This 2 min. read saves you up to 7 hours
For your knowledge advantage, we put together the most actionable insights from one getAbstract summary (one book with a total of 328 pages) on this topic. If you did this work yourself, you would be busy for at least 392 minutes (about 7 hours). Learn more.

Fifth Global L&D Knowledge Forum Wrap-Up

Didn’t have time to attend? We have the key take-aways summed up for you.

Fifth Global L&D Knowledge Forum Wrap-Up

getAbstract’s fifth Global L&D Knowledge Forum on February 15, 2023, brought together international experts and L&D practitioners to discuss best practices for building a truly inclusive learning and work culture.

Keynote speakers included Joy Dettorre and Diane Delaney, Global DE&I Leaders at IBM, and Theo Smith, diversity advocate and author.

Download the conference summary here.

Here are the top take-aways from the conference:

1. Many Diversity Characteristics Are Invisible

When considering diversity, attributes like race, gender and ethnicity may be top of mind. In her keynote, however, Joy Dettorre highlighted data showing that over 70% of diversity characteristics are invisible. Someone may be legally blind or be a survivor of domestic abuse – experiences that impact how a person acts, works and makes decisions. Organizations that want to be truly inclusive thus will also need to recognize and accommodate invisible differences, such as in physical ability, brain function, behavioral traits and past experiences.  

2. Neurodiversity Is a Natural and Valuable Form of Human Diversity

In his keynote, Theo Smith highlighted that we are all neurologically diverse – yet their neurodiversity impacts not everyone in the same way. He stressed that with the right support, people with neurodiverse backgrounds can make valuable contributions to organizations. For example, around half of successful entrepreneurs in the US have ADHD. Organizations that succeed at bringing out the unique strengths of neurodiverse employees will be able to boost overall productivity and retain talent.

Image of: Neurodiversity at Work
Book Summary

Neurodiversity at Work

Build a neurodiverse workforce to benefit your firm’s performance – and society.

Amanda Kirby and Theo Smith Kogan Page Publishers
Read Summary

3. Create Inclusion by Embedding DEI Measures into Every Stage of the Employee Life Cycle

Diane Delaney stressed the importance of weaving bite-sized learning on DEI topics into each part of the employee life cycle. Starting with the hiring process, IBM makes sure to include neurodivergent inclusive behaviors in job descriptions and to provide onboarding support for neurodiverse hires. IBM also promotes allyship and makes it part of employees’ performance reviews.

Download the conference summary here.

Read about our previous Global L&D Knowledge Forums. Stay tuned for future events!

How the Journal Saves You Time
Reading Time
2 min.
Reading time for this article is about 2 minutes.
Saved Time
7 h
This article saves you up to 7 hours of research and reading time.
Researched Abstracts
1 We have curated the most actionable insights from one summary for this feature.
1 We read and summarized one book with 328 pages for this article.
Share this Story