13/08/2025
In an illuminating discussion with IEP’s Tracy Jory MIEP, Kathryn Jellings FIEP, Director of 3SC, shares insights into their Level 2 Understanding Neurodiversity training program, which has recently received IEP Endorsed By recognition. The conversation highlights both the urgent need for neurodiversity awareness in the workplace and the transformative impact of proper training.
The Critical Training Gap
The statistics Kathryn presents are striking. “Only 29% of employers have actually undertaken any form of neurodiversity training,” she says, describing this figure as “really shocking” given the prevalence of neurodiversity in both the justice and employability sectors. This gap becomes even more significant when considering that “around 50% of managers feel nervous or willing to admit to feeling nervous or worried about hiring neurodivergent individuals,” according to the ILM research she references.
3SC’s approach addresses this head-on through their Europe-wide recognised Level 2 accredited program, which goes beyond simple awareness training. “It’s really important to us that the training would have a legacy piece to it as well,” Kathryn explains, emphasising how participants are encouraged to examine their organisation’s current practices and implement lasting policy changes.
The Business Case for Neurodiversity
The financial benefits of embracing neurodiversity are compelling. She notes that “organisations who embrace neurodiversity make less mistakes. They are more innovative and also record up to 40% more profit as well.”
3SC walks the talk, with approximately 70% neurodivergent staff, resulting in remarkable outcomes: “our sickness and absence rates are less than 1/4 of the national average. And our staff retention rates are also very, very low.”
Real-World Transformation
The program’s impact extends beyond theory into practical workplace improvements. Kathryn draws examples from organisations like the GMB union, who have successfully reviewed and updated their processes after completing the training. Simple changes
can make significant differences, such as “sending out the interview questions in advance” which “can actually elicit much better responses from people because ultimately an interview is an ambush.”
She says Welsh ICE, a Welsh business incubation unit, has found particular value in the accompanying neurodiversity toolkit, using it to better support small business owners, many of whom are neurodivergent themselves.
Sector-Wide Impact
For the employability sector specifically, the implications are profound. “Neurodivergent job seekers are the biggest group of job seekers so far, more than any other group,” Kathryn states, noting that “probably for advisers around 60% of their existing caseloads will be neurodivergent”. This makes the training not just beneficial but essential for sector professionals.
The IEP endorsement represents more than recognition – it validates that 3SC’s approach “adds value and we’re contributing to kind of the wider piece” in the employability sector.
Looking Forward
3SC has made their training accessible through both open courses and in-house delivery options. With an open course scheduled for September and increasing demand for organisational training, Jellings is optimistic about spreading best practices across the sector.
“I’m looking forward to the employability sector coming on a few more of our courses,” she says, highlighting the opportunity to share “everything that we’ve learned over all seven or eight years of delivering neurodivergent programmes”.
Watch the full interview at the top of this story to find out more about 3SC’s innovative approach and the transformative potential of proper neurodiversity training in creating more inclusive, productive workplaces.
Learn more about how IEP endorsement not only boosts your credibility and trust but also validates your professional excellence.