Diversity Warning: The Public Health Crisis Hiding In Plain Sight [Interview with Leyla Okhai]

Leyla Okhai is the founder and CEO of Diverse Minds and co-author of an important study on neurodiversity in the workplace.

Here she shares her considerable experience with us.

——————–

Here’s some key messages from this episode:

– The public health crisis hiding in plain sight

– The “Menu” metaphor that Leyla uses to illustrate the importance of an inclusive workplace

– The relationship between neuro diversity and the business case for diversity

Play the episode for more

——————–

Here’s some key takeaways from this episode:

The Public Health Crisis Hiding in Plain Sight

“Why aren’t we looking at the systemic issues and what is causing mental ill health within the workplace”

The Negative Bias of Mental Health

“I see someone running for physical health and for mental health I might see something blank or not really see anything or some people jump to diagnosis”

Neurodiversity: The Stick vs. the Carrot

“Legally you have to put reasonable adjustments, workplace adjustments in, for an individual in a timely fashion…”

Check out the episode to learn more

——————–

In every episode you will find:

– A specific question for you to answer

– A challenge for you to consider

– An action for you to take

Did you find them in this episode?

Putting these together makes all the difference.

——————–

Here’s some resources so you can go deeper:

Leyla Okhai on Linkedin 

Diverse Minds Twitter 

Diverse Minds Facebook group 

Fiona Daniel 

Sonia Meggie

Business in the Community (BITC)

Workplace Dyslexia & Specific Learning Difficulties—Productivity, Engagement and Well-Being Article

Stonewall Workplace Equality Index 

Temple Grandin

Use this for your own development

——————–

If you liked this show you will love our newsletter

Get 1 actionable insight in your inbox every Wednesday afternoon

You also get free access to the Element of Inclusion Book Club

Sign Up Here to get started 

——————–

We believe in the importance of sharing.

Share this episode with a friend who can benefit from what you’re learning here.

Check out these related episodes of the show.

Mental: Everything You Never Knew You Needed to Know about Mental Health [Book Review]

 

Why Social Isolation Is Not A New Experience In the Workplace

Make sure you subscribe so you don’t miss any episodes.

——————–

Follow Dr. Jonathan to get Evidence Based Inclusion Insights  7 days a week

Linkedin 

Twitter 

——————–

Got an idea for an episode of the show?

We love requests and ideas from regular members of our audience

Get in touch with Dr. Jonathan via Linkedin 

He would love to hear from you

——————–

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences