Neurodiversity Training for Tomorrow’s Creative Leaders
Tania Gerard Delivers impactful neurodiversity training to early-career professionals from Dentsu, Bicycle London, Amazon and more—through WYK Digital’s LEAP Programme
When WYK Digital invited me to deliver a bespoke workshop on neurodiversity in the workplace for their LEAP Programme, I was excited not just by the subject matter, but by the audience! This wasn’t your average student workshop, oh no. This was a session designed for young professionals already working across some of the most influential names in advertising, media, and tech, including Dentsu, Bicycle London, and Amazon.
WYK Digital’s LEAP Programme is designed to equip emerging talent with the skills to thrive in the digital economy. My workshop focused on a topic that’s often overlooked in those early career conversations: neurodiversity—and how it plays a vital role in building inclusive, high-performing workplaces.
Objectives: Beyond Awareness
From the start, my goal wasn’t just to raise awareness about neurodiversity, but to give attendees practical, actionable insights they could carry into their current and future roles. This included helping them:
✅ Understand what neurodiversity really means in today’s workplaces
✅ Explore real-world challenges faced by neurodivergent employees—particularly in high-pressure, creative, and fast-moving industries
✅ Identify common missteps companies make when trying to be inclusive (and how to avoid them)
✅ Learn how neurodivergence intersects with career growth, communication, and leadership
✅ Reflect on what inclusive workplaces actually look like—and their role in shaping them
Industry-Relevant, Scenario-Based Learning
The audience’s professional backgrounds shaped everything I prepared. These were future strategists, marketers, analysts, creatives and they needed examples that felt relevant to their industries.
So, I developed a scenario-led structure that addressed the common challenges in their working worlds:
📢 In advertising, we tackled fast-paced brainstorms that favour the loudest voices over the most thoughtful ideas
📺 In media, we explored how last-minute client changes and chaotic communication can be exclusionary
💻 In tech and e-commerce, we addressed how stand-up meetings and constant task-switching impact people with ADHD or autism
In each scenario, we focused not just on the issue but the solution: offering alternative communication formats, adjusting sensory environments, improving clarity, and making space for different thinking styles.
Interactive, Inclusive, Impactful
The workshop included interactive polls, reflection prompts, and discussion points to make sure participants could connect their lived or observed experiences to the material.
Some of the biggest insights came from our interactive moments, where participants acknowledged how unclear feedback, fast-turnaround pressures, or traditional interviews can disadvantage neurodivergent colleagues.
We also covered neuroinclusive hiring and onboarding, a must-know for anyone who plans to manage or build teams in the future. Because inclusion doesn’t start on day one of employment, it starts at the job description.
Participant Feedback & Takeaways
“The workshop made me realise how many things I’d never considered, especially around how I communicate at work.”
— LEAP Programme Participant (Dentsu)“I now understand how small changes like sending follow-up notes or giving more prep time can have a big impact.”
— LEAP Programme Participant (Amazon)
By the end of the session, participants weren’t just more aware of neurodiversity, they had the knowledge and tools to implement what we discussed, straight away. Whether that was being a better teammate, advocating for clearer processes, or asking their future employers to do better, the shift was clear.
Why It Matters
Neurodiversity is not a box-ticking exercise. It’s a competitive advantage, a leadership priority, and a people-first approach to work. When companies fail to create inclusive environments, they don’t just harm individuals, they lose out on creativity, innovation, and retention.
But when inclusion is done well, Everyone benefits.
Workshops like this one aren’t just about early careers, they’re about shaping the next generation of inclusive leaders.
Final Thoughts
This collaboration with WYK Digital and the incredible cohort of professionals from Dentsu, Amazon, Bicycle London, and beyond, was a powerful reminder of what’s possible when we stop talking about neurodiversity as a challenge to fix, and start seeing it as a strength to support.
If your organisation wants to build a more neuroinclusive culture—from your hiring process to your leadership style—I’d love to help.
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Let’s keep building a world where inclusion is the standard, not the exception.