Hollaway is very grateful to have started 2025 and to be progressing into another quarter as a busy and growing consultant firm. Our team members are efficiently managing projects and professional development while maintaining a high standard for our work output. The DEI&B Committee aims to remain on par with our talented team in maintaining a feedback culture, constantly seeking DEI education and training as well as honor initiatives that align with our team members' expressed interests and concerns. For the first quarter of the year, our first committee initiative is a direct result of the feedback from our staff.
Not only do we seek to emphasize the importance of diversity within the organization, but we also want to highlight the myriads of things that comprise diversity. Race, gender, religion, sexual orientation, etc., are things that make up our identity. Still, diversity also encompasses our work habits, our technical expertise and professional experience we bring to our roles, and our personalities. Our team has completed a DISC Assessment to evaluate and identify the behavioral styles of our staff members. We have also completed Stress and Conflict Resolution assessments to gain awareness of how we manage stress and handle disagreements in the workplace to provide tools to improve our collaboration. As we continue to acknowledge the complex nature of diversity and how it manifests in our attitudes, interactions, and work output, the DEI&B Committee has been able to hold and inspire some privileging and insightful conversations about the need to highlight neurodiversity.
Like other DEI terminology, the definitions may vary depending on who is contextualizing what neurodiversity looks like. Copilot – the AI-powered assistant within Microsoft 365 applications – surprisingly gives the most humanizing and all-encompassing definition:
Neurodiversity refers to the concept that neurological differences, such as those seen in autism, ADHD, and learning disabilities, are a natural variation of human diversity rather than disorders to be cured. It emphasizes the idea that these differences should be recognized and respected as part of human diversity. The neurodiversity movement began in the late 1980s and advocates for the acceptance and inclusion of neurodivergent individuals in society. This perspective encourages viewing neurodivergent traits as strengths and unique contributions rather than deficits."
Neurodiversity is another term to identify the variation seen in people, such as height, eye color, and athletic ability. It is also important to note that being neurodivergent or the term itself is not meant to be used as a euphemism for specific intellectual or psychiatric disabilities, as these things already have recognized terms that should be used to identify and address these conditions. Being neurodivergent does not mean that there is something inherently wrong with how your brain functions, but it is a term to describe how some of our brain functions and/or develops differently than others. Some neurodevelopmental conditions that deem one to be neurodivergent include obsessive-compulsive disorder (OCD), attention deficit hyperactivity disorder (ADHD), autism, anxiety, dyslexia, and many more. In fact, neurodiversity is beneficial and another major aspect of what informs our perspectives, increasing the wealth of knowledge and experience people bring to their roles. Neurodiversity also influences our work habits, stress management, and how we pursue conflict resolutions.
Our Q1 DEI&B Committee meeting was a webinar on 'Neurodiversity in the Workplace' to foster an inclusive work environment by exploring the concept of neurodiversity. During this presentation, participants gained insight on what neurodiversity means and how it manifests in the workplace. The course covered the spectrum of neurodivergent conditions, such as autism, ADHD, dyslexia, and others, highlighting the unique strengths and challenges each brings to a professional setting. Attendees learned to demonstrate empathy and create a supportive atmosphere that values diverse neurological perspectives. We delved into practical strategies for enhancing communication, adapting work processes, and designing spaces to accommodate various sensory and cognitive needs. The intended goals of hosting this webinar include:
We call on our team or anyone with a desire to uphold DEI principles in a professional setting to: