Accessibility is Everyone’s Problem - with Lauran Star

In episode 56 , Dr. Lauran Star , an organizational disruptor and advocate for neurodiversity and accessibility, shares her journey from being a dyslexic student, to becoming a veteran, trauma medic, and a leading figure in diversity, equity, and inclusion.

She discusses the importance of accommodations for neurodivergent individuals, the evolution from equality to equity in the workplace, and how organizations can better support all employees. Lauran emphasizes the need for leaders to recognize and value the unique strengths each employee brings and the business benefits of doing so. The conversation also touches on personal stories, practical solutions, and the importance of authentic leadership in fostering an inclusive environment.

Breaking Barriers: How Dr. Lauran Star is Disrupting Organizations for True Inclusivity

In today’s workplace, conversations around diversity, equity, and inclusion (DEI) feel more crucial than ever. But as I’ve seen, many companies are cutting back on DEI initiatives that were once priorities. Despite this, there are voices pushing back, reminding us all why inclusivity matters more than ever. One of those voices is Dr. Lauran Star, an organizational disruptor, industrial organizational psychologist, and someone who knows a thing or two about shaking things up.

Recently, I had the opportunity to sit down with Dr. Star for an interview on the Happy Space Podcast, and what a conversation it was. She shared her journey—one shaped by her experiences in the military, living with dyslexia, and being a self-proclaimed “disruptor” in the corporate world. After hearing her speak, I found myself more inspired than ever to continue advocating for inclusivity. Dr. Star’s story serves as a powerful reminder that real, impactful change starts when we embrace disruption.

The Making of a Disruptor

As we began our chat, it became clear that disruption has always been part of Dr. Lauran Star’s DNA. She shared how her experience as a trauma medic in the U.S. Army shaped her ability to act under pressure, make quick decisions, and diagnose problems in real-time—skills she now uses to help organizations address deeper issues like retention, leadership gaps, and broken DEI strategies.

But what stood out to me most was her personal experience with dyslexia. Lauran doesn’t see it as a limitation but as one of her superpowers. It allows her to see the world differently, giving her a unique perspective that helps her solve problems others might miss. “Being dyslexic is my superpower,” she said, and I could see why. Her ability to break down complex organizational challenges and provide practical solutions is rooted in how her brain processes information. She’s not bound by the same filters many of us have, and that’s part of what makes her such a powerful disruptor.

For Lauran, being a disruptor means going beyond just calling out problems. It’s about diving deep to uncover the root causes of issues. Whether it’s leadership that’s out of touch, poor branding, or inadequate management development, she’s all about diagnosing what’s really going wrong in an organization, not just treating the symptoms.

DEI Under Threat: The Fight for Inclusivity and Accessibility

In our conversation, we couldn’t ignore the reality that many organizations are stepping back from DEI initiatives. Companies like Google and Meta have slashed their DEI budgets, which, frankly, is frustrating given the strides we made after 2020. But Lauran was quick to point out that this retreat is shortsighted. The data is there: inclusive organizations not only have better retention and engagement, but they also make smarter business decisions.

As Lauran and I talked, it became clear that accessibility is at the heart of true inclusivity. It’s not enough to hire a diverse workforce—you need to ensure that every employee has what they need to thrive. That means making workplaces accessible for all, whether someone is neurodivergent, physically disabled, or dealing with mental health challenges. For Lauran, that hits close to home.

She shared her experience with dyslexia and how something as simple as the color of paper completely changed her life. When she was in school, she was misdiagnosed as having a learning disability. It wasn’t until much later, when she joined the military, that she realized what was really going on. In one pivotal moment, she was given an aptitude test printed on blue paper, and for the first time, the letters stopped moving on the page. That test revealed her potential, opening doors she never thought possible.

This experience with blue paper stuck with her. It’s a simple, affordable accommodation that made all the difference in her ability to succeed. And it’s something she now champions in her work with organizations—small changes like font adjustments, color contrasts, and screen readers can help neurodivergent employees thrive. These aren't expensive fixes, but they are life-changing for those who need them.

The Hidden Costs of Inaction

One of the most striking moments of our conversation was when Lauran talked about the human and financial costs of not prioritizing inclusivity. She’s seen firsthand how companies lose out on incredible talent simply because they won’t make simple accommodations. Whether it’s refusing to provide blue paper or not offering the right tech tools, these seemingly small barriers can have a massive impact on someone’s ability to succeed.

“Equity isn’t about giving everyone the same thing,” Lauran said during our talk, and I couldn’t agree more. She shared an example about blue light-blocking glasses. Some companies will buy these glasses for everyone, even if not all employees need them. But this blanket approach wastes resources. Instead, Lauran advocates for asking employees what they actually need to do their job well, and then making those accommodations available.

And let’s not forget the cost of replacing talent. Lauran was quick to remind me that rehiring someone can cost up to one and a half times their salary. That’s a huge hit to a company’s budget, one that could be avoided if organizations took the time to invest in making their workplace more inclusive and supportive. The data is clear: if you show employees you care and provide the support they need, they are more productive, more engaged, and far less likely to leave.

Leaders Set the Tone

Throughout our conversation, Lauran emphasized that inclusivity needs to be driven from the top. Leaders set the tone for how organizations operate, and when leaders take accessibility and inclusivity seriously, it filters down into every aspect of the company. But unfortunately, many leaders still don’t get it.

Lauran shared a story that really stuck with me. She attended an inclusion conference hosted by a major HR organization, but when she requested blue paper for her materials because of her dyslexia, they didn’t have it. This was at an inclusion conference, yet they weren’t prepared to accommodate a simple request. The lack of awareness was shocking, but it also highlighted a much bigger issue: inclusivity isn’t just about words, it’s about action.

The problem, as Lauran sees it, is that too many leaders still operate from a transactional mindset. They focus on treating everyone the same, but that’s outdated. Equity is about giving each individual what they need to succeed, and that means leaders need to step up, educate themselves, and be ready to accommodate their employees in meaningful ways.

Looking Forward: The Road to True Inclusivity

As we wrapped up our conversation, I asked Lauran what she saw for the future of DEI. Her response was hopeful, but realistic. She believes we’re at a pivotal moment—one where organizations will either embrace inclusivity and reap the benefits or fall behind because they’re unwilling to adapt.

Lauran is working on her next book, which expands on her formula: inclusivity plus accessibility equals diversity and equity. It’s a simple concept, but one backed by real data. The more inclusive and accessible an organization is, the more diverse and equitable it becomes.

For those of us who are passionate about creating workplaces where everyone can thrive, Lauran’s message is clear: we can’t afford to ignore accessibility and inclusion. Not only is it the right thing to do, but it’s also a smart business decision. I left our conversation feeling more motivated than ever to keep pushing for change, knowing that even small disruptions can lead to huge transformations.

Thank you for spending your time, energy, and attention here.

I’d love to hear from you. Let me know what you think about this episode. I’m currently half a world away in Bali, Indonesia, where I’ll share? a short version of my keynote “Ask, Already! Key Conversations to Invite Great Work” with speakers from around the world at the Global Speakers Summit. The last of the key conversations is to #acknowledgetheask - to recognize the resources people have invested, hence me thanking you for your time, energy, and attention in spending time here. I appreciate it. Until next time, stay curious!

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