Episode 11: DEI and the straight white male: finding your place in the conversation
Published on 17 December 2024 • Hosted by Dr Lisa Colledge
In recent discussions about diversity, equity, and inclusion (DEI), a common question lurks under the surface: What can I, as a straight white male, contribute? For many, DEI can feel irrelevant or intimidating. Others may struggle to prioritize it amidst competing strategic goals.
In the latest episode of Culture by Neurodesign, I challenge these assumptions head-on. Rather than approaching DEI as a box-ticking exercise, I reframe it as a foundational way to building more innovative, resilient, and inclusive organizations.
Relevance: DEI is about all of us
DEI isn’t just about ethnicity, gender, or sexual orientation. It’s about being different from the norm you find yourself in. Leaders may encounter generational or educational differences, or may have personal experiences with neurodiversity or other challenges. These are all opportunities to connect with DEI.
Prioritization: DEI is a strategic opportunity
Far from being a "nice-to-have," DEI initiatives—especially those that foster cognitive inclusion—should be tied to tangible business outcomes. I employ cognitive inclusion programs as a means to improve employee engagement, reduce turnover, and attract top talent, as well as to empower diverse thinking styles to driving innovation and resilience.
Intimidation: start small, think big
It’s understandable to feel uncertain about joining DEI conversations for the first time. Start by treating inclusivity as you would any strategic initiative. Gather insights, test small-scale efforts, and build confidence over time. Think of it as creating a Minimum Viable Product (MVP)—an iterative process toward a more inclusive culture.
Straight white men are critical to the success of DEI efforts because they remain the leadership majority. By committing to inclusivity, we can create workplaces where everyone, regardless of their background, thrives and which optimize the value of your organization.
If you’d like to read about how to measure the outcomes of a cognitively inclusive culture, read this article or watch the video: How do you quantify the impact of neuro-inclusion in organizations?
I'm Lisa, and I help leaders create inclusive cultures that embrace all neurostyles. By empowering every team member to contribute at their best, while fostering mental well-being, you will boost innovation, retention, and talent acquisition—leading to enhanced business performance.
Click here to learn more about how my services can transform your team.
