An annual membership for HR, People, Talent and DEI leaders who want to move their organisation past awareness and into change. Community, expertise, practical resources and direct access to someone who has built this inside an organisation.
Most organisations want to get neuro-inclusion right. What they are missing is not intent. It is tools, time, and someone who has done it before.
An employee network lead, a DEI team covering every strand, or a single HR Director who wants to do the right thing without the resources, the expertise or the hours to do it well. They are rarely short of commitment. They are short of everything else.
A session gets booked and the intent is real. Then nothing structural changes. Policies stay as they were, managers are no more confident, and twelve months later the same conversation starts again.
Processes, policies, recruitment, how HR responds, how line managers respond, how the network works with DEI and HR. Networks end up carrying implementation they were never set up to deliver, and advocacy quietly becomes unpaid delivery.
They are your employees. They are also your candidates, and your customers.
The cost of overlooking neuro-inclusion is rarely visible as a single line in a budget. It shows up as misunderstood performance issues, employee relations cases that need not have happened, avoidable turnover, disengagement, lost productivity and management time spent on problems the organisation created for itself.
As understanding of neurodiversity grows, the organisations building inclusive practice now are better placed to attract and retain talent, support wellbeing, strengthen their reputation as an employer and reduce the risk sitting quietly in their processes.
Facilitated peer sessions where the room works through real problems together. Two in person in the City of London, two online.
Delivered by an employment lawyer and framed through a neuro-inclusion lens, so it is relevant rather than general.
Forty-five minutes each, open to your whole organisation with no cap on attendees, and recorded into your library.
Practical templates for HR, recruitment, employee networks, line managers and neurodivergent professionals. It grows through the year.
Submit questions at any time. Every question is answered in the monthly cycle and published to the membership, anonymised.
The Neuro-Inclusion Maturity Index and the Neuro-Inclusion Recruitment Assessment, so you know where you genuinely stand.
Four specialist masterclasses a year, each 45 minutes with 15 minutes of optional questions afterwards. There is no cap on attendees, so anyone for whom the topic is relevant can join, and every session is recorded into your library for those who cannot. We bring in guest specialists from time to time.
Topics include:
A self-reflection session on how we each work best, and what that tells us about everyone else.
Communication, environment and executive functioning, and what sits in the overlap.
A practical model for clarity that benefits everyone.
Current language, what to avoid, and what to do when you get it wrong.
How to ask, what to ask, and what to do with the answers.
Removing the barriers that lose you candidates before you meet them.
Getting neuro-inclusive practice beyond your own front door.
Tools that make a genuine difference, and the ones that do not.
Not a set of sessions attended, but capability built and evidence you can put in front of a sponsor.
Your neuro-inclusion maturity measured rather than assumed, with the priority gaps identified.
The people making daily decisions know what to do, what to say and where the line sits.
Barriers removed at source rather than handled case by case.
Your network doing advocacy and insight, rather than carrying implementation it was never set up to deliver.
Something concrete to take to your executive sponsor or your next funding conversation.
Neuro-inclusion embedded in how the organisation works, rather than an awareness session that fades by spring.
The knowledge, the tools and the community to build these yourselves.
The same foundations, plus the plan, the accountability and the evidence.
Choose the level of support that matches what you want to achieve.
| Every level includes the foundations. The difference is how closely we work with you. | BronzeCommunity£3,000per year, excluding VAT | SilverAwareness£6,000per year, excluding VAT | GoldDiagnostic£12,000per year, excluding VAT | PlatinumImplementation£20,000per year, excluding VAT |
|---|---|---|---|---|
| INCLUDED FOR EVERY MEMBER | ||||
| Community events, law updates, masterclasses, library, Ask Tania | Included | Included | Included | Included |
| Maturity Index and Recruitment Assessment | Included | Included | Included | Included |
| Priority booking and member rates on all PegSquared events and training | 10% | 10% | 15% | 20% |
| NAMED PLACES AND ACCESS | ||||
| Named community event places | 2 | 4 | 6 | 10 |
| Line manager training places | Member rates | 4 | 8 | 15 |
| Licensed modules for your own learning platform | – | Member rates | 2 | 4 |
| WORKING WITH TANIA | ||||
| Awareness session, one hour, no cap on attendees | – | 1 | 1 | 2 |
| Fireside chat with Tania, one hour, no cap | – | – | 1 | 1 |
| HR and People team or network half day workshop | – | – | 1 | 1 |
| Maturity summary and roadmap built with you | – | – | Included | Included |
| Quarterly review sessions | – | – | 4 | 4 |
| Policy review | – | – | 1 | 1 |
| Implementation support, up to 4 days | – | – | – | Included |
Stay close to the thinking and know where you stand. For organisations getting started, smaller teams, and charities working to a tight budget.
