Lisa Colledge Consulting designs inclusion into how people participate, contribute and succeed, rather than relying only on reasonable individual accommodations.

This policy explains the principles that guide our work with clients, research participants, collaborators, associates, subcontractors and suppliers.

1. Our commitment

Lisa Colledge Consulting is committed to treating people fairly, respectfully and with dignity.

We aim to create equitable opportunities for people to participate and contribute, regardless of age, disability, ethnicity, sex, sexual orientation, gender identity, neurodivergence, religion or belief, socioeconomic background, caring responsibilities or other personal circumstances.

We do not tolerate discrimination, harassment, bullying, victimization or other behavior that undermines a person’s dignity or ability to participate.

2. A neurodivergence-informed approach

Our approach to inclusion is informed by neurodivergent experiences. These experiences often reveal unspoken assumptions about how people are expected to communicate, process information, participate, manage cognitive load and demonstrate contribution.

Neurodivergent people are found across every demographic group, and their experiences are shaped by their other identities and circumstances. A neurodivergence-informed approach therefore underpins and complements, rather than replaces, explicit attention to other forms of inclusion.

Where possible, we use universal and inclusive design so that people can participate without needing to disclose a diagnosis, condition or personal characteristic. This is particularly important where people may not have a formal diagnosis, may not recognise that an adjustment would help, or may not feel safe or comfortable disclosing personal information. Inclusion should not depend on someone first identifying themselves as different and asking for an exception.

More details on this approach can be found in: Stop waiting for a diagnosis: why neuro-inclusive design beats traditional accommodations.

3. Our operating principles

Our work is guided by the FITTM principles and by Freedom within a Framework.

Fair

Fair does not always mean treating everyone identically.

We consider what enables each person to participate and succeed, alongside the impact on the wider team or system. Inclusion should operate as a two-way relationship rather than placing all responsibility on either the individual or the people around them.

Intentional

Inclusion is designed in proactively from the outset. It is not added as an after-thought or considered only when someone experiences difficulty and requests an exception.

We consider accessibility, communication, participation, decision-making and potential barriers when work is planned.

Team-Minded

Inclusion is a shared responsibility and should not be placed solely on people from minority or underrepresented groups. It should be supported by individuals, teams, leaders and the systems within which they work.

Freedom within a Framework

Freedom within a Framework is an operating principle that combines clear direction with flexibility in how people contribute.

The framework defines what is not negotiable: often the purpose, intended outcomes, boundaries, responsibilities and decision rights.

The freedom lies in how people work within that framework: how they contribute, communicate, organize their work, apply their strengths and help shape the route to the agreed outcome.

This provides enough structure to create clarity and direction without over-controlling the people who participate in and take ownership of the work.

4. How we apply this policy

In our consulting, research and facilitation work, we aim to:

• Use accessible language, formats and structures.

• Make reasonable adjustments where they are needed.

• Distinguish equality of treatment from equity of opportunity.

• Offer more than one appropriate way for people to contribute.

• Avoid overinterpreting input from very small or unrepresentative groups.

• Consider the effects of decisions on individuals, teams and the wider system.

• Provide clear information about purpose, expectations, timing and participation.

• Consider whose voices may be missing and take proportionate action to include them.

• Communicate necessary changes clearly and, where possible, explain the reasons for them.

• Protect confidentiality and handle personal information responsibly, in line with our Privacy Policy.

• Select associates, subcontractors and specialist partners who work consistently with these principles.

• Remain open to learning and welcome suggestions that help us improve how we apply these principles.

Where specialist technical expertise is needed, such as formal accessibility testing, we seek advice from suitably qualified partners.

5. Raising a concern

Anyone who would like to learn more about this policy, or who has concerns about how they have been treated while working with Lisa Colledge Consulting is encouraged to contact Dr Lisa Colledge directly at lisa@lisacolledgeconsulting.com.

Concerns will be considered promptly, sensitively and fairly. Raising a concern will not result in adverse treatment.