B2B consulting · Neurodivergence at work
Part of your workforce is doing the job twice.
You only see half of it — and you are paying for the other half anyway.
30 minutes, free, online. Reply within 2 working days.
Our premise
The problem is rarely the person. Most of the time it is the environment.
Someone working against their own perception in an open-plan office does not produce less — they produce at a higher cost. We do not change people. We change the conditions they work under.
Orders of magnitude
15–20 %
of people are neurodivergent. In a team of 200 that is 30 to 40 people — most of them without a diagnosis.
Doyle, British Medical Bulletin, 2020
6–9×
monthly salaries is what replacing someone costs — recruiting, onboarding and lost productivity combined. Resignations caused by overload are the most avoidable kind.
SHRM rule of thumb
These are orders of magnitude from public sources. In the intro call we work with your numbers — turnover, days lost, time to backfill.
Why this belongs on your desk
01 — Cost
Turnover is the most expensive form of feedback.
People rarely resign over the work itself. They resign over the conditions — after months of quiet overload, often via a long sick leave. Keeping someone is almost always cheaper than replacing them.
02 — Performance
You are already paying for output you never receive.
Masking — permanently hiding how you differ — consumes concentration your work never gets. People who get that energy back do not work more pleasantly, they work better.
03 — Obligation
Reintegration, inclusion, occupational safety — audited when it counts.
Company reintegration management, disability law, psychological risk assessment: the obligations already exist. The question is whether your managers can meet them day to day.
04 — Leadership
Your managers want to help. They lack the words.
Generic diversity training stays too abstract to survive the Monday meeting. What is missing are phrasings, rules and decisions you can apply the next day.
Services
All services in detailWorkshop
Making managers capable of acting: tools instead of appeals. Half a day, on site, remote or hybrid — 1,500 €, remote 1,200 €. No VAT is charged (small business regulation, Section 19 German VAT Act).
Individual case consulting
When there is a specific case: reintegration, return to work, conflict, a resignation on the horizon.
Workplace adaptation
Accessible workplaces: sensory load, communication, processes — prioritised by impact and effort.
Ongoing support
A fixed point of contact for HR and leadership, with a monthly allowance. Predictable and confidential.
Why theseamless
Eric Wenzel
Founder · Autistic with ADHD · 15 years in product and leadership
I know both sides of the desk.
For 15 years I have owned digital products and led teams — at BMW Group, Sdui, dirico.io and as a CPO. And I am autistic with ADHD.
I know the perspective of the manager who needs a decision — and that of the person fighting their own perception in an open-plan office. That combination is what makes this consulting concrete rather than academic.
How it works
01
Intro call
30 minutes, free, online. You describe the situation — we tell you honestly whether and how we can help.
02
Analysis & action plan
We look at workplaces, processes and the specific case, and prioritise measures by impact and effort.
03
Implementation & support
Workshop, adaptation, ongoing support — as much as needed, as little as possible.
For employees
Are you neurodivergent yourself, and not looking for consulting for your company?
There is a quiet page for you. Confidential, without going through your employer, without having to explain yourself.
Let us talk.
Write to us about what is going on — reply within 2 working days. No obligation to call.