Inside View
I share thought leadership exploring the transformative impact of embedding neuro-inclusive design in the culture of our teams and workplaces. People metrics, such as engagement and wellness, soar, as do business metrics such as retention, innovation, and overall performance.
I draw on scientific and business literature, as well as personal experience, to discuss how taking inspiration from neurodivergence-inclusion and sharing it amongst everyone builds teams where every member – regardless of their cognitive style – can thrive. Cognitive inclusion is truly universal.
Browse through my articles below, or get started with these curated reading lists.
How do you quantify the impact of neuro-inclusion in organizations? (with video)
Measuring neuro-inclusion in organizations by focusing solely on the proportion of neurodivergent employees overlooks the essence of true inclusion. Rather than fixating on headcounts, organizations should define outcomes driven by neuro-inclusive practices, such as enhancing innovation culture. By identifying metrics that measure improvements in innovation and collaboration, organizations can effectively gauge the impact of their neuro-inclusive initiatives. These metrics, complemented by qualitative insights, provide a holistic view of organizational change, ensuring that neuro-inclusion leads to meaningful transformation rather than mere tokenism.
Why organizations should bet big on neuro-inclusion (with video)
Investing in a neuro-inclusive culture can boost innovation and profitability, with diverse leadership teams generating up to 19% more innovation revenue and 9% higher operating profit. Instead of fragmented diversity programs, a neuro-inclusive approach unites different diversity dimensions, creating a more inclusive and supportive environment where all employees can thrive and contribute value.