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.

Dr. Lisa Colledge, CEO of Lisa Colledge Consulting, specializes in transforming ambitious ideas into actionable plans. She emphasizes her talent for breaking down intricate problems, influencing across teams without authority, and ensuring execution excellence. Guided by quotes that reflect her leadership philosophy and her strengths as a "Stimulator," "Creator," and "Provider," she is committed to fostering cognitive inclusion in organizations. Dr. Colledge invites collaboration to bring goals to life and hints at an upcoming podcast series exploring the evolution of diversity, equity, and inclusion.

Dr. Lisa Colledge discusses how thoughtful cultural change can drive lasting business success. She shares three case studies: SciVal, which revolutionized research decision-making through early customer engagement; a framework for responsible metrics that transformed how research institutions utilize data; and a cultural transformation within a merged department that boosted engagement and productivity. Key takeaways emphasize the importance of inclusion, education, and collaboration in fostering trust and achieving long-term success in any initiative.

Dr. Lisa Colledge discusses her approach to managing the risks of cultural change, likening it to launching a new product. She identifies four key elements essential for successful cultural transformation: leadership engagement, common purpose, upskilling, and process alignment. Additionally, she shares three strategies from her experience—leveraging internal influencers, involving employees, and adopting an agile mindset—to ensure sustainable, long-lasting change. Dr. Colledge emphasizes that cultural change is a manageable skill set crucial for business growth and longevity.

Dr. Lisa Colledge’s journey toward her purpose began with her son’s autism diagnosis, inspiring her to champion cognitive inclusion in the workplace. As a leader, she saw how creating inclusive spaces boosted morale, engagement, and business outcomes. Now, through Lisa Colledge Consulting, she promotes cognitive inclusion as both a human-centered and strategic business approach, benefiting individuals and driving innovation and profitability.

Dr. Lisa Colledge shares her shift from indifference to passionate advocacy for diversity, equity, and inclusion (DEI). Initially unengaged, key experiences—such as a colleague feeling out of place at an inclusion event and her own experience being chosen for her gender—led her to embrace cognitive inclusion, especially after discovering her son is neurodivergent. She now emphasizes creating inclusive environments that support diverse thinking styles, which benefits both individuals and business outcomes.

Dr. Lisa Colledge’s career journey has evolved from biochemistry to advocacy for inclusion, blending her analytical skills with a passion for creating change. Beginning in molecular biology, she transitioned from lab research to research analytics at Elsevier, where she saw firsthand how evidence can drive transformation. Her experiences with neurodiversity, both as a leader and a parent, deepened her commitment to inclusive work environments. Today, she focuses on translating insights from neurodiversity into strategies that benefit both individuals and businesses, blending science with compassion for lasting impact.