The Workplace of the Future Embraces Human Diversity – Neuroinclusion Once Again Takes Centre Stage in Economic Dialogue

What strengths lie in different ways of thinking? How can we create workplaces where people feel safe, can develop their abilities, and make meaningful contributions to organisational success?

These questions were explored at the conference “Hidden Talent in Organisations – The Power of Neuroinclusive Practices 2”, held in Debrecen on 7 October 2026. The event was organised by the Hungarian Economic Development Agency (MGFÜ) and the Hajdú-Bihar County Chamber of Commerce and Industry (HBKIK). For the second time this year, the two organisations brought together business leaders, professionals and representatives of the economic sector to discuss neurodiversity and inclusive organisational practices.

This professional dialogue is particularly important to the Blue Forest Foundation (Kék Erdő Alapítvány). For years, we have been working to advance the understanding of neurodiversity as a natural part of human diversity, and to help more institutions, communities and workplaces become neuroinclusive.

Human Diversity, Economic Value

Discussions about business competitiveness often focus on technological progress, digitalisation, artificial intelligence and innovation. Yet behind every successful organisation are people with different abilities, ways of thinking, experiences, needs and strengths. Some recognise complex connections remarkably quickly; others notice patterns and details that might escape someone else. Some excel at creative problem-solving, while others have particular strengths in organisation, sustained concentration or developing new approaches.

These abilities can flourish when the working environment supports individual ways of functioning. A neuroinclusive organisational culture recognises neurological and cognitive diversity and consciously creates conditions that support employee wellbeing, autonomy, collaboration and performance.

At the conference, Gergely Balla, Director of Business Development at MGFÜ, and Dr Éva Skultéti, Secretary General of HBKIK, highlighted the economic importance of recognising human abilities. As the world of work evolves, organisations increasingly need to understand how people function and adapt their practices accordingly.

Neuroinclusion Begins with Everyday Practices

Creating an inclusive workplace often starts with simple changes: appropriate lighting, reduced noise, spaces for focused work and clear, predictable communication. Equally important are recognising individual needs, flexible working arrangements and psychological safety, so employees feel comfortable expressing what they need to work effectively and maintain their wellbeing.

Neuroinclusive practices can benefit the entire organisation. Clear expectations, transparent processes, thoughtfully designed environments and supportive leadership can accommodate a wide range of employee needs. Corporate and institutional examples presented at the conference demonstrated opportunities to make organisational practices more human-centred.

Hans-Peter Kemser, President and CEO of BMW Manufacturing Hungary Ltd., discussed human-centred approaches to the design and operation of the Debrecen manufacturing facility. Considering individual abilities, creating spaces that support collaboration and assigning tasks according to strengths can all contribute to modern organisational practice.

Katalin Vizi, Managing Director of the MODEM Centre for Modern and Contemporary Arts, presented possibilities for autism-friendly museum operations, illustrating how neuroinclusion extends beyond workplaces to cultural institutions and community spaces.

Mariann Hornyák: From Professional Knowledge to Practical Application

Mariann Hornyák, founder of the Blue Forest Foundation, contributed to the conference as an MGFÜ business expert, presenting experiences and methodological considerations related to educational content development. One essential condition for advancing neuroinclusion is making knowledge accessible to companies, leaders and employees so they can better understand different neurological ways of functioning and their workplace implications. This requires awareness-raising, practical methodologies and tools that can be used in everyday organisational life.

Conference participants also received Dialogue on Neurodiversity (Párbeszéd a neurodiverzitásról), a collection of interviews published by MGFÜ and edited by Mariann Hornyák. The publication and the work surrounding the conference demonstrate the importance of bringing together different perspectives, lived experiences and fields of expertise in conversations about neurodiversity.

A Sensory-Friendly Environment Sends a Message of Its Own

The conference took place in a sensory-friendly environment, reinforcing its message through the way the event itself was organised. Environmental stimuli — lighting, sounds, spatial layout, proximity to others and predictability — can affect how safe we feel, how well we concentrate and how fully we participate. A sensory-friendly approach takes nervous system needs into account and helps make shared spaces and events more accessible.

Creating such environments is a central part of the Blue Forest Foundation’s work, whether in educational institutions, community spaces, events or workplaces.

A Sensory-Friendly Environment Sends a Message of Its Own

Creating such environments is a central part of the Blue Forest Foundation’s work, whether in educational institutions, community spaces, events or workplaces.

SensoryOffice – Human-Centred Workplaces in Practice

The Blue Forest Foundation’s SensoryOffice approach is based on the understanding that consciously designed workplaces, greater awareness of neurodiversity and improved leadership practices can create organisational conditions that support wellbeing and allow individual abilities to flourish.

Workplace neuroinclusion can be developed across several interconnected areas:

Sensory-friendly environments: thoughtful adjustments to lighting, noise levels, spatial arrangements and other stimuli.
Neuroinclusive leadership: understanding different ways of functioning, recognising individual needs and strengthening psychological safety.
Accessible communication: clear information, predictable processes and multiple ways to engage and communicate.
Autonomy and participation: enabling employees to express their needs and participate in decisions that affect them.
Strengths-based organisational culture: recognising and supporting diverse abilities and ways of thinking.

These principles are closely aligned with the human-centred vision of Industry 5.0, which places wellbeing, sustainability and resilience alongside technological development.

Two Conferences in One Year – A Sign of Growing Social Awareness

In March 2026, MGFÜ and HBKIK organised their first joint sensory-friendly conference, focusing on the experiences of neurodivergent entrepreneurs and the possibilities for a more inclusive economic environment. The October event continued this dialogue and further explored the economic, leadership and organisational significance of neuroinclusion.

We are encouraged to see this subject engaging more economic stakeholders and becoming part of professional discussions about business development. Over time, neuroinclusive practices can contribute to a society in which more people have access to independence, safety, meaningful employment and community participation.

At the Blue Forest Foundation, we work to ensure that the value of human diversity is reflected in everyday practice, and that our environments become more accessible, supportive and safe for people with different needs.

We are pleased that more professional and economic stakeholders are becoming partners in this shared vision.