likely to be innovative and agile.

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Why Old Metrics Fail

 

Traditional performance metrics often punish difference. They ignore sensory load, executive function tax, and the hidden labor of masking or managing social dynamics. When people are judged by templates designed for someone else’s wiring, the conclusion is predictable: they look “behind” even while making real progress.

 

This is not a problem of individuals. It’s a problem of systems.

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The Role of Training and Education

 

The antidote isn’t more pressure to conform—it’s systemic change. Neuro-inclusion training helps leaders and teams:

  • Recognize how bias, perfectionism, and hustle culture reinforce exclusion.

  • Redefine success in ways that respect diverse brains and bodies.

  • Build psychological safety—shown by Google’s Project Aristotle to be the number one predictor of high-performing teams.

  • Create compassionate policies and team norms that sustain—not exploit—people.

 

The benefits extend beyond “doing the right thing”:

  • Retention: Employees who feel included are 3.2 times more likely to stay (Deloitte).

  • Innovation: Neurodiverse teams are 30% more productive when supported (World Economic Forum).

  • Performance: Inclusive companies are 1.7 times more likely to be industry leaders (Josh Bersin research).

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Building Workplaces Where Everyone Thrives

 

Neuro-inclusion training is not about lowering the bar. It’s about redesigning the bar so it reflects reality instead of enforcing conformity.

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The result is less shame, more agency, and workplaces where thriving looks different for everyone—but everyone gets to thrive.

Thinking Ahead...

It's time to start planning your organization's educational and awareness raising events!

2025
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2026

Office

ADHD. Autism. Neurodivergent.

What is Coaching and What Can it do for My workplace?

Workplace
Neuro-Coaching

Gill has coached hundreds of neurodivergent people, and their managers, in a large variety of workplaces (eg. banks, veterinary clinics, tech companies, consulting firms, the public service, non-profits, etc.). Coaching can be individual or it can include other stakeholders, such as a manager or HR representative. Coaching can be purchased in blocks of hours that can be assigned to a specific employee or employee and their manager, or a block of shared hours that are made available to a larger group. 

 

One-on-one coaching can support any workplace's neuro-inclusion goals.

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Coaching can be the right tool to support with:

  • Neuro-inclusive onboarding development

  • Accommodation request for Autistic, ADHD, or similarly neurodivergent team members

  • Career development or progression coaching for high-potential neurodivergent leaders

  • Remedial coaching to support with performance challenges

    • Time management​

    • Organization

    • Communication

  • And more!​​​

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Book a call to learn more about how coaching can be the strategy your workplace is looking for!

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Neurodivergent Coaching for Workplaces

 

Why It Matters

 

Employees with ADHD and/or Autism are highly capable, values-driven people who care deeply about their work. The problem isn’t motivation—it’s the friction created by systems and expectations that weren’t designed with their brains in mind.

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When employees hit barriers—overwhelm, burnout, missed deadlines, difficulty starting or finishing tasks—it’s often a matter of executive functioning challenges, not lack of talent. Without the right support, those barriers can snowball into disengagement, conflict, or turnover.

Coaching creates a structured, confidential space for employees to understand how their brains work, develop strategies that fit their reality, and build sustainable approaches to their workload. The result: more effective employees, healthier teams, and less strain on managers.

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How Coaching Helps Employees (and Employers)

 

With individualized support, employees can:

  • Prioritize effectively when everything feels urgent

  • Initiate and follow through on tasks without shame

  • Build routines and systems that match their energy levels

  • Reduce overwhelm and avoid burnout

  • Strengthen emotional regulation and communication

  • Set and hold boundaries that prevent overextension

  • Redefine success in ways that align with their values and the organization’s goals

This work doesn’t just help the individual—it reduces bottlenecks, improves collaboration, and supports retention.

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How I Work

 

My coaching approach is flexible, trauma-informed, and rooted in evidence-based methods. Depending on the employee’s needs, I draw from:

  • Executive Function Coaching – building skills in planning, prioritization, organization, and emotion regulation

  • Psychoeducation – demystifying ADHD and Autism, reducing shame, and contextualizing challenges

  • Values-based Coaching – aligning actions with what matters, even under stress

  • Cognitive-Behavioral Strategies – shifting unhelpful thought loops that stall progress

  • Emotional Intelligence & Interpersonal Skills – strengthening workplace communication and teamwork

  • Experimentation & Reflection – co-creating small, practical changes and adapting them until they stick

This isn’t theory alone—we design and test real tools and strategies in the flow of daily work.

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Why Coaching Works in the Workplace

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  • Goal Oriented: Employees define clear outcomes and work toward them with structured accountability.

  • Awareness Building: Coaching helps people pause, reflect, and notice patterns that affect performance and collaboration.

  • Practical & Adaptive: There’s no one-size-fits-all—coaching adapts to individual needs while aligning with workplace realities.

Instead of one-off fixes, coaching builds long-term skills employees carry forward into every project, team, and role.

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The Employer Impact

 

Investing in coaching for neurodivergent employees supports:

  • Higher productivity and efficiency without burnout

  • Stronger collaboration and fewer communication breakdowns

  • Reduced turnover costs through improved engagement and retention

  • A culture of inclusion where employees feel supported to do their best work

 

Put simply: coaching turns “hard-to-manage” challenges into opportunities for growth—for both the individual and the organization.

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Coaching Reduces Burnout

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A study cited in a journal article from the Journal of Occupational Health Psychology in 2020 found coaching as an intervention to address burnout in primary Care Physicians "significantly reduced burnout, job stress, turnover intentions, improved psychological capital, job satisfaction/engagement, and job self-efficacy by the end of the coaching intervention." 

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Coaching helps coachees avoid and navigate burnout by improving confidence through reframing challenging situations and seeing new possibilities. Coaching can also help build self-compassion through reflection, and also improve compassion for others. 

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Coaching Works

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"Coaching in organization and leadership settings is also an invaluable tool for developing people across a wide range of needs. The benefits of coaching are many; 80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills. 86% of companies report that they recouped their investment on coaching and more."  

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Curious what people I've worked with have to say? Check out my testimonials page!​​​​​​​​

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