Episode 7: Rethinking DEI: how inclusive cultures drive organizational as well as personal success
Published on 19 November 2024 • Hosted by Dr Lisa Colledge
In recent years, diversity, equity, and inclusion (DEI) has become a central topic for organizations. But while DEI initiatives have created some progress, many organizations are hitting a plateau or facing "diversity fatigue." As leaders struggle with whether to add yet another dimension to their list of diversity programs, such as neurodiversity, there’s a pressing question: is DEI truly contributing to our organizational goals?
This is the focus of Episode 7 of “Culture by Neurodesign”, where I discuss the need for a fresh approach to DEI. Rather than viewing it as a checkbox for representational diversity, I believe we should see it as an enabler of our organizational mission. In particular, I advocate for focusing on cognitive inclusion—creating environments that support diverse thinking and working styles. This shift can have measurable impacts on both individual and organizational performance.
The business case for inclusion
Organizations often face skepticism from leadership when it comes to DEI. While there has often been investment in employee resource groups (ERGs) and networks, which continue to play a valuable role, they’re not enough to drive the organizational change leadership expected to see. For DEI to be prioritized at the leadership level, there must be an expectation and demonstration that it can deliver tangible value that aligns with the organization’s mission.
Studies show that when people are authentically themselves, they experience higher well-being, which translates into reduced absenteeism and lower burnout. But beyond minimizing these costs, there’s a positive gain: individuals think more flexibly and creatively, which leads to stronger individual and team performance.
Measurable benefits of cognitive inclusion
I describe a study that reports the cognitive boost people experience when they embrace their multifaceted identities. When children think about themselves in terms of multiple identities, rather than multiple physical attributes, they perform significantly better in tasks that require flexible thinking. Imagine the benefits if we encouraged this kind of cognitive flexibility in your workplace!
Moreover, the data on employee engagement is compelling. In high-engagement organizations, we see remarkable metrics: 78% lower absenteeism, 51% lower turnover, and up to 23% higher profitability. Cognitive inclusion and authentic engagement contribute to these results, as employees feel more invested and aligned with the company’s mission.
Shifting DEI to serve the organizational mission
For organizations, DEI should not just be about "doing the right thing"; it should be an enabler of organizational success. When we create a truly inclusive culture that values diverse contributions, we elevate both individual performance and organizational outcomes.
By investing in inclusion, you’re not only supporting DEI—you’re setting your organization up for measurable success.
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.
