Dr. Lisa Colledge calls for a shift in DEI from meeting representation targets to building an inclusive culture that drives organizational success. Highlighting the benefits of cognitive inclusion on well-being and performance, she makes a strong case for leadership-led inclusion as a strategic priority, supported by research on flexible thinking and engagement.

Lisa shares a behind-the-scenes look at what it’s like to work with her. She discusses her strengths in breaking down complex, ambiguous problems, highlights her unique approach to influencing and executing strategies, and shares seven key quotes that shape her leadership style.

This is the final episode in the introductory theme, Meet Lisa: my journey from science to inclusive leadership setting the stage for more in-depth conversations about inclusive leadership.

Lisa explores three real-world case studies that demonstrate the application of some of the factors common to change initiatives, which Lisa described in episode 4.

Join Lisa as she explores impactful transformations through product innovation, the creation of a framework for responsible metrics, and a department-wide cultural shift. Learn how involving stakeholders, building trust, and applying an agile mindset can de-risk major changes and drive long-term success.

Lisa shares her approach to managing the risks associated with large-scale cultural change initiatives, emphasizing that these efforts can be treated much like launching a new product. Lisa discusses four key factors from the literature that successful cultural change initiatives have in common, and adds three essential tips from her experience.

Lisa shares a deeply personal journey that led her to make cognitive inclusion the focus of her career. After discovering her son’s autism, her personal experiences and leadership roles shaped her dedication to fostering inclusion in the workplace. Lisa explains how embracing cognitive inclusion has the potential to improve both people and business metrics, including retention, wellness, profitability, and innovation.

Lisa shares her personal journey from being indifferent to diversity, equity, and inclusion (DEI) to becoming a passionate advocate for inclusion. She explains the impact of her upbringing, personal experiences, and the discovery of cognitive diversity, which has driven her to emphasize that inclusion must be inclusive – relevant to everyone and not just specific groups. Lisa explores the difference between DEI and how enabling cognitive diversity can boost both people and business metrics.

Lisa shares her journey from a background in biochemistry and molecular biology to a career centered around inclusion and neurodiversity. After working in scientific research and analytics at Elsevier, Lisa shares how personal experiences, like her son's autism diagnosis, shaped her advocacy for cognitive inclusion in business, and led her to an understanding of how embracing lessons from neurodivergent thinking styles can unlock innovation, boost team dynamics, and transform business outcomes.