Neurodiversity consulting & organisational advisory
Most organisations don't lack good intentions on neurodiversity — they lack a way to turn them into practice that survives contact with hiring, performance reviews and daily management. That's the gap I work in, for SMEs, mid-sized companies and multinationals.
Scopes of engagement
A short diagnostic
A focused review of a specific process — hiring, onboarding, performance management, or workplace adjustments — surfacing where neurodivergent employees are quietly disadvantaged, with a prioritised set of fixes. Typically a few weeks.
Leadership enablement
Equipping managers and leaders with practical tools and language to work effectively with neurodivergent colleagues — not awareness training, but usable practice. Delivered as workshops, coaching, or embedded into existing leadership programmes.
Ongoing advisory
A longer relationship supporting HR, DEI or talent teams as they turn strategy into measurable, sustained change — culture, process redesign, and the leadership capability to sustain it. Typically a multi-month engagement.
Every engagement starts with a short scoping call to understand what's actually needed — I'd rather scope precisely than sell a fixed package that doesn't fit.
Who this is for
SMEs, mid-sized companies and multinationals, particularly those with strong tech and digital affinity, working across German-, French-, Spanish- or English-speaking teams.
Selected customers
United Internet AG, IKEA Switzerland and Concentrix.