NeuroThrive People Solutions by Maria Rogers

NeuroThrive People Solutions is a UK-based neurodiversity consulting practice founded by Maria Rogers, who brings over sixteen years of HR experience across manufacturing, professional services, and travel, alongside a CIPD Level 7 Advanced Postgraduate Diploma in Human Resource Management. Rogers works as an accredited neurodiversity coach and received her own ADHD diagnosis in August 2023, a personal reference point that informs the practice’s approach to workplace inclusion. The consultancy is aimed at organisations — HR teams, line managers, and leadership — who want to build genuinely neuro-inclusive workplaces, as well as at neurodivergent individuals seeking one-to-one support to understand and manage their own working style.

The core offer spans several distinct services. Workplace support and case management provides facilitated help to both managers and neurodivergent staff navigating specific difficulties, including reviewing and implementing workplace adjustments and working through complex or conflict-laden situations. Bespoke neurodiversity training and workshops are tailored to individual organisations, intended to give teams practical knowledge for supporting neurodivergent colleagues with more confidence. Workplace neurodiversity coaching is pitched specifically at managers and HR professionals, building their understanding and giving them practical strategies and communication tools for working with neurodivergent team members. A policy development and review service helps organisations produce neuro-inclusive policies that are tailored to their context, workable in practice, and accessible to the whole workforce rather than sitting as a compliance document. Alongside the organisational offer sits one-to-one neurodiversity coaching for individuals with ADHD, autism, or combined ADHD and autism traits (AuDHD), with a strand introduced from April 2025 addressing the overlapping and sometimes contradictory challenges that come with holding both diagnoses at once.

The practice’s stated approach is explicitly strengths-based: it frames neurodivergent traits as a source of innovation and organisational strength rather than a deficit to be managed or minimised, and positions its aim as helping neurodivergent employees be recognised as valuable contributors rather than adjusted for as an afterthought. There is no language on the site referencing ABA, cure-oriented framing, normalisation to a neurotypical standard, or restraint — the emphasis throughout is on adjusting environments and management practice around the person, not on changing the person.

Available client feedback is limited but consistent with this framing: one reviewer described Rogers as supportive, patient, and informative in helping them understand autism and adapt their own approach to better support a team member, pointing to a coaching style focused on building manager understanding and confidence rather than prescribing fixed solutions. The site does not detail a specific client roster, sector specialisms beyond Rogers’s own HR background, or measurable outcomes, so prospective clients should treat the practice as an emerging, founder-led consultancy rather than one with an extensive published track record — its main strength on the evidence available is the combination of substantial generalist HR experience with lived, personally grounded understanding of ADHD and autism in the workplace.