Bring your people with you. Everything in Bronze, plus an awareness session for your whole organisation and places on our scheduled training.
Know exactly what to change, in what order, with me holding you to it. Everything in Silver, plus a maturity summary, a roadmap built with you and quarterly reviews against it.
Everything in Gold, and then I am alongside you doing the work. Up to four days of implementation support applied wherever your roadmap needs it, across any part of the organisation.
Anything not included at your level is available at member rates. All prices are per year and exclude VAT.
These describe the organisations each level most often suits, not a restriction. Choose the level that matches what you want to achieve, whatever your size.
Not sure which level? The question worth answering is whether you already know broadly what needs to change and want help holding yourselves to it, or whether you need someone doing it alongside you.
Ten sessions across the year, roughly one a month, plus whatever you choose to book from your own allocation.
Name your main contact, complete the Maturity Index and the Recruitment Assessment, and receive your results with three guides matched to them. Gold and Platinum members begin with a maturity workshop alongside the others starting at the same time.
Four community events, two employment law updates and four specialist masterclasses, all scheduled and published in advance so you can get them in the diary. Your awareness session and any included sessions are booked when they suit you.
A maturity summary and a roadmap built with you early on, then quarterly reviews against it through the year. The final review sets priorities for the year ahead.
Membership is rolling. You can join at any point and your twelve months runs from the date you start.
Written for five audiences, so there is something usable whoever is asking. The library grows through the year, and every masterclass and employment law update is recorded into it.
I have done this from both sides. At EY I created the UK's first Neuro-Diverse Centre of Excellence, which won RAD Awards for Innovation and Candidate Experience and was designated a World Economic Forum Lighthouse Programme. Since then I have worked with organisations across professional services, finance, government and retail on the same problem from the outside. That means I know what is realistic, what sticks, and what tends to get quietly dropped a few months in.
Twenty years in senior roles at EY and KPMG before that means I understand the politics, the budget cycles and the competing priorities you are working within, because I have worked within them. Diagnosed with ADHD in 2022 and raising a neurodivergent teenager, I bring lived experience alongside the professional expertise.
I am a neuro-inclusion consultant and a process specialist, not an HR professional, a clinician or a legal adviser.
Your membership covers: understanding what neuro-inclusion means in practice, systems and processes and where they create barriers, recruitment and the wider employee lifecycle, what your organisation could do to support its people better, and how HR, DEI, networks and line managers work together on this.
It does not cover: advice on an individual employee or a live case, reasonable adjustments for a named person, assessments or diagnoses, or employment law advice.
This is not a limitation, it is the approach. Fixing one case helps one person. Fixing the process that created it helps everyone who comes next. It is also why an employment lawyer delivers the law updates rather than me, so you get proper legal expertise from someone qualified to give it.
If you need individual assessments or case-level advice, say so and we will point you toward specialists who do that work well.
Twelve months from the date you join. Membership is rolling, and everything runs on an annual rhythm, so whenever you start your twelve months contain four community events, two law updates and four masterclasses.
Invoiced annually in advance. Quarterly instalments available at Gold and Platinum on request.
Prices are reviewed annually and change on 1 January.
You can move up a level at any point in your membership year, paying the difference between the two levels.
Membership belongs to your organisation, not to one person. Named community places can be reassigned with notice, and masterclasses and awareness sessions are open to anyone.
One named main contact holds the Ask Tania access and receives all communications.
Everything included runs across your membership year and does not carry over. Six weeks' notice to book any session, and no more than one included session per quarter so your year is spread rather than crowded.
Sessions are delivered online as standard. In person is available on request, with travel expenses invoiced separately.
Awareness sessions may be delivered by a trained PegSquared associate. All PegSquared sessions are built and quality assured by Tania.
Charities and smaller organisations: we do not publish a separate rate, because budgets vary more than organisation size does. Tell us what you are working with.
Ask Tania questions are answered monthly. Gold and Platinum members have their questions prioritised in the cycle, and Platinum members can contact Tania directly between cycles.
Six-month review point, Gold and Platinum. Gold and Platinum members may end their membership at six months. Where this option is taken, 50% of the annual fee is refunded, less the published value of any included services already delivered. Shared programme elements, including community events, masterclasses, employment law updates and library access, are not refundable.
Advisory days, implementation planning workshops and bespoke programme design are not included at any level. They are available to members and quoted individually. The membership is designed to give you the knowledge, the tools and the community to move forward yourselves, and to bring Tania in deliberately where you need more.
If you are not sure which level fits, that is exactly what the conversation is for. Twenty minutes is usually enough to work out whether this is right for your organisation, and if it is not, I will tell you.
Start a conversation