On 19 June, the Neurodiversity Experience Day in Brussels will bring together companies, talent and experts to rethink the inclusion of people with neuroatypia. A topic that is often misunderstood in the workplace.
We hear a lot about diversity — but much less about neurodiversity. Yet neurodiversity affects 15-20% of the population. Autism, ADHD, ‘dys’ disorders (dyslexia, dyspraxia, dyscalculia, etc.), high intellectual potential (HIP)... these atypical profiles are everywhere... except that in the workplace, they are rarely seen, or rather: not recognised. Why is that? Audrey Carrafa & Moira Wrathal, founders of the awareness agency Hypersens, explain that neuroatypicals adapt silently at work, hiding what makes them different in order to ‘fit in’.
Nevertheless, this constant camouflage comes at a human cost: exhaustion, isolation, burn-out. And at a collective cost too: the untapped potential that these talents could bring if the work environment really allowed them to exist as they are. The Neurodiversity Experience Day (NED), organised by Hypersens in collaboration with Beci, aims to turn this perspective around. What if neuro-inclusion were not just a niche HR issue, but an asset for working better together?
Playing collectively
‘Taking the guilt off neurodivergent individuals and giving all employees the space to express themselves and the tools to adapt, as well as a climate of trust and psychological safety, makes for better collective regulation’, explain Audrey Carrafa & Moira Wrathal.
Behind the adaptation difficulties of the people concerned, it is often the dysfunctions of the structures themselves that are revealed: unclear instructions, information overload, unspoken rules that have to be guessed at... For the organisers of the NED, these ‘weak signals’ spotted by neuroatypical profiles could be used to rethink the work environment. Clarifying expectations, diversifying communication formats, embracing different working rhythms: small adjustments that benefit far more people than you might think.
Challenging the norm, unlocking ideas
In practice, the world of work still tends to value one dominant type of profile (often through unspoken codes): fast, sociable, good at speaking and multitasking. These are all criteria that can exclude people who are meticulous, creative, intuitive, ultra-focused... but perhaps ‘outside the norm’. The founders of Hypersens emphasise: ‘Embracing neurodiversity means being willing to question these norms and appreciate different ways of thinking.’
Some companies have already caught on. According to Deloitte, neuro-inclusive teams generate 2.5 times more new ideas. Giants such as SAP, Microsoft, IBM and Bank of America have long been adopting this approach. And the result? A 30% increase in productivity, a 20% increase in staff retention and a 40% reduction in burnout, according to data from the Neurodiversity Foundation and Harvard Business Review. Collective intelligence takes on a whole new dimension when it is truly collective.
Rethinking workplace culture
Let’s be clear, this isn’t about paternalism. It's not about ‘making room’ for those who are different, but about understanding that these differences reveal the limits of work organisations. The more inclusive an organisation becomes, the fairer, more agile, and more human it becomes too.
Audrey Carrafa and Moira Wrathal emphasise that this change shouldn’t fall on the shoulders of managers alone. It requires a collective effort: training, providing tools, listening, opening up opportunities for expression, and creating a culture of psychological safety. In short, a working environment where everyone can be themselves without fear of judgement or exclusion.
See you at Beci
On 19 June, the Neurodiversity Experience Day will take place at Beci. As the first Belgian summit entirely dedicated to neuro-inclusion in the workplace, it will bring together HR, managers and the people concerned around testimonials, workshops and immersive experiences. At the end of the day, isn't a better understanding of neurodiversity a better way of working together?