For Businesses

An Integrative Cognitive Profile identifies and explores interactions between various cognitive factors that are unique to each individual. Unlike personality tests or other cognitive assessments, our approach examines how someone thinks, processes information, and perceives the world while considering the interactions between different cognitive factors. We focus on uncovering WHY difficulties and strengths occur rather than just identifying symptoms, allowing for more precise and effective recommendations.

No diagnosis is required for our workplace assessments because of the involvement of the employer. Our approach focuses on understanding cognitive profiles regardless of diagnostic status. If appropriate, we may suggest potential conditions to explore further, but we do not provide formal diagnoses.

Unlike personality profiles or other assessments that place people into categories or labels, our Integrative Cognitive Profile describes your cognitive makeup holistically, accounting for both strengths and challenges. We examine how various cognitive factors interact, including thinking styles, information processing, attention patterns, sensory differences, emotional processing, and executive functioning.

This approach recognises the complexity of human cognition, resulting in a uniquely personalised profile, rather than placing individuals into predefined categories or labels.

Once you contact us, we will normally respond within 48 hours. This is usually via email to schedule a convenient time that we can arrange a call to obtain further information from you about how we can help you.

Our services are available worldwide. We offer training and assessments via video call for clients, regardless of their location.

We use the term ‘Cognitive Diversity’ rather than ‘Neurodiversity’ throughout our work. The term ‘Neurodiversity’ was originally coined by Australian Sociologist Judy Singer to cover all ‘neurotypes’ within humanity. Her aim was to create a political movement. However, the term has evolved to primarily reference disability, causing confusion as there is no agreement regarding which conditions it covers. Our term ‘Cognitive Diversity’ is not political in any way. It more precisely describes the variations in thinking, learning, and processing styles among others without the identity politics and misinterpretations associated with neurodiversity.

Understanding Cognitive Diversity leads to numerous benefits, including:

• Improved team dynamics and communication
• Enhanced problem-solving through diverse thinking styles
• Reduced workplace conflicts and misunderstandings
• More effective recruitment strategies that identify complementary cognitive skills
• Higher retention rates through appropriate support and accommodations
• Creation of an inclusive culture that values diverse contributions

We work with individuals across the spectrum of cognitive profiles, including those associated with autism, ADHD, dyspraxia, and dyslexia. Our Integrative Cognitive Profiling Framework encompasses these conditions and helps understand how they relate to each other. We focus on each person’s unique combination of cognitive strengths and challenges rather than diagnostic labels.

A Workplace Assessment centres on creating an Integrative Cognitive Profile within the context of the workplace. We identify why workplace difficulties occur by exploring how an individual’s cognitive profile interacts with their job requirements and environment.

By understanding the underlying causes rather than just symptoms, we provide targeted recommendations that work effectively when implemented, benefiting both employer and employee.

The process involves structured conversations with both the employee and their manager(s). Dr. Elizabeth Guest conducts these conversations separately to gain different perspectives on the situation. Typically, we speak with managers first, then the employee (who may bring a trusted support person), and finally with managers again to share initial recommendations.

The assessment explores both strengths and challenges to identify core underlying issues. After the assessment, both employer and employee receive a report with specific, practical recommendations.

While both parties need to see the final report for effective implementation, we respect privacy concerns throughout the process. However, the employee can request that certain personal details are omitted. If requested, the employee has the option to review the draft report before it is shared with the employer. But ultimately both the employer and the employee will get the opportunity to provide comments and feedback.

A typical Workplace Assessment process spans approximately 3-4 weeks from initial consultation to the delivery of the final report. The process involves 1 hour with the manager, 2 hours with the employee, and another half hour with the manager. The time can vary depending on the complexity of the case. We aim to provide the draft report within 2 weeks, hence completing the entire process within 3-4 weeks from the initial assessment.

The cost of our Workplace Assessment service is £2,500. Complex cases may range up to £3,500 depending on specific needs. The value of this assessment far outweighs the cost, as it often provides life-changing insights for the employee and actionable solutions for the employer.

Next steps are determined through discussion between the employee and employer. Sometimes the report provides sufficient guidance, while in other cases, additional support may be beneficial. We can provide further assistance through team training, manager coaching, or one-to-one sessions with the employee. If we believe additional support would be valuable, we include this in our recommendations.

For employers: Present the assessment as a supportive tool to help your employee perform at their best. Frame it as an opportunity to understand how to better support them rather than as part of performance management or potential dismissal.

For employees: We can help you find the best approach to raise this with your employer, highlighting the benefits for both you and the organisation. We’re happy to engage directly with your employer to explain the value of the process.

No. The assessment focuses on identifying why difficulties are occurring and providing practical, effective adjustments that benefit everyone involved. It offers an opportunity to move forward with better understanding and mutual respect, rather than assigning blame.

For workshops, we limit participation to 12 people to ensure meaningful interaction and engagement. Larger groups tend to have reduced participation and knowledge retention. We can tailor our approach for larger groups, but interactive elements work best with smaller numbers.

Most of our training can be adapted for virtual delivery. Our Interactive Cognitive Diversity training is best conducted in person due to its interactive nature, but we can discuss options based on your needs and location.

Yes, we work closely with you to align our training with your specific objectives and requirements. We tailor our approach to address particular needs and desired outcomes for your organisation.

Recording options are available at an additional cost with appropriate license and confidentiality agreements. Recordings should only be shared internally unless previously agreed with Aspiedent.