"How can CFOs support diversity in the workplace?"

Having just completed the paper, “What Happens When Great Minds Don’t Think Alike?” about including neurodiversity in organisations, I wