On March 13th this year, many brilliant and different minds met to discuss how we can be more inclusive of the truly #diverseminds we have, or should have, within our workplaces.

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Diverse Minds 2.0

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Diverse Minds 2.0
On March 13th
this year, many brilliant and different minds met to discuss how we can be
more inclusive of the truly #diverseminds we have, or should have, within our workplaces.
The conference, a birthchild of diversity champions Roxanne Hobbs of The Hobbs
Consultancy and Ali Hanan Creative Equals, highlighted the key questions that creative
businesses and leaders should be answering to make institutional changes in advertising.
Prominent themes of the day were ‘How do we create more welcoming environments
where different types of brains can thrive?’; ‘What are the barriers those with
neurodiversity (ADHD, autism, dyslexia, dyspraxia and more) face when it comes to
recruitment, retention and promotion?’ and ‘How can we empower more people talk
about their neurodiversity from a top down view?’
EMBRACING DIFFERENCE IS A COMPETIVE ADVANTAGE
In the panel discussion ‘Diverseminds in the industry’, Wayne Deakin, Executive Creative
Director at Huge, urged a momentum of change, as he believes that there is an important
business case for embracing neurodiversity. He’s right. Using himself as an example,
Deakin lauded his ‘differently thinking’ brain as the reason for his career successes,
explaining that his autism “has helped me be good at my craft and look sideways at
problem-solving.” Deakin argued that companies benefit from cognitively diverse teams,
as advertising is all about providing an alternative reality.
A point later affirmed by Hobbs, who explained that The World Economic Forum predicts
by 2022 there will be a soaring demand for key skills such as originality, innovation, critical
thinking, complex problem solving and reasoning; qualities that neurodivergents have an
aptitude for. Nonetheless, Deakin lamented that “our industry is too generalist” and
effective change is rooted in the narrative changing from generalist to specialist, so that
neurodiverse thinking can help businesses outcompete the consultants.
“As an industry we have to dispel the myths and cliché’s
surrounding neurodiversity” - Wayne Deakin
Steve Hatch’s (VP of Northern Europe at Facebook) candid ‘Fireside Chat’ with Creative
Equals Founder Ali Hanan, discussed the perks and some of the professional hiccups that
have arisen as a result of his dyslexia. Hatch stressed the importance of not being afraid to
“ask for help,” and being transparent with colleagues about the challenges
neurodivergents face at work. For Hatch, it was opening up about his struggles with
spelling; a disclosure that became essential after a few significant typos – in one instance
having to explain to a frantic HR lady why he’d written “he will definitely thieve” instead

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Proudly Embracing Diversity
“thrive” in a job reference and in another incident mistakenly calling his company
“extremely arrogant” in a client email – mishaps that were all quickly rectified once
explained he had dyslexia. A key learning for Hatch is not to be embarrassed to ask
colleagues to proofread important documents. He now signs off with “excuse any typos;
madewithdyslexia.org.”
Moreover, Hatch expressed that his experience as a college-dropout, paired with feeling
‘othered’ “as a privileged white middleclass man because of my dyslexia,” has influenced
his strong views on diversity in recruitment and leadership. As the Executive Sponsor of
Facebook’s ‘Differently able’ group, Hatch stated that one of the key challenges for
businesses is to remove stigma around neurodiversity, especially so that employees feel
they have the space to be their "authentic selves" at work. Thus, bringing your "whole
self" to work should be more than just a soundbite for all agencies.
BE ENRAGED, SPEAK OUT
Echoing Hatch’s call for destigmatisation, Sara Harvey, autistic presenter and advocate
also known as ‘Agony Autie’, called for the creation of neurotribes in the workplace,
reasoning that “if you create a culture, that’s how you get rid of the stigma.” In one of the
most emotive talks of the day, Harvey pleaded for businesses to do more; “It’s not about
inclusion programmes, it’s about stepping up and speaking out for your employees.” She
highlighted how far behind the creative industry is in comparison to the tech businesses
of Silicon Valley, who she praised for seeing the true value in making the workplace
‘neurodivergent- friendly’, as tech-city was built for “people like us”.
Thus, Harvey asked creative businesses to take on neurodiverse people as design
consultants, emphasising that “any adaptations you make for us will benefit the rest of
your organisation; sensory overload is real.” Harvey urged employers to not only
“recognise autistic innovation” but to understand the value of having a brain that thinks
and works differently, as neurodiversity is the future; a common theme of the conference.
She poignantly closed her speech with “The best things that allies can do is get enraged
and ask how can we help?" Food for thought? No, a call to action, there is no excuse and
the future of our industry relies on it.

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Diverse Minds 2.0
If you are interested in learning more about the subject of this article, please contact
Lauren Adeyemi, Network Co-ordinator, adeyemil@bbdoknows.com
ABOUT BBDO KNOWS
BBDO KNOWS is a planning resource for the BBDO network.
BBDO KNOWS offers thinking, strategy, insights and inspiration on key categories, key
themes and consumer segments.
If you are interested in learning more about the way BBDO thinks please contact Melanie
Norris, Global Planning Director, norrism@bbdoknows.com.
ABOUT BBDO KNOWS
BBDO KNOWS is a planning resource for the BBDO network.
BBDO KNOWS offers thinking, strategy, insights and inspiration on key categories, key
themes and consumer segments.
If you are interested in learning more about the way BBDO thinks please contact Melanie
Norris, Global Planning Director, norrism@bbdoknows.com.
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