Neurodiversity

Tomorrow is September 1st. For most employees, the holiday season is over, and suddenly the calendar is packed again with meetings, deadlines, appointments, and more. Home life demands attention too.
How do we ensure a smooth transition from holiday to work? How do you organize your professional and family life so that by the end of the workday you still have time and energy left for yourself?

The weather in June 2026 has confronted us with a new reality: two consecutive heatwaves in short succession. While fans worked overtime and ice creams were distributed, one crucial factor often remained unaddressed. Heat does far more than just make us sweat; it has a direct, profound impact on our brain and our mental resilience.

On average, women wait four months longer for a correct diagnosis than men. This is not because their bodies are inherently more complex, but because clinical science has been modelled on men for centuries.

‘As a company, we want to take neurodivergent employees into account… but they don’t tell us anything about their diagnoses!’

This is a common observation during lectures or workshops. HR managers and team leads increasingly understand the importance of neuro-inclusive approaches and processes, but sometimes stumble over the fact that their employees do not disclose their diagnoses.

Neurodiversity Pride (16 June or week of 10-17 June) is an important moment to show that everyone belongs and is valued, regardless of how their brain and mind works. More and more organizations are recognizing the value of neurodiversity. Neurodivergent individuals can think and problem-solve in unique ways, leading to increased innovation and better results. Does your organization want to celebrate Neurodiversity Pride too? Here are some ideas to show that you embrace neurodiversity.