The module your curriculum is missing.
Your organization already invests in education on difference. Odds are good that neurodiversity is not in it. Not because anyone decided against it, but because almost no one qualified to teach it is offering it.
The gap you already suspected
If you run learning and development or sit in HR, you have likely built a real curriculum: race, gender, generational difference, accessibility, bias. Thorough work, done in good faith.
Now check whether neurodiversity is anywhere in it. For most organizations it is not, and the reasons are structural. The category is newer. The population is invisible, so nobody is visibly asking. It refuses to map onto the demographic buckets the rest of the curriculum is organized around. And the people with clinical depth in ADHD and autism have spent their careers in therapy rooms and schools, not in front of your managers.
Which leaves a specific problem for whoever is evaluating vendors: plenty of speakers will talk about neurodiversity. Far fewer have spent twenty years working with these minds.
Formats that fit an existing program
Built to slot into what you already run, in the shape your calendar and budget already accommodate.
Workforce development
Half-day or full-day sessions for teams. What neurodivergence looks like at work, and what changes when a system accounts for it.
Manager and leadership training
The people who write performance reviews and approve accommodations. Usually the highest-leverage group in the building.
Continuing education sessions
Structured educational content for professional development programs, built to slot into an existing calendar.
Curriculum integration
You already run diversity education. This adds the module it is missing, in the format your program already uses.
Lunch-and-learns and all-hands
Shorter format for broad audiences. Good first step when you are testing appetite before committing budget.
Onboarding content
For organizations that want this established as baseline knowledge rather than a one-time event.
Sessions are professional education and training. Continuing education credit is not currently issued through an accredited provider arrangement; if your program requires accredited CE units, tell me during scoping and we will address it directly.
Your managers should leave able to do something
The measure is whether a manager handles the next conversation better than they would have last week. Not whether the room felt moved for an afternoon.
Scoping starts with what is happening inside your organization, so the session is built around the situations your people are already in.
Typically covered
- What neurodiversity is, in language that does not require a background in it
- How ADHD and autism present in high-performing adults rather than in children
- Masking, and why your strongest people may be your most depleted
- Why most accommodations are small, cheap, and improve conditions for everyone
- How to write and deliver feedback that lands as information rather than threat
- What managers can say and ask, and where the legal lines sit
- Retention: why capable people leave, and what it costs to replace them
Twenty years of practice behind the material
I coach and teach for a living, and I am also a Licensed Professional Counselor. More than twenty years of that work has been with neurodivergent people in nearly every setting there is: individual and group therapy, testing, schools, college and graduate programs, workplace interventions, administration, board work, and nonprofit leadership.
That range is the point. I have worked with people holding doctorates and people holding high school diplomas, across the full age span, which means I can pitch the same material to your executive team and your shop floor without watering it down for either.
Everything in a session came out of that practice. None of it is secondhand.
Open for media and podcasts
I take podcast interviews, panels, webinars, and expert commentary for print and broadcast. If you are working a story on neurodiversity at work and need a source who treats it clinically rather than as a trend, get in touch.
Topics I can speak to
- Neurodiversity in the professional workforce
- Adults diagnosed with ADHD or autism late in life
- Masking, burnout, and the hidden cost of high performance
- What employers get wrong about accommodations
- The generational split between accommodated new hires and self-taught senior staff
- Coaching and emotional regulation for neurodivergent professionals
Working with me
- Remote or in person; recorded or live
- Comfortable with unscripted formats and live Q&A
- I will tell you plainly when something falls outside what I can speak to
- No client details, ever, in any format
Deadline work: call 214.789.4214 rather than emailing. Fastest way to reach me.
Stoar's professional education delivers neurodiversity training to employers: workforce development sessions, manager and leadership training, continuing education content, and curriculum integration for organizations whose existing diversity programs do not cover neurodivergence. Led by Logan Williamson, LPC, with 20+ years of clinical work in ADHD and autism. Available for podcasts, panels, and expert media commentary. Based in Dallas, working nationally.
Tell me what your program is missing.
The first conversation is free, and it is mostly me asking what is already happening in your organization. If this is not the right training for you, I will say so.