This activity is part of Healthy Working Life, a joint programme from the West Yorkshire Combined Authority and NHS West Yorkshire Integrated Care Board, focused on helping people stay healthy, well and in work.
About the project
The Leeds Health and Care Academy commissioned an integrated coaching service delivered by Inspire North. This service brings together work coaching, health coaching and social prescribing to support the health and social care workforce. By combining these approaches, the service helps staff stay well at work and return confidently after periods of absence.
Insight by Thrive@Work showed that many people were referred for anxiety, depression or burnout, but these were often signs of unmet needs linked to neurodivergence, communication difficulties and a lack of workplace adjustments.
Michelle (Shell) Stanley, Head of Leeds One Workforce at Leeds Health and Care Academy, said:
“As the programme developed, we saw the need for a more tailored offer for neurodivergent colleagues. Many people weren’t unwell because of work itself, but because their needs weren’t understood or supported in the workplace.”
That tailored offer became the C.R.E.A.T.E Group Programme, developed and led by Leeds-based neurodiversity coach and founder of NeuroCreators Training and Development, Steph Nelson.
“We were seeing people reach crisis point before getting the right kind of support,” said Shell. “NeuroCreators helps people earlier, so they can stay in work and stay well. It’s a practical, coaching-led group programme that helps neurodivergent people understand how their brains work and build healthier ways of working.”
Closing a critical gap in support
The six-week programme offers immediate, non-clinical support for adults who are diagnosed later in life or who recognise themselves as having ADHD, autism or dyslexia. It focuses on practical tools, self-understanding and confidence at work.
The programme launched at a time when many people face long waits for neurodivergent assessments across the country.
“People can’t put their careers on hold while they wait for assessment,” said Steph. “This programme gives people support now, helping them make changes that protect their health and keep them in work.”
What do people think?
Feedback shows clear improvements. People moved from feeling overwhelmed and coping through crisis to feeling more confident, kinder to themselves and better able to manage day-to-day challenges.
One person shared:
“I came into the programme feeling constantly overwhelmed even at the thought of work. Whilst Steph will never be able to change the demands of my role, I feel more empowered to take small moments of calm and to advocate for my needs when things do feel heavy. I also feel more confident in advocating for things that will prevent feelings of overwhelm before I become too heightened.”
Another said:
“I started the programme with the aim of learning more about neurodivergence and maximising adjustments in the workplace, but I ended up learning about my own brain and what helps me to work well - and stay well.”
Those taking part described making practical changes to support their health at work, like taking breaks without feeling guilty, using coping tools earlier, breaking tasks into smaller steps and speaking up about their needs.
Someone who received an ADHD diagnosis during the course described the programme as “vital” for survival in the workplace.
The group-based format is a key strength, helping people feel understood, supported and less alone.
“It is refreshing to hear others working with neurodiverse brains and how there seems to be a collective experience and that the loneliness and the shame is not something that should be experienced,” said one person.
Evaluation shows the programme is highly valued. Participants report increased self-understanding, reduced shame and greater confidence in working in ways that suit their brains. Importantly, people did not feel pressure to change who they are but instead felt more able to work in ways that support their health.
“Burnout is already costing organisations through sickness absence and staff turnover,” said Steph. “When we support neurodivergent people properly, we keep talented people healthy, engaged and in work.”
What’s next
Following the success of the 2025 cohort, the next programme will start at the end of February 2026.
Shell said:
“We will keep building neuro-affirming practices that reduce burnout, prevent avoidable absence and support work as a positive health outcome. By doing so, we can create workplaces where everyone can thrive, contribute their best and stay healthy in the long term.”
You can also view the new workforce programme helps neurodivergent staff stay well at work case study as a PDF.
This project is part of Healthy Working Life - reducing the number of people in West Yorkshire who may become unable to work because of ill health. Find out more on our Healthy Working Life website pages.