The workplace was built around one cognitive template.
Most people are expected to learn, communicate, focus, and recover in similar ways. Many do not.
The result is hidden cognitive friction: burnout, manager guesswork, lost talent, and preventable underperformance.
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One cognitive template
The infrastructure for neuroinclusive work.
Neuroinclusion is not a people problem. It is an infrastructure problem.
Visibility, task, support, evidence, and inclusion become one operating layer.
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Infrastructure for neuroinclusion
Visibility
Make working styles visible
Task
Reduce cognitive friction inside work
Support
Structured support near the point of need
Evidence
Replace assumptions with measurable outcomes
Inclusion
Consistent support across the organisation
Make working styles visible.
Support starts with what is visible.
Strengths, support needs, and performance conditions become evidence-backed context.
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Visibility Layer
NeuriPrint™
Visibility without forced disclosure.
Every module on this page reads from NeuriPrint
- Why it exists
- Working style is invisible until it creates friction.
- What it does
- A private, validated profile — built once, owned by the person, shared by choice.
- How it changes work
- Support starts from evidence, not guesswork.
John Saunders
Public strengths preview
What’s inside
- Validated assessments plus a 60-second Quick Scan
- Objective attention tasks and plain-language signals
- Encrypted, employee-owned storage
- Revocable sharing with auditable handovers
Consent & Sovereignty
Trust by design.
- Why it exists
- Sensitive data without governance becomes risk.
- What it does
- Consent-gated, purpose-limited, revocable data flows with a full audit trail.
- How it changes work
- Useful insight without holding data you should not hold.
What’s inside
- Granular consent by audience
- Purpose-bound views, never raw scores
- Immediate withdrawal and tamper-proof logs
- k≥5 org and k≥3 team aggregation floors
Personal Intelligence Workspace
Data belongs to the human.
- Why it exists
- Employer-owned inclusion can feel like surveillance.
- What it does
- A private workspace the employee controls and carries between roles.
- How it changes work
- People engage honestly because control stays with them.
What’s inside
- My Patterns, Proof, Translate, and Energy
- Private friction notes and support records
- Connection Preview before sharing
- One controlled bridge to employer records
Share & Translate
Share the right slice.
Powered by your NeuriPrint profile
- Why it exists
- All-or-nothing sharing fails both sides.
- What it does
- Audience-specific slices and safe wording for managers, HR, coaches, recruiters, or collaborators.
- How it changes work
- People share useful context without handing over the whole story.
What’s inside
- Purpose-specific profile slices
- Translate private insight into safe wording
- Connection Preview before access is granted
- Revocable access with diagnosis kept separate
Friction inside the work.
Most systems assume people can start.
The task layer captures intent, blockers, definition of done, and the next smallest action.
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Task Layer
Task Intelligence
Reduce cognitive overload.
- Why it exists
- Executive-function friction is invisible.
- What it does
- A live layer that gives each task intent, blockers, definition of done, and a next step.
- How it changes work
- Stalled work gets unstuck without shame or chasing.
What’s inside
- Intent, blockers, definition of done, and next step
- Task chat with full context
- Next Smallest Action and Shame Gate
- Ti Print — a doer-identity layer that makes work feel like yours
- NeuroLayer overlays existing systems in place
Workplace Adjustments
Adjustments that stick.
Powered by your NeuriPrint profile
- Why it exists
- Adjustments often disappear after the meeting.
- What it does
- A formal record from request to decision, active support, and review.
- How it changes work
- Support stays consistent and defensible.
What’s inside
- Full lifecycle with events on every transition
- Employee proposals become formal records
- Separate "as a manager" and "mine" views
- Review reminders and profile-backed decisions
NeuroLayer Extension
Support where work happens.
- Why it exists
- Another task list is more friction.
- What it does
- A browser extension for Task Intelligence, focus rooms, and profile-aware context.
- How it changes work
- Support travels with the work.
What’s inside
- Task Intelligence overlays inside Jira and other issue trackers
- Floating focus rooms without leaving the page
- Profile-aware context without exposing private data
- Same account and consent boundaries as the web app
Support at the point of need.
Late support is rarely support.
Co-presence, coaching, and Pulse signal move closer to the moment friction appears.
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Support Layer
Ignitr Rooms
Momentum, not isolation.
- Why it exists
- For many brains, starting is the hardest part.
- What it does
- Low-stim co-presence sprints: work alongside others with no camera, no mic, and no faces.
- How it changes work
- I cannot start quietly becomes we already started.
What’s inside
- Fixed 25/5 or 30/5 shared sprints
- Single presence dot: no video, audio, or faces
- Always-on, org-only, team, and advocate rooms
- Break-only chat and optional auto-deleting entry snapshots
Live Video Coaching
Evidence-matched coaching.
- Why it exists
- Generic EAP coaching rarely understands a neurodivergent working life.
- What it does
- In-app 1:1 coaching across specialist tracks, with deterministic eligibility.
- How it changes work
- The right specialist reaches the right person sooner.
