Learning Outcomes

By the end of this course, learners will be able to:

1. Explain what neurodiversity is and recognise the most common neurodivergent profiles in the workplace.
2. Identify how neurodivergent needs may present in hospitality teams and why they often go unrecognised.
3. Understand why disclosure cannot be assumed and why supports should be universally available.
4. Recognise the link between psychological safety, neuroinclusion, and team performance.
5. Apply at least three practical, low-cost adjustments that benefit all team members.
6. Demonstrate a strengths-based approach to managing cognitive diversity
7. Identify immediate actions to begin building a more neuroinclusive team environment.

Who is this course for?

This workshop is designed for all hospitality team leaders and above – including managers, supervisors, general managers, owners, and HR leads – across restaurants, hotels, catering, and wider hospitality businesses. Also suitable for emerging leaders on development pathways.

No prior knowledge of neurodiversity is required.

Content Covered

Workshop Structure:

1.What Neurodiversity Is, and Why It Matters in Hospitality & Restaurants

• The neurodiversity umbrella: ADHD, autism, dyslexia, and beyond.
• Prevalence: why neurodivergent employees are likely already on your team.
• Why hospitality may attract higher rates of neurodivergent workers.
• Masking: what it is, why it matters, and what it costs your people.
• Co-occurring presentations: it’s rarely just one thing.
• The business case: turnover, performance, and the hidden cost of unrecognised need.

2.What Neuroinclusive Leadership Looks Like in Practice

• Psychological safety as the foundation and why high-pressure environments
  can erode it.
• Common management habits that inadvertently exclude neurodivergent team members or others eg english not a first language, new starters and more.
• Strengths-based leadership: moving from deficit to capability.
• Communication that works for all cognitive styles.
• Reasonable adjustments: practical, low-cost, and disclosure-free.
• Irish legal context: Employment Equality Acts 1998–2021 and the Work and Access Programme.

3.Your ALL-Minds Toolkit

• The ALL-Minds approach: design for the edges, everyone benefits.
• 3 Things Every Manager can do starting now.
• Team reflection: applying the learning to your own context.

Q&A and Next Steps

Trainer Profile

Trustworki

Rebecca Molloy, Founder Trustworki

Rebecca Molloy is a leadership development consultant, educator, and founder of TrustWorki, specialising in neuroinclusive leadership and workplace culture. Rebecca brings over 25 years of global leadership experience spanning retail, travel, tech, and professional learning – working with organisations from global tech unicorns and multinationals to family-run businesses, startups, and not-for-profits across a wide range of sectors. An MBA graduate with a Master’s Microcredential in Responsible Leadership and Management, Rebecca also lectures part-time at UCD Professional Academy.
A neurodivergent leader who speaks from lived experience, she delivers group workshops, training programmes, and one-to-one mentoring for leaders at every level.

Alice O’Donnell, Facilitator & Coach

Alice is an experienced coach and educator with over 30 years’ experience in the education sector. She specialises in working with neurodivergent individualsincluding those who are autistic or have ADHD- as well as with their families, employers, and support teams. Her practice is shaped by lived experience and her leadership as chairperson of an autism charity. Alice holds an Advanced Diploma in Personal, Executive and Leadership Coaching from Kingstown College, is EMCC-accredited at Practitioner level, and has a Diploma in Education Law from the Law Society of Ireland. She also holds a BA in Primary Education and a Master of Arts. She delivers affirming, strengths-based workshops and coaching sessions that help individuals grow in confidence, clarity, and self-direction.