Call for continued action in a joint roundtable on neurodiversity hosted by The Prince Couple’s Foundation

In a 2023 report on neurodiversity, created by The Prince Couple’s Foundation and EY, the number that stood out was how 88% of respondents in the survey stated that they chose not to tell their employer about their diagnosis. The purpose of the roundtable was to fuel and accelerate discussions about how to change this fact by sharing knowledge and experiences. Nordea, represented by Chief People Officer and Head of Group People Christina Gadeberg, participated along with select representatives from the private sector, the Swedish and Scottish Governments and the global research community.

“The roundtable was an excellent opportunity for us to contribute and at the same time learn from others who share our commitment to a diverse and inclusive workplace. I was proud to share the steps we have already taken at Nordea, and inspired to continue our journey. It was clear from the discussion how a clear vision, measurable goals and a systematic approach are all crucial elements to succeed. But an important conclusion was also the importance of the concrete actions that we implement in our everyday work life. As we connect vision with everyday actions, diversity and inclusion becomes a natural part of how we work together at Nordea. That is what we strive for,” says Christina Gadeberg.

From tolerance to caring curiosity

The roundtable discussion started with the current state – opportunities and challenges as we work towards more inclusive workplaces – continued with sharing of best practices – what are we already doing that works – and ended with a joint call for continued and enduring action. The challenge related to neurodiversity being a non-visible ability variation was highlighted, as well as the value of caring leaders with an inclusive mindset. The importance of being curious and involving neurodivergent colleagues in putting concrete actions in place was also discussed, and many of the participants testified to the fact that this is a superior way to identify the things that make a real difference. There was also consensus around the table on the need for continued and intensified action. As new generations – for whom diversity is a hygiene factor – enter the workforce, inclusiveness as an integrated way of working will be a requirement to stay competitive.

In line with the conclusions from the roundtable, non-visible ability variations will also be a focus area for Nordea’s diversity and inclusion efforts in 2024. A concrete example of this is the Let’s Act initiative in Sweden, connecting our efforts related to the EU Accessibility Act with improved inclusion. “At Nordea, we continuously work with a broad diversity and inclusion agenda. As part of that agenda, we are looking forward to putting extra focus on non-visible ability variations in the year ahead. This is an area that I know connects with so many of us and where a lot of important development is taking place right now, both inside and outside Nordea,” finishes Åsa Nilsson Billme, Head of Diversity & Inclusion in Nordea.