What’s inside
- ADHD, Autism, Learning Differences, Flow-State, and Manager 1:1 tracks
- Evidence-based eligibility, no AI gatekeeping
- 30- or 40-minute in-app video sessions
- Bundled minutes, credit packs, cohorts, and private reflections
Pulse
See patterns sooner.
Powered by your NeuriPrint profile
- Why it exists
- Annual surveys arrive too late.
- What it does
- Consent-led check-ins on wellbeing, friction, and accessibility.
- How it changes work
- Teams move from post-mortem to early intervention.
Team trend
Consented · anonymized
What’s inside
- Short check-ins across web, email, and embedded surfaces
- Individual consent for manager visibility
- Team trends without exposed individuals
- Regulation-cost and training-impact signal
Measure what matters.
What cannot be measured is easy to dismiss.
Evidence turns consent-led signal into analytics, credentials, and audit trails.
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Evidence Layer
Evidence Vault
Proof that travels.
Powered by your NeuriPrint profile
- Why it exists
- What works gets forgotten between roles.
- What it does
- A private record of helpful conditions, drains, patterns, and adjustments.
- How it changes work
- Evidence travels with the person.
What’s inside
- Reusable what-worked records
- Environment history and pattern-tagged notes
- Favourite support ideas
- Private, shared, or public proof by choice
Analytics & ROI
Patterns, not people. Proof, not vibes.
- Why it exists
- Inclusion spend needs evidence.
- What it does
- Org-scoped analytics on engagement, completion, wellbeing trends, and ROI — built with anonymisation by default.
- How it changes work
- Neuroinclusion becomes a measured advantage.
78%
Completion
+12%
Engagement
3.2×
ROI
Engagement
last 5 months
Patterns only · anonymized ≥5 org / ≥3 team
What’s inside
- Completion, quiz, engagement, and ROI reporting
- Pulse trends and training-impact measurement
- Team-health views with k-anonymity floors
- Role-shaped access and exportable reports
Governance, Fairness & Compliance
Do it. Prove it.
- Why it exists
- When a claim lands, "we tried our best" is not a defence. A record is.
- What it does
- Fairness tracking, policy management, and immutable audit trails.
- How it changes work
- Inclusion that can be evidenced when challenged.
What’s inside
- Fairness concerns tracked with a clear trail
- Versioned, employee-facing policy pages
- Tamper-proof audit logs and compliance exports
- Retention maps with anonymised aggregation
Neuro Academy
Capability, not awareness.
- Why it exists
- Awareness alone does not prepare people.
- What it does
- Role-specific neuroinclusion learning across neuro dimensions, with accreditation.
- How it changes work
- Capability becomes earned, verifiable, and usable.
What’s inside
- Paths for employees, managers, HR, and leaders
- Coverage across ADHD, autism, dyslexia, dyscalculia, dyspraxia, DLD, and more
- AI tutor grounded in lesson content
- Quizzes, analytics, and portable accreditation
Neuro Advocate Programme
Verifiable accountability.
- Why it exists
- Good intentions need named accountability.
- What it does
- Tiered advocate accreditation plus a verifiable employer badge.
- How it changes work
- Inclusion becomes a role and a public standard.
What’s inside
- Individual progression — Advocate → Senior → Principal
- Monthly briefings, roll call, and participation tracking
- Grace periods instead of silent lapses
- Enterprise "Neuro Advocate Place of Work" badge
Accreditations
Verifiable proof.
- Why it exists
- Credentials need to be carried and checked.
- What it does
- A portable library of certificates, diplomas, and org badges.
- How it changes work
- Earned capability becomes verifiable proof.
What’s inside
- Personal library across orgs
- Public verification links and downloadable PDFs
- Public profile display by choice
- Neuro Academy, Advocate, programme, and org badge records
Consistent inclusion.
Without systems, support depends on luck.
Inclusion turns private knowledge into consistent guidance, roles, and hiring practice.
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Inclusion Layer
Manager Enablement
End the manager lottery.
Powered by your NeuriPrint profile
- Why it exists
- Support quality should not depend on the manager.
- What it does
- Decision support, meeting prep, and team context bounded by consent.
- How it changes work
- Managers act with confidence and consistency.
What helps your report
Load
Focus
Morale
What’s inside
- Concrete next-step guidance
- Meeting prep grounded in consented context
- Team patterns, never private individual data
- Direct links into adjustments and Pulse
Recruitment & Accessibility
Hire for capability.
- Why it exists
- Hiring often filters presentation, not capability.
- What it does
- Accessible vacancies, adjusted processes, probation support, and candidate-to-employee continuity.
- How it changes work
- Hire for capability and retain it.
What’s inside
- Accessible vacancy and application flows
- Process adjustments before day one
- Probation support from candidate context
- Tracked recruitment concerns and continuity
Same problem. New answer.
Each shift is structural, not cosmetic.
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Same problem, different answer
- Awareness trainingInfrastructure
- Disclosure-ledConsent-led
- Annual surveysLive signal
- Manager judgementEvidence-based support
- Static adjustmentsA living support system
- GoodwillGovernance
Infrastructure for neuroinclusion.
Visibility, task, support, evidence, and inclusion in one system.
Start with visibility. Add the other layers as you scale.
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Five layers, one system