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Aim Forward

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Aim Forward

We are your personal partner for neurodiversity and mental health assessments, coaching and personalised strategies for learning and working your way.

10/11/2025

We've created this essential checklist to help you through the process of supporting your neurodivergent employees. ✅

When you implement solutions to support neurodivergence in your teams, the support improves productivity and communication so it benefits the wider team too! It doesn't have to be daunting, it just takes a proactive, individual approach.

A few key actions from the checklist:

- Treat people as individuals: No two neurodivergent employees have the same needs. Focus on their unique strengths and development areas.

- Ask questions, don't make assumptions: Talk to them about how their neurodivergence impacts them personally and what you can do to help.

- Provide clear communication and expectations: Use concise communication, visual aids, and structured instructions.

- Create a reasonable adjustment action plan or passport: Document agreed-upon adjustments, proposed outcomes, and review periods.

- Focus on strengths, not limitations: Leverage the unique talents and contributions they bring to the organisation.

Ready to build a more neuroinclusive workplace?

🔗 Access the full essential checklist here: https://zurl.co/r3TEG

07/11/2025

A recent Forbes article revealed that over half of Gen Z identify as neurodivergent.

This isn't just a trend; it's the fundamental makeup of the incoming talent pool. The next generation of employees is bringing a powerful diversity of self-aware minds, including those with autism, ADHD, dyslexia, and more, into our organisations.

The implication is clear: You're no longer just accommodating a few; you are now responsible for designing a workplace that enables a neurodiverse majority to thrive. Traditional 9-to-5 structures and one-size-fits-all environments will not retain this talent.

Don't let your business fall behind. We can help you future-proof your talent strategy and turn inclusion into your competitive advantage.

Read the original article here: https://zurl.co/U7lg9

05/11/2025

We all feel the pressure, but chronic, unmanaged stress is more than just a bad day, it's a critical wellbeing and productivity issue.

The reality is stark: stress, depression, or anxiety accounts for a significant percentage of all work-related illness and lost working days every year. For many, work is the single biggest source of their stress.

The most common workplace stressors include:

→ Excessive Demands
→ Lack of Control
→ Poor Support from Management
→ Uncertainty in Roles

Our comprehensive guide will help you identify, understand, and implement effective strategies to manage the pressures of the modern workplace.

➡️ https://zurl.co/vjzBf

03/11/2025

This Men's Mental Health Awareness Month, we need to acknowledge a difficult truth: traditional norms still actively discourage men from discussing their mental health and proactively seeking support. The expectation to be "strong" often means suffering in silence.

Men are consistently less likely to use mental health services. For example, in the UK, men only make up about 36% of referrals to talk therapy services.

This reluctance isn't a lack of struggle, it's a lack of a perceived safe environment.

Since employees dedicate so much of their time to their jobs, the workplace must be a leader in championing change. Providing a psychologically safe work environment means:

→ Leading with vulnerability: Leadership models open discussion, showing that seeking help is a strength.

→ Confidential & accessible resources: Providing clear and confidential support without fear of professional penalty.

→ Providing workplace needs assessments: These provide a safe space for men to be honest about difficulties they're experiencing and receive tools and support to help manage stress, overwhelm or burnout.

Let's ensure our organisational cultures support men to thrive, not just professionally, but mentally. It’s an investment in the individual, the team, and the business.

31/10/2025

Forget the ghosts and ghouls... what's really terrifying this year is that more than one in 10 organisations have been involved in employment tribunals relating to neurodiversity.

Now that is a true business fright! 👻

The high cost, legal risk, and reputational damage of getting neuroinclusion wrong is the true monster lurking in the shadows of the boardroom.

Let us help you provide you with support towards actionable inclusion so you can commit to getting your neurodiversity adjustments right. Happy Halloween! 🎃

29/10/2025

As ADHD Awareness Month concludes, our focus must shift from simply knowing about neurodiversity to acting on it. Awareness is essential, but true neuroinclusion requires tangible, thoughtful commitment beyond a calendar month.

Let's turn insight into action with three fundamental steps for a genuinely neuroinclusive workplace:

1. Listen to individual needs: Inclusion is not a one-size-fits-all checklist. Instead of applying general policies, we must sit down and attentively listen to what each neurodivergent colleague needs to thrive. Their experience is the most valuable data.

