Corporations worldwide are embracing diversity, equity, and inclusion (DEI) through changes to their culture, hiring and promotion practices, and other actions. Making this shift requires training and tough conversations with employees. But getting started can be challenging. Many people feel uncomfortable, even threatened, by the prospects of DEI-related conversations, and they resist these efforts. But without active participation by employees, DEI efforts can’t progress.

April has been Autism Awareness Month, a time to raise awareness and understanding of Autism Spectrum Disorder (ASD). Autism is a neurological disorder that affects communication, social interaction, and behavior. According to the World Health Organization, it's estimated that 1 in 100 children in the world are diagnosed with autism, making it one of the most prevalent developmental disorders.

Many employers have committed to better representation and diverse, equitable, and inclusive workplaces. While there are many ways to approach this challenge, talking about the goal is only the first step. These commitments must be followed by action. Fortunately, diversity and inclusion best practices are available to organizations that want to create real change. 

As organizations strive to build diverse and inclusive workplaces, it's important to understand the role that cognitive diversity can play.

In a rapidly changing world, organizations must innovate to survive. What many teams overlook is the importance of diversity in innovation. If you want to change the status quo, you need a diversity of perspectives — and an environment where people feel safe pitching, debating, and evolving new ideas. 

The common perception is that diversity and inclusion is an HR prerogative. But that’s not true.

As a woman leader, business owner, and student of the brain and leadership for the last several decades, I believe it is time for us to change the conversation and mindset about women in the workplace. As G.D. Anderson said, “Feminism isn’t about making women stronger. Women are already strong. It’s about changing the way the world perceives that strength.”

In the spirit of this year’s International Women's Day theme of #ChooseToChallenge, here are 4 areas we should all challenge ourselves to change perceptions. 

We are thrilled to participate in the CEO Action Day of Understanding again this year, during which organizations encourage their teams to have discussions to further understand and embrace their differences and work to educate their people to build more inclusive cultures. As your prepare for this year's event, here are a few learnings to keep in mind.

Diversity. Equity. Inclusion. Belonging. Concepts that are finally appearing to get the long overdue attention that they deserve in the corporate world.  diversity and inclusion in the workplace than we have in years — maybe ever. Even so, in many organizations, it’s still an uphill battle to move beyond a statement of commitment to actual action.

If you’re struggling to get top-level buy-in for broader diversity and inclusion efforts, it may be time to rethink your approach. Read on for some tips on how to be more persuasive in your conversations with executives and to learn how you can use technology and data to strengthen your argument.

Momentum for action on racial equity has continued to build around the world, and we like many others have spent the past few weeks in an ongoing discussion on what else we can do to help contribute to positive change. It remains remarkably difficult for organizations to have uncomfortable conversations about racial bias, so as a first step we’re spreading awareness of how cognitive diversity can be used as a powerful device to break down the walls in these conversations.