Because "they enjoyed it" isn't an outcome.
HOW WE MEASURE CHANGE
How THIS ISN'T REGULAR MEASUREMENT
Most measurement counts attendance and calls it impact. We don't.
Awareness sessions delivered, policies launched, posters printed, whilst important, none of it tells you whether anything actually shifted for the people the work was meant to help. We measure what changed for your teams, for the managers leading them, and for the system around them. Otherwise you're spending budget on activity, not outcomes.
Most measurement looks at one thing in isolation. We don't. We look across the system.
A retention number on its own doesn't tell you why people stayed or left. A training score on its own doesn't tell you whether anyone managed differently the next week. We pair leading and lagging indicators. What's shifting in behaviour now, and what that's worth in retention, performance and risk down the line. That's how you make the case for sustained investment, not just one-off spend.
WHAT WE CAN MEASURE
FROM YOUR HR SYSTEM
Retention of disclosed neurodivergent employees vs overall workforce
Disclosure rates; do people feel safe enough to share?
Time from adjustment/accommodation request to approval
Sick leave, unplanned absence and presenteeism, segmented
Probation pass and progression rates for ND hires vs overall workforce
Escalations and grievances tied to neuro differences
THROUGH STRUCTURED FEEDBACK
Manager confidence; pre and post intervention
Coaching outcomes; pre and post measures
Psychological safety and belonging, broken out by disclosure status
Exit interview themes; tagged for misunderstanding, mask fatigue, unmet adjustments
Adjustment effectiveness; rated by employee and managers
Workplace Friction Index
A single index you can report on
For organisations that want one number to track and take to the board, we build a Workplace Friction Index. A composite score of where your hiring, onboarding, daily work, progression and exit processes are quietly costing you neurodivergent talent.
Scored at baseline, re-scored annually. Heatmapped so you can see where to focus.
what this gives you
A baseline before you invest, so you can prove the difference later
Leading indicators that tell you something's working before the lagging numbers move
A way to talk about neuroinclusion in the same language as the rest of the business; retention, performance, risk, return
Evidence that holds up when the original sponsor moves on, the budget is reviewed, or the board asks what the money bought