2. Challenge your assumptions: Do not assume a colleague's capacity, motivation, or struggles based on general stereotypes of ADHD. Assume positive intent, and approach conversations with curiosity and respect for their unique cognitive profile.

3. Create adjustments that actually work: The goal isn't just to offer adjustments, but to implement and review changes that deliver real results. This means moving beyond generic solutions to practical, tested, and tailored accommodations, be it in communication, workspace, or task management.

The commitment to neuroinclusion should be year-round. Let's make continuous support and understanding our organisational default.

27/10/2025

For many women with ADHD, perimenopause and menopause can cause a significant flare-up of symptoms like inattention, forgetfulness, and emotional dysregulation. This is often linked to declining oestrogen, which influences key brain chemistry.

If you're noticing unmanageable symptoms in the workplace, a workplace needs assessment can be a game-changer. It helps identify personalised strategies, tools, and techniques to effectively manage ADHD symptoms.

Ensuring your employees have the tools and strategies they need to succeed isn't just good practice, it's good business.

24/10/2025

ADHD brains are often wired for rapid idea generation, radical innovation, and challenging the status quo. These are traits that don't just survive in business, they disrupt it.

We're celebrating leaders who have openly embraced their neurodivergence to build iconic global brands and movements:

Sir Richard Branson (Virgin Group) – Known for his boundless energy and fearless approach to risk, determination, drive and perseverance.

James Watt (Co-Founder, BrewDog) – Championing neurodiversity within his company and credited his diagnosis with explaining his drive.

Steven Bartlett (Founder, Social Chain & Diary of a CEO) – Using his unique focus to build massive media platforms and investment vehicles.

Dame Anita Roddick (Founder, The Body Shop) – A trailblazer who channelled her passion into building a global brand with a conscience.

These leaders prove that traits often wrongly labelled as limitations are, in fact, leadership superpowers. Their success underscores the competitive advantage of building a business that values cognitive diversity.

Let's commit to fostering workplaces where every unique mindset, especially the ones that sees the world differently, are empowered to innovate and thrive.

23/10/2025

When asking for reasonable adjustments, here’s the golden rule:

Focus on what you need and how it will help you perform at your best, rather than feeling like you need to explain why you need it (your diagnosis).

For example:
“Would it be possible to use mind mapping software to help structure my reports? I believe this will allow me to complete reports faster and with fewer errors.”

Instead of:
“My ADHD means I need different ways of working.”

It’s clear, practical and easier for managers to act on.

Swipe through to see our 5 simple steps to make these conversations easier.

Want more guidance? Read our full blog on how to approach these conversations with confidence: https://zurl.co/5PKcL

20/10/2025

Following their child's diagnosis, many of our clients recognise similar traits in themselves and begin to wonder about the value of pursuing their own diagnosis later in life.

With October being ADHD Awareness Month, this topic is particularly timely, highlighting the increasing recognition of adult ADHD and the significant benefits a formal diagnosis can offer, regardless of age.

Remember, every day is a new chapter in the story of you. No matter how many pages have been written, you can always begin the most profound one: the chapter of self-discovery.

Find out more about late-diagnosis ADHD here: https://zurl.co/75ITh

18/10/2025

On World Menopause Awareness Day, let's talk about a topic that is still often overlooked in professional settings: menopause.

For many, symptoms can range from disruptive to debilitating, impacting concentration, energy levels, and overall wellbeing at work. A lack of support can lead to talented individuals not achieving their potential or leaving their roles prematurely.

We can change this. A workplace needs assessment is a powerful first step toward creating a supportive environment. It’s a practical way to ensure employees get the specific adjustments they need to navigate the menopause symptoms, feel comfortable and perform at their best.

Find out how we can help you support your employees through menopause: https://zurl.co/ILluL

16/10/2025

Why is neuroinclusion a strategic imperative, not just a "nice-to-have"? Because it directly impacts your bottom line.

A neuroinclusive environment that provides tailored support and adjustments doesn't just help individuals, it boosts productivity, enhances problem-solving, and improves retention.

We break down the business case for a neuroinclusive workplace in our blog post: https://zurl.co/4RQX6

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Leeds

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

+443301339600

Website

http://www.aimforward.co.uk/

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