Criticality of neurodivergence in the boardroom of 2030

An absolutely fascinating, insightful and inspiring discussion at the AEBA forum where Charlotte Valeur talked about the criticality of neurodivergence in the boardroom of 2030.?

This is a topic we already talk about and advocate with our clients when exploring how to create Speak Up Cultures that value cognitive diversity. We actually ran a session on "Cognitive Diversity: How great minds think differently" for Barclays Eagle Lab back in January. However, the topic can sometimes still feel hypothetical or aspirational - a ‘nice to have’ if you will.

Charlotte, with her lived experience of autism, combined with eloquent informed advocacy, brought the reality and critical need for change to life in a way that is rare to hear.?

Some key insights from this discussion that really resonated included:?

• Adopting a strengths-based mindset at work would unlock potential for all. Neurotypicality needs to embrace divergence within its definition. Rather than there being a small ‘normal’ and divergence around this. Taking a strengths orientation would enable ALL to recognise and use their talents to greatest impact and allow a language to develop that does not unwittingly (or wittingly) or exclude or undervalue difference.?
• How we respond to working with colleagues from different cultures & countries is a useful metaphor for how we should respond to neurodivergence. We would never expect someone from a different country to us to adopt all our idiosyncrasies - so why expect anyone who differs from us cognitively to??
• The vital first step is to create a psychologically safe space at work for people to stand up and claim their differences. Many have grown up being made to feel shame for being 'different'. We NEED to actively challenge this. Tokenism might be ok if it is at least a start of a conversation.?
• Working with neurodivergence, when designing working environments, delivers unexpected benefits; Charlotte described how people with a wider range of sensitivity to stimulation can be a ‘canary in a coal mine’ and enable organisations to remove stimulation that is actually detrimental to all.

Strengths-based thinking is something we already advocate via our partnership with Matt Beadle. But the aspirations outlined by Charlotte and the?Institute of Neurodiversity?are ones we can and all should get behind.

Becoming more informed and ensuring we continue to advocate for divergence will remain a key focus for all of us a Wharton this year.