What does true inclusion look like beyond checkboxes and buzzwords? Will Savell shares his powerful journey through ADD, burnout, masking, and personal reinvention. From being labeled “learning disabled” to rising into executive leadership, his story reveals the hidden toll of success built on suppression and the freedom that comes from embracing neurodivergence. This candid conversation explores what it really takes to feel seen and supported at work, and offers a practical, human-centered approach for leaders who want to respond with empathy and build truly neuro-inclusive teams.

In DEI discussions, straight white men may feel unsure of their role, but they are crucial to driving change. DEI should be viewed as a strategic opportunity, not a box-ticking exercise. It’s about embracing differences, whether generational, educational, or neurodiverse, and fostering cognitive inclusion to improve engagement, innovation, and retention. Leaders should approach DEI as a strategic initiative, starting small and iterating toward a more inclusive culture. Straight white men, as the leadership majority, play a key role in creating workplaces where everyone thrives, benefiting the organization as a whole.

DEI leadership is challenging, but avoiding engagement isn’t the answer. Leaders must embrace authenticity, learn from mistakes, and adapt to criticism. Missteps, like those of Salesforce’s CEO, can spark growth if handled thoughtfully. Sometimes, holding back—like focusing on internal change instead of public statements—can be strategic. Key principles include aligning actions with values, viewing criticism as an opportunity, and prioritizing engagement over perfection. Leading with resilience and authenticity fosters lasting cultural progress.

Leaders must drive Diversity, Equity, and Inclusion (DEI) efforts, as relying on Employee Resource Groups (ERGs) is both ineffective and unfair. While ERGs provide advocacy and insights, they lack the authority, resources, and sustainability to lead organizational change. Leadership ensures unified vision, strategic alignment, and lasting integration of DEI into processes. ERGs play a vital supporting role, but success depends on leaders taking accountability and empowering these groups to amplify their impact.

Dr Lisa Colledge discusses the limitations of traditional diversity programs in organizations and urges leaders to rethink their approach to DEI.

While a diversity focus can create valuable communities and support networks, they often fall short of driving true equity and organizational success. Lisa highlights the importance of fostering a cognitively inclusive culture, where people of all neurostyles and backgrounds can contribute their best.

Dr Lisa Colledge challenges the current state of diversity, equity, and inclusion (DEI) practices. She proposes a shift in DEI focus, from simply achieving representational targets to fostering an inclusive culture that enhances organizational mission and measurable outcomes.

By focusing on cognitive inclusion and the impact on individual well-being and organizational metrics, she makes a compelling business case for why inclusion deserves a place as a strategic, leadership-led priority. Through research insights, including psychological studies on flexible thinking and engagement metrics, Lisa illustrates the tangible benefits that a leadership-led, inclusive culture can bring to both employees and the organization as a whole.