Award-Winning Author, The Canary Code | Professor, Organizational Psychology & Business | Speaker | Autism Employment | Neurodiversity | HR | Dignity | ?? Moral Injury | | Disability Employment | Global Diversity |
Recently, several people have written to me with questions similar to this one: "in the context of news about companies in the U.S., like Meta, scaling back their DEI programs, often without presenting evidence of their ineffectiveness. In this context, I would appreciate your perspective on the following: How might this shift affect the progress of neurodiversity initiatives in the U.S., where these processes are already underway? What challenges or opportunities could this create for countries where neurodiversity efforts are still in their infancy?" This newsletter is my answer. Yes, the current landscape of inclusion in the US is at best uncertain, and that makes the inclusion landscape of those countries that see US as an example uncertain. But there are incredible opportunities to do inclusion better. Authentically. Intersectionally. Structurally. I’ve been around long enough to know that the work of inclusion is not linear, and expecting it to be the same next year as it was last year is unrealistic. It ebbs, flows, and takes unexpected turns. It is also only loosely connected to legislation in specific countries. It is only loosely connected to any kind of business case and material incentives. But it is strongly connected to human desire for fairness. Leadership of fairness is the leadership of the heart. For several years, I researched case studies of neuroinclusion and disability inclusion excellence worldwide. Most of those that kept their good work over the years, as governmental policies changed and PR campaigns came and went, focus on passion for doing the right thing – be it the Lemon Tree Hotels in India, Ultranauts Inc in the US, or Call Yachol - ?? ???? in Israel. Change-making is a human effort, requiring leadership of the heart. The reduction in the lip service “inclusion programs” and inclusion-washing is not all bad. Now we know who is real and trustworthy. Neuroinclusion is not about trends. It is not about PR or flashy statements. It’s about the honest work of building systems of belonging that honor human dignity and potential. Those willing to put in the work will keep doing the work. Deeply, intelligently, intersectionally. Fairweather PR-propped “champions” will reveal their true face and fade away. But the human striving for fairness beyond optics will remain. So long, inclusion-washing. Long live genuine inclusion. Read the full article below, and don't forget to check out NEWSLETTER ITEMS. #neurodiversity #leadership #HumanResources #inclusion #management #culture #DEI #diversity #InclusiveLeadership #LastingImpact #World