Your employee has been awarded Access to Work — here's how I can help
Access to Work funding for workplace training, coaching or coping strategies is a real opportunity. Let's make sure it lands well — for them, and for your whole team.
I'm Claire Murphy, founder of Beyond NeuroEquity — a neurodiversity training and consultancy based in Leicester. I work with health and social care organisations, businesses, and employers of all sizes to create workplaces where neurodivergent people can genuinely thrive, not just cope.
When a member of your team has been awarded Access to Work funding, it means they're getting support — which is brilliant. But individual support alone only goes so far. The most lasting change happens when the environment shifts too. That's where I come in.
What I can offer as part of an Access to Work award
Workplace Neurodiversity Training
Neurodiversity awareness training for managers and teams, so colleagues know how to genuinely support — not just accommodate
Reasonable adjustments guidance
Practical guidance on reasonable adjustments that work in real workplaces, not just on paper
Cultural change
Embedding neuro-affirming approaches into your culture, so difference doesn't require people to hide
Support
Support to reduce masking, burnout and presenteeism — for the individual and across your wider workforce
Why does the workplace need to be involved?
When only the individual is supported, the environment stays the same. Challenges don't disappear — they fall back on the neurodivergent employee to manage alone.
- Barriers in systems and communication rarely affect just one person
- Adjustments relying on constant self-advocacy exhaust the people who need them most
- Energy spent coping is energy not spent performing
- Without wider awareness, the same challenges continue across teams
It's also worth knowing: for every employee with an Access to Work award, there are likely others in your team who are undiagnosed, masking, or quietly struggling. Workplace training creates conditions where everyone can perform at their best — without hiding who they are.
Is your employee's award for 1:1 coaching or coping strategies?
I also deliver Access to Work coaching directly with individuals — working on things like executive function, managing overwhelm, workplace communication, and building sustainable ways of working. If that's what's been funded, I'd love to hear from them too.
Ready to talk?
Whether the funding is already confirmed or you're still in the process, I'm happy to have a no-pressure conversation about what support might look like for your organisation. Get in touch to discuss your team's needs or book a short discovery call.