Diversiology.IO

ADHD & Autism: Superpower or Disability? ADHD and autism are often framed as superpowers or strengths by individuals and recruiters alike—but the reality is far more nuanced. Even Superman has kryptonite. ? For some, access to support and accommodations allows their strengths—like creativity and hyper-focus—to thrive. ? For others, systemic barriers, sensory overload, challenges in relationships (even with loved ones), and daily struggles highlight the disabling aspects of these conditions. If you frame your ADHD or autism as a superpower, ask yourself: Is it ableism that makes it hard to acknowledge the disabling aspects of these conditions? Or have you been privileged with support that allows your strengths to shine? ?? The Facts: 80% of autistic individuals report trauma from someone close to them. 90% of autistic women and girls face sexual harassment, with nearly 50% experiencing s*xual assault before age 20. 70-80% of autistic individuals experience anxiety or depression, compounding their challenges. ?? ADHD and autism are also very much disabilities that require understanding, accommodations, and systemic change. Strengths and challenges coexist, and true inclusion means recognizing both. Hi, I’m Lovette Jallow—a 9-time award-winning published author, lecturer, humanitarian, and speaker specializing in neurodiversity, intersectionality, and human rights. I’m currently undertaking research on neurodiversity through a non-Western lens while completing my third book. With over a decade of experience, I work with organizations to embed inclusion into their culture through keynotes, workshops, and tailored training programs that focus on practical, sustainable change. ?? Visit lovettejallow.com or connect with me to learn more. Let’s create a world where strengths can thrive, and challenges and disabilities are met with the genuine support they deserve. #ADHD #Autism #Neurodiversity #Inclusion #HumanRights #Intersectionality #WorkplaceInclusion #AuDHD #AccessibilityMatters #Leadership #Diversity #Equity #Belonging #Neurodivergent

What if I told you that your great-great-great-great-great grandparent helped to get you your current job? Pretty crazy (in a good way), right? The seventh generation principle calls attention to how decisions we make now can affect up to seven generations to come. If we apply the seventh generation principle to skills-based hiring, each non-traditional talent we place positively affects that person PLUS seven generations beyond them. That means each barrier we dismantle has multi-generational benefits for those who have been historically marginalized. Being a good ancestor is essential, but it must be strategic. In my recent Forbes article I discuss six steps you can take to have a long-term impact on hiring decisions in your organization. https://bit.ly/40Hnj7E #SkillsFirst #SkillsBasedHiring

? Manifest Greatness This Holiday Season! On December 12th, join our Women of Color in Staffing Members-Exclusive Vision Board Call hosted by our inspiring Founder, DeLibra Wesley. Together, we’ll celebrate our 2024 wins and create bold visions for an impactful 2025! ?? Registration is required to attend! Members: Don’t wait—secure your spot by signing up today. ?? Register here: https://lnkd.in/deJQfsfd Not a member yet? This is your chance to join our empowering community and be part of this transformative experience. ? Become a member here: https://lnkd.in/eiFjTMm5 Let’s close the year with intention and step into 2025 ready to shine. Will we see you there? #WomenOfColorInStaffing #VisionBoardCall #Manifesting2025 #WOCIS

56.2yrs. That’s the average age of a new CEO. A CEO in the S&P 1500. For women, it’s also the time menopause symptoms often peak. We’re balancing boardrooms and breakthroughs while navigating symptoms many workplaces ignore. The result? Too many talented women step back just as they’re ready to step up. Yesterday I talked about the stepping away story when senior women take new career changes. But equally as important is the stepping into requirements. So women are not pausing their leadership advancement. Think about what you need and how to ensure there is NOPAUSE ? to your boardroom advancement through peri to post menopause. So you can seamlessly step into your rightful place in the boardroom. NOPAUSE ? is our signature scaling system for C & C -1 women to ensure you keep growing your career and company without pause so you can lead without limits though all stages of menopause. It’s time to optimise your leadership life. No pause necessary. #menopause #careers #womenleaders

Bias isn’t just a personal issue—it’s a systemic one. For true progress in Diversity, Equity, and Inclusion (DEI), we need to go beyond awareness and commit to actively addressing and reducing biases across our organizations. Here’s why confronting bias matters: Bias Shapes Our Decisions — Whether in hiring, promotions, or daily interactions, biases often influence whom we trust, whose ideas we support, and who gets opportunities. If left unaddressed, they can create barriers for underrepresented voices and hinder true inclusion. Bias Undermines Innovation — Homogeneous perspectives are a barrier to creative problem-solving. When we allow biases to limit diversity in teams, we miss out on the fresh ideas, unique experiences, and broader perspectives that drive innovation. Bias Erodes Trust and Belonging — Employees who experience bias—consciously or unconsciously—are less likely to feel valued and included. This affects retention, engagement, and overall morale. Trust and a sense of belonging come when everyone has an equal opportunity to thrive. Bias is Often Unconscious — Many of us hold biases we’re unaware of, shaped by societal norms, media, and past experiences. By raising awareness and creating tools for people to identify and counter their biases, we empower everyone to contribute to a more inclusive environment. Tackling bias takes effort, but the impact is profound—a more diverse, equitable, and inclusive workplace where all individuals can succeed. Let’s start by listening, learning, and committing to continuous improvement. Together, we can build a culture where everyone feels valued.

