How Friction for Your Neurodivergent Employees Is Costing You Performance — And the Basic Fixes That Improve the Experience for All

Your neurodivergent talent is disengaged, underperforming or leaving without explaining why.

Hidden friction in workflows, communication norms, and physical environments creates daily exhaustion that drives attrition.

Meet Laurence Paquette, Vice President Global Head of Marketing at Vestas (late-diagnosed autistic), and Sociologist, Stine Ringvig Marsal, Founder of InklusioNordic (late-diagnosed ADHD).

Drawing from lived experience and executive practice, they map the specific infrastructure gaps that force neurodivergent employees to overperform just to survive - and the basic accommodations that retain them.

The curb-cut effect:
The same fixes that remove friction for neurodivergent staff reduce burnout across your entire workforce. Learn the infrastructure changes that boost retention, productivity, and belonging for all employees without massive budgets or complex individual accommodations.

For: CHROs, D&I Leads, People Operations and Leader Seminars

Why Neurodivergent-Friendly Design Is Your Fastest Path to Universal Loyalty and Revenue

20% of your potential customers / guests are neurodivergent, yet they're opting out of your experience without complaining.

Hidden barriers in booking systems, sensory environments, and communication create friction points that cost you revenue you'll never see in your complaints data.

Join Stine Ringvig Marsal, Sociologist & Experience Management Expert, to identify the "ghost revenue" leaks in your customer journey.

Drawing on inclusion experience research and lived expertise, she reveals why neurodivergent-friendly design isn't niche accommodation, it's the multiplier that elevates experience for all customers.

The business case:
Small infrastructure changes that remove barriers for neurodivergent guests simultaneously increase satisfaction, loyalty, and spend across your entire customer base. Capture hidden market share while improving the experience for everyone.

For: CX Directors, Revenue Managers, Marketing Leads in Hospitality, Tourism & Cultural Institutions.

How the 3 Basic "Enablers" That Support Neurodivergent Colleagues Boost Performance for Everyone

Your neurodivergent employees aren't burning out or leaving because they can't do the work. They're leaving because basic workplace infrastructure creates daily friction that standard engagement surveys never capture.

Based on qualitative interviews with neurodivergent professionals across industries, this keynote maps the three specific barriers forcing your best talent to overperform just to survive.

Discover the three enablers that remove friction for neurodivergent staff first, but in reality improve workplace experience and performance across your entire organisation.

The infrastructure changes that reduce burnout, accelerate decision speed, and improve output for your entire workforce.

Learn the exact red thread:
Why designing for the 20% who process differently elevates performance, belonging, and retention for 100% of your employees.

No complex individual plans required just basic fixes that work for all.

For: CHROs, People Operations, and Team Leaders ready to move from awareness to infrastructure.

What Late-Diagnosed Autism Reveals About Your Hidden Executive Talent

Learn how "Masking" Culture Forces Your Best Strategic Minds to Burn Out or underperform and the Three Shifts That Unlock Authentic Leadership for All

Your highest-potential leaders are exhausting themselves performing "executive presence" rather than actually leading.

Late-diagnosed neurodivergent professionals - particularly those who've spent decades "masking" to fit corporate molds - are hitting walls not because they lack capability, but because your leadership culture demands constant personality performance rather than strategic output.

In this raw, personal keynote, Laurence Paquette (Vice President Global Head of Marketing, late-diagnosed autistic) exposes the specific friction between neurodivergent cognitive styles and traditional leadership norms:

-the expectation for rapid context-switching that destroys deep strategic thinking

-the pressure to read ambiguous social cues that forces constant anxiety

-the "always-on" collaboration culture that prevents the focused cognition required for complex decision-making.

How High-Performing Employees Are Masking Burnout, And the Three Leadership Habits That Enable Thriving for Everyone

Behind every "scary circus horse" — performing impressive professional feats while terrified and fighting for survival — is a nervous system running on fumes.

High-functioning doesn't mean high-wellbeing, and your most driven colleagues may be burning out while hitting every KPI.

Join Dr. Freja Rasmussen, Medical Doctor and Founder of TwistAcademics (autistic herself and also diagnosed with ADHD), and Stine Ringvig Marsal, Founder of InklusioNordic (late-diagnosed ADHD), as they dissect Stine's raw career autopsy: years of undiagnosed ADHD, the exhaustion of daily masking, and the workplace barriers that brought on burn-out.

Through clinical translation and lived experience, they reveal why standard stress courses fail neurodivergent employees and three specific leadership habits that prevent the "scary circus horse" dynamic: sensory-aware environments, direct communication protocols, and cognitive flexibility.

These aren't special accommodations — they're the concrete shifts that protect neurodivergent talent while creating psychological safety and sustainable performance for your entire team.

Learn why equality isn't sameness, and how designing for different nervous systems unlocks potential for everyone. No complex medical jargon required — just practical habits that distinguish surviving from thriving.

For: All employees, team leads, and leaders ready to move from awareness to concrete habits that prevent burnout