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Hosted by Dr Lisa Colledge, founder of Lisa Colledge Consulting, Culture by Neurodesign explores how cognitive inclusion, inspired by neurodivergence-inclusion, can transform organizational cultures. Cognitive inclusion, which she sees as the universal design of DEI strategies, not only drives healthier, more engaged teams but also enhances business outcomes.
Inspired by best practices for enabling neurodivergent thinking styles like ADHD, dyslexia, and autism, Lisa guides leaders to create resilient, innovative environments where every team member can contribute their best and thrive. By integrating cognitive diversity, leaders can unlock their organization's full potential, navigating external disruptions, driving innovation, and competing for top talent.
Lisa offers expert insights into building cultures that prioritize both performance and well-being, empowering leaders to foster high-performing, adaptable teams.
If you're a forward-thinking leader dedicated to cultivating a high-performance culture that thrives in the face of change, Culture by Neurodesign provides the tools and strategies to achieve that vision.
Join us to discover how embracing diverse thinking styles can transform your organization into a talent magnet, boosting innovation and long-term success.
Episode 7: Rethinking DEI: how inclusive cultures drive organizational as well as personal success
Dr Lisa Colledge challenges the current state of diversity, equity, and inclusion (DEI) practices. She proposes a shift in DEI focus, from simply achieving representational targets to fostering an inclusive culture that enhances organizational mission and measurable outcomes.
By focusing on cognitive inclusion and the impact on individual well-being and organizational metrics, she makes a compelling business case for why inclusion deserves a place as a strategic, leadership-led priority. Through research insights, including psychological studies on flexible thinking and engagement metrics, Lisa illustrates the tangible benefits that a leadership-led, inclusive culture can bring to both employees and the organization as a whole.
Episode 8: We’ve invested in diversity. Can we hit pause?
Dr Lisa Colledge discusses the limitations of traditional diversity programs in organizations and urges leaders to rethink their approach to DEI.
While a diversity focus can create valuable communities and support networks, they often fall short of driving true equity and organizational success. Lisa highlights the importance of fostering a cognitively inclusive culture, where people of all neurostyles and backgrounds can contribute their best.
Episode 9: Why leaders, not ERGs, must drive DEI initiatives
Leaders must drive Diversity, Equity, and Inclusion (DEI) efforts, as relying on Employee Resource Groups (ERGs) is both ineffective and unfair. While ERGs provide advocacy and insights, they lack the authority, resources, and sustainability to lead organizational change. Leadership ensures unified vision, strategic alignment, and lasting integration of DEI into processes. ERGs play a vital supporting role, but success depends on leaders taking accountability and empowering these groups to amplify their impact.
Episode 10: DEI in the media spotlight: are you feeling the pressure?
DEI leadership is challenging, but avoiding engagement isn’t the answer. Leaders must embrace authenticity, learn from mistakes, and adapt to criticism. Missteps, like those of Salesforce’s CEO, can spark growth if handled thoughtfully. Sometimes, holding back—like focusing on internal change instead of public statements—can be strategic. Key principles include aligning actions with values, viewing criticism as an opportunity, and prioritizing engagement over perfection. Leading with resilience and authenticity fosters lasting cultural progress.
Episode 11: DEI and the straight white male: finding your place in the conversation
In DEI discussions, straight white men may feel unsure of their role, but they are crucial to driving change. DEI should be viewed as a strategic opportunity, not a box-ticking exercise. It’s about embracing differences, whether generational, educational, or neurodiverse, and fostering cognitive inclusion to improve engagement, innovation, and retention. Leaders should approach DEI as a strategic initiative, starting small and iterating toward a more inclusive culture. Straight white men, as the leadership majority, play a key role in creating workplaces where everyone thrives, benefiting the organization as a whole.