Amazon recently made it much harder for disabled employees to request remote work as an accommodation, putting the onus on the employee to prove their disability, sometimes multiple times and exposing private information to multiple people. New from me on what other employers should consider before implementing similar practices *It's not part of the article, but Amazon has been named by Disability:IN as one of the top workplaces for disabled people, and is a partner of the organization. When reached for comment, Disability:IN did not directly address Amazon's changes or any companies mandating RTO for disabled workers; only said that its list is "not an endorsement" or any particular company. #DisabilityInclusion https://lnkd.in/e5MqUBGd

This research doesn't surprise me at all. Collectively we are not using shared definitions of what DEI even means. But before we grab onto the two second visual or sound bite, let's dive in further: -The sample set is about 4500 people in the US -"About half of workers (52%) now say focusing on increasing DEI at work is mainly a good thing, down from 56% in February 2023. The share of workers who say this is a bad thing (21%) is up 5 percentage points since last year. About a quarter (26%) say focusing on DEI is neither good nor bad." - "As was the case in 2023, women, Democrats, and Black, Hispanic and Asian workers are among the groups most likely to say focusing on increasing DEI in the workplace is a good thing. Republicans and men continue to be among the groups of workers most likely to see DEI efforts as a bad thing, and their views have become more negative since last year." When we talk about politics in the workplace it's because you can't leave your politics out of the workplace. Even beyond how benefits, policy, or the economy (which are all political) affect workers, think of working next to someone who doesn't believe you should have access to things that make you and your family's lives better because of a political ideology. Let's even move past politically ideologies. What do you believe as a human being? What are you for? It's really time we dove into the definitions of labels and get to the core of what values people demonstrate for themselves. How does less government translate to bans and restrictions on gender care? I'm not sure we get these kind of answers soon but that doesn't mean we stop asking the questions. https://lnkd.in/gujah-m6

In today’s workplace, advancing gender equity is a shared responsibility. Join us for Inclusive Insights: The Importance of Manbassadors, where we’ll explore how men can use their privilege to actively empower women and drive change in meaningful ways. This conversation will cover: The Power of Allyship: How men can support gender equity by amplifying women’s voices and influence Navigating Complex Conversations: Respectful, productive approaches to discussing gender dynamics and equity Actions that Make a Difference: Practical ways to foster gender-inclusive workplaces and move from intention to impact We’re excited to feature Elizabeth Cowper, founder and CEO of Ludo, Patrick Hughes, Director of Innovation and Client Development for Inclusity, and one more special guest to be announced. Each panelist will share insights and strategies for building a culture of true allyship that values every voice. Don’t miss this opportunity to be part of a powerful conversation on creating lasting change in your workplace. Join us and learn how to champion equity in ways that make a real difference.

Day 1 of Global DEI delivered powerful insights from leading voices in diversity, equity, inclusion, and belonging, setting the stage for action and reflection.??And we now kick of day 2 ?? ?? Key Highlights from online speakers Day 1?? Charlotte Sweeney OBE - DEI Fatigue: Addressed the exhaustion tied to DEI efforts, urging organizations to view DEI as a 'built-in strategy', not a 'bolt-on.' She shared reframing techniques and six prompts to maintain momentum by fostering understanding and resilience.? Rachel Morris MNCIP, PCC - Supporting Working Mothers: Introduced her 'Parental Transition Coaching Model' to address the pressures on working mothers. Rachel emphasised practical strategies for retaining female talent and called on businesses to take greater responsibility in supporting parental transitions.? Jorge R. Petit, MD - DEIBA in Healthcare: Highlighted backlash against DEIBA efforts and stressed integrating belonging and accessibility into strategic goals. He underscored the need for 'safe feedback loops' to empower employees and drive continuous improvement.? Gabriella Russo - Neurodiversity and Mental Wellbeing: Explored the link between neurodiversity, safeguarding, and mental health, revealing alarming employment disparities and higher risks faced by neurodivergent individuals. Called for businesses to prioritise inclusive practices to reduce harm and foster belonging.? Ngozi Cadmus - Black Women in Leadership: Tackled 'code-switching' and 'intersectional invisibility', highlighting barriers Black women face in leadership. Ngozi shared lessons on resilience, self-care, and growth mindset to support emerging leaders and dismantle systemic biases.? ?? Key Themes from Day 1 ?? 1. Integration Over Isolation: DEI must be embedded into organisational strategy.?? 2. Tailored Support: Address the unique needs of underrepresented groups, from working mothers to neurodivergent individuals.?? 3. Intersectionality: Recognise overlapping identities to ensure equitable treatment and visibility.? Bring on Day 2! #globaldei #speakers #onlinelearnings #inclusion #equity #diversity 1BusinessWorld We Are Ludo

How do you advance women into leadership roles? One way is to speak another woman’s name when she’s not in the room for a promotion, raise, or stretch assignment. It’s very important for me to use my voice and take that specific action of bringing attention to another woman when she’s not there to speak up or raise a hand herself. It truly does make a difference. I’ve personally experienced the ripple effect that simple action can make, and also know of many others who have benefited from having their name spoken when they weren’t around. It’s powerful! Here’s what else can help: ?? Being mindful of hiring women ?? Building your talent pipeline with women so they can be considered for leadership roles ?? Providing exposure and access to training, coaching, and mentoring opportunities ?? Asking about career aspirations so you can create and support a woman’s work roadmap ?? Joining women-focused communities that seek to promote women into leadership positions If you are looking to advance yourself and other women, I encourage you to visit the ARA Mentors page or site https://bit.ly/3C6VWtq and join our inspiring community. #WomenLeaders #WomenInStaffing #WomenInTech