You may have heard recently that diversity, equity and inclusion (DEI) efforts have been declared dead. This is not the case. In fact, DEI is entering its second wave.

Heteronormativity captures the type of taken-for-granted assumptions many of us have rummaging around somewhere in our thoughts about what is acceptable and what is not; what we think of as normal, both in terms of gender expression and sexuality. A lack of awareness of both heteronormativity and heterosexism impacts organisations negatively.

Instead of viewing neurodiversity as a deficit, you should consider the multiple ways it can benefit your organisation by providing diversity in perspectives and ways of processing information. An employee with ADHD may come up with the most creative and compelling solutions because of their neurodivergence. Also, if your business caters to the public in any form, it’s crucial to remember that some of your customers or consumers may be neurodivergent themselves.