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.”
Want one recommendation for further reading?
Take a look at my article Rethinking Diversity at Work that was published in the University of Oxford’s Linacre College alumni newsletter.
I’m Dr Lisa Colledge, and I help ambitious leaders build future-ready teams they trust to deliver now and adapt to whatever’s next — driving engagement, performance, and enduring resilience.
Learn more about building Neuro-Inspired Teams that outpace, outperform, and outlast your competition.
