Episode 8: We’ve invested in diversity. Can we hit pause?
Published on 26 November 2024 • Hosted by Dr Lisa Colledge
In today’s workplaces, diversity initiatives are widespread. But what if we’re missing the real potential of DEI – diversity, equity and inclusion - by focusing too heavily on fragmented diversity programs? In the latest episode of Culture by Neurodesign, I explore this question, challenging the conventional DEI approach that emphasizes diversity targets but fails to create a genuinely inclusive environment.
Diversity programs often target specific groups—such as women, people of color, or individuals with disabilities—offering separate initiatives with percentage goals. While these programs aim to “level the playing field,” I argue that they inadvertently create a new kind of inequality, often sidelining other highly qualified candidates who don’t fit within the defined categories. “It’s not fair to make different groups take turns with privilege.” This rotating privilege approach doesn’t foster long-term inclusion and can lead to resentment rather than unity.
Instead, I advocate for a shift towards cognitive inclusion, a model that acknowledges the spectrum of cognitive styles across all employees, not just those officially recognized as neurodivergent. This shift means fostering an environment where everyone—regardless of thinking style—can thrive. Inspired by my experiences with my autistic son, I discovered that implementing practices designed for neurodivergent individuals, such as improved communication and teamwork training, actually benefited everyone. This realization led me to conclude that a universal design approach to DEI could offer powerful, measurable business results.
I advise leaders to prioritize building a cognitively inclusive culture over isolated diversity programs. Cognitive inclusion requires dedicated leadership, strategic investment, and company-wide commitment, but the rewards—enhanced wellbeing, engagement, innovation, and profitability—are well worth it.
“Keep supporting ERGs and diversity networks, but as a leader, focus on creating an inclusive culture where everyone can succeed.”
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.
