Ishreen and Roger return with their guest Reena Anand. They'll explore the unique challenges that neurodivergent individuals face and why it's so crucial to foster an inclusive workplace culture. Tune in as they chat about the importance of customizing support for neurodivergent employees and why an ongoing, personalized approach is key. Plus, they'll shed light on the systemic hurdles and societal biases that neurodivergent individuals often encounter.

KEY TAKEAWAYS
The importance of creating a culture of inclusion for all: The podcast emphasizes the need for organizations to recognize the impact of power, privilege, and purpose at work and strive to create a culture where everyone feels a sense of connection and belonging.
The value of getting it right: When organizations prioritize inclusion and make efforts to accommodate the needs of neurodivergent individuals, they can experience benefits such as increased loyalty, out-of-the-box thinking, and improved mental health and well-being among employees.
The need for a two-way conversation: Instead of assuming the needs of neurodivergent individuals, organizations should engage in open and ongoing dialogue to understand their unique requirements. This approach allows for a more personalized and effective accommodation process.
The importance of psychological safety: Organizations must create an environment where individuals feel safe to disclose their neurodivergent status and ask for support. This requires fostering a culture of trust, vulnerability, and acceptance.
The impact of systemic barriers: Neurodivergent individuals, particularly those from global majority backgrounds, face systemic barriers such as stigma, lack of representation, and limited access to resources. Organizations need to address these barriers and provide equal opportunities for all individuals, regardless of their neurodivergent status.

BEST MOMENTS

"There's no such thing as, well, I'm okay because I'm in this group. That's just your problem."

"So if you are from a global majority background and you're a divergent and in work, wow, you have overcome some serious issues, societal stigma, you've probably had parents who were huge advocates."

"I was so relieved because it explained so many things about my life and my history and even the ways I was feeling about things right at that point and right at that moment."

"So few organizations promote it and push it and make the most out of that change."

"You're firing so many thoughts in my head as you say all this, you know, I'm thinking particularly for a person who's neurodivergent, giving them a massive list will be really scary."

GUEST BIO

Reena, a solicitor and former ombudsman, specializes in the Equality Act and consumer vulnerability. Her journey began with her son's autism diagnosis, highlighting the lack of tailored support for global majority parents. She uses evidence-based research to tackle cultural biases affecting global majority individuals' access to autism support. Reena engages in discussions on policy impacts, collaborates with organizations, hosts the "Unpacking Autism" podcast, and serves as a co-production board member at Aubilities, a Trustee at the Race Equality Foundation, and a participant in an autism assessment digitization pilot at the Institute of Child Health. She fosters inclusivity as an Inclusion Governor and Chair of the Governing Body at her local primary school.

VALUABLE RESOURCES

Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

https://www.linkedin.com/in/ishreenbradley/

Ishreen and Roger return with their guest Reena Anand. They'll explore the unique challenges that neurodivergent individuals face and why it's so crucial to foster an inclusive workplace culture. Tune in as they chat about the importance of customizing support for neurodivergent employees and why an ongoing, personalized approach is key. Plus, they'll shed light on the systemic hurdles and societal biases that neurodivergent individuals often encounter.
KEY TAKEAWAYS
<ul>
<li>The importance of creating a culture of inclusion for all: The podcast emphasizes the need for organizations to recognize the impact of power, privilege, and purpose at work and strive to create a culture where everyone feels a sense of connection and belonging.</li>
<li>The value of getting it right: When organizations prioritize inclusion and make efforts to accommodate the needs of neurodivergent individuals, they can experience benefits such as increased loyalty, out-of-the-box thinking, and improved mental health and well-being among employees.</li>
<li>The need for a two-way conversation: Instead of assuming the needs of neurodivergent individuals, organizations should engage in open and ongoing dialogue to understand their unique requirements. This approach allows for a more personalized and effective accommodation process.</li>
<li>The importance of psychological safety: Organizations must create an environment where individuals feel safe to disclose their neurodivergent status and ask for support. This requires fostering a culture of trust, vulnerability, and acceptance.</li>
<li>The impact of systemic barriers: Neurodivergent individuals, particularly those from global majority backgrounds, face systemic barriers such as stigma, lack of representation, and limited access to resources. Organizations need to address these barriers and provide equal opportunities for all individuals, regardless of their neurodivergent status.</li>
</ul>
BEST MOMENTS
"There's no such thing as, well, I'm okay because I'm in this group. That's just your problem."
"So if you are from a global majority background and you're a divergent and in work, wow, you have overcome some serious issues, societal stigma, you've probably had parents who were huge advocates."
"I was so relieved because it explained so many things about my life and my history and even the ways I was feeling about things right at that point and right at that moment."
"So few organizations promote it and push it and make the most out of that change."
"You're firing so many thoughts in my head as you say all this, you know, I'm thinking particularly for a person who's neurodivergent, giving them a massive list will be really scary."
GUEST BIO
Reena, a solicitor and former ombudsman, specializes in the Equality Act and consumer vulnerability. Her journey began with her son's autism diagnosis, highlighting the lack of tailored support for global majority parents. She uses evidence-based research to tackle cultural biases affecting global majority individuals' access to autism support. Reena engages in discussions on policy impacts, collaborates with organizations, hosts the "Unpacking Autism" podcast, and serves as a co-production board member at Aubilities, a Trustee at the Race Equality Foundation, and a participant in an autism assessment digitization pilot at the Institute of Child Health. She fosters inclusivity as an Inclusion Governor and Chair of the Governing Body at her local primary school.
VALUABLE RESOURCES
Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: <a href="https://belongingpioneers.com/privilege-research-and-podcast" data-saferedirecturl="https://www.google.com/url?q=https://belongingpioneers.com/privilege-research-and-podcast&amp;source=gmail&amp;ust=1713878039250000&amp;usg=AOvVaw1acjyn0_8eetrsM-hTcAAP">https://belongingpioneers.com/privilege-research-and-podcast</a>
Email: <a href="mailto:podcast@privilege-eruption.co">equitychampions@belongingpioneers.com</a>
Useful links: https://linktr.ee/BelongingPioneers
ABOUT THE HOSTS
Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.
Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust.
https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/
https://www.linkedin.com/in/ishreenbradley/

Welcome to The Privilege Eruption with Kami & Ishreen! We are talking Culture Transformation and Intentional Inclusion; a mix of interviews, talks, panels, and thought leadership. A must-listen for  C-Suite leaders looking to effect culture transformation for equity at work!

Welcome to The Privilege Eruption with Kami &amp; Ishreen! We are talking Culture Transformation and Intentional Inclusion; a mix of interviews, talks, panels, and thought leadership. A must-listen for&nbsp; C-Suite leaders looking to effect culture transformation for equity at work!

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