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.

Find out about her considerable experience.

Here are 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 are 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…”

Here are 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

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

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

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