Helping you to:Identify the needDeliver the supportStrengthen inclusivityRetain great talent
Think of Support Connect as your extended support team; here to help your employees thrive.
Enabling you to offer a more inclusive and supportive workplace
Practical tools and mentoring to help your organisation identify the needs of your employees and provide meaningful and inclusive support
Helping you to identify support needs
Our very own neurodiversity screening tool and portal will help you identify the strengths, challenges, neurodivergent traits and wellbeing of your employees, to determine support needs that may not be obvious in conversations alone.
Providing specialist support
Our employee support packages enable access to one-to-one human mentoring, with a clear Support Plan and regular reviews to help overcome any challenges and develop skills to support employees in their roles or with workplace learning.
Working alongside your team
We are not only here to support your employees but provide guidance and training for support staff, HR and team leaders. It’s about aligning support to help your employees thrive; nurturing an inclusive and supportive place to work.
Individual support, not a standardised programme
Workplace mentoring starts with your employee’s role, their strengths, work environment and any pressure points that may negatively impact their experience at work.
Why employees may need support
Countless people with neurodivergent, physical, medical or mental health conditions remain undiagnosed or unsupported, meaning valuable skills and strengths can be overlooked and struggles masked.
Not everything has to be diagnosed
Employees don’t need a formal diagnosis to access our support. Our screener helps to direct support, but the focus is on lived experience, challenges and what would make work and work-based learning more manageable and fulfilling.
Support that benefits the individual and the role
Our specialist Mentors work one-to-one with employees, guiding them with helpful tools and techniques to build effective ways of working that supports their personal and professional development.
Breaking down barriers for long-term impact
The goal is to identify and build sustainable habits that strengthen self-understanding, reduce overwhelm, and help neurodiverse employees work with greater confidence.
Practical strategies for everyday work
Not everything works for everyone. Mentoring is not just about theory but exploring different techniques, methods, and practical application.
Planning, workload and organisation
Sessions can help people break work into manageable actions and stay clearer about what matters first.
- Planning and prioritising
- Workload management
- Organisation and memory
- Follow-through after meetings and actions
Communication, meetings and confidence
Support can help people communicate more clearly and participate with less strain in day-to-day working life.
- Meetings and note-taking
- Clearer communication and follow-up
- Confidence and self-advocacy
- Handling feedback and expectations
Wellbeing, regulation and workable adjustments
The goal is a steadier working experience, especially when pressure, ambiguity or change starts to build.
- Emotional regulation and wellbeing
- Recognising overload earlier
- Working alongside reasonable adjustments
- Building routines that reduce friction
A healthier, more sustainable working experience
The aim is not to extract more output from people. It is to help neurodiverse employees stay in work with stronger confidence, steadier wellbeing, better participation and less day-to-day friction.
What workplace mentoring actually looks like
Our support is one-to-one, delivered remotely and scheduled to fit around your employee’s work commitments.
First steps
A confidential discussion with your employee about personal challenges, current pressures, strengths and goals.
Setting a focus
Sessions focus on the barriers that impact progress or add stress; anything from workload to communication, organisation to confidence.
Explore and practise
Strategies can be applied to work tasks and interactions so that support becomes usable and not merely discussed.
Reviewing progress
To build trust and confidence, progress is shared with consent, to meet boundaries and the needs of the workplace.
Employees feel seen and heard, and employers know how to respond
Employees can mask their struggles, worrying about how they’ll be perceived, making it difficult for employers to identify and understand how they can support their employees to overcome their challenges.
Employee’s point of view
Employer’s point of view
Privacy and consent
Information shared in confidence is kept confidential, with safeguarding adhered to
Support can be offered without asking the employee to disclose more than they are comfortable with
Reasonable adjustments
Getting help to identify what adjustments, boundaries or workarounds can support them in their role
Getting guidance on workplace adjustments and how to effectively implement them and support their employee
Communication and self-advocacy
Feeling more confident at recognising and communicating support needs and asking for help rather than struggling in silence
More open communication, helping to build and improve working practice and attracting the employees and skillsets your business needs
Sustainable outcomes
Building new habits and ways of working that stick, with regular and flexible mentoring to maintain motivation
A more supportive and inclusive workplace, with increased employee retention, job satisfaction and productivity
Questions?
Read some of our frequently asked questions below or send us an email.
Why might an employee need support?
Employees often struggle in silence, not wanting to bring attention to their struggles but this can become hard to manage, causing overwhelm and gradually impact their work.
People can struggle with confidence, sensory sensitivities, communication and social interaction, time pressure, memory, organisation and prioritisation, to name a few, which can impact their wellbeing and ability to cope with workplace demands. Often, without them realising.
Does an employee need a diagnosis?
No. Employees don’t need a formal diagnosis to access our support. Our screener helps to direct support, but the focus is on lived experience, challenges and what would make work and work-based learning more manageable and fulfilling.
How does the support respect privacy and autonomy?
Sessions are confidential and centred on the employee’s own goals, giving them the confidence to work on their challenges independently but with Mentor support. Progress reviews are shared with you, to ensure the right support is in place and employee consent is obtained if any detailed information is required to provide context.
Can support sit alongside reasonable adjustments?
Yes. Mentoring can help both you and your employee identify which adjustments, routines or communication changes would be helpful. You can then use this insight to consider and implement the adjustments needed in the workplace.
How can managers support an employee without overstepping?
Our support provides the guidance and recommendations that enable managers to communicate and support their team more openly.
We can connect you to the support you need
If you want to access or provide more inclusive support for yourself, your team, employees or apprentices, phone or email us for more information about how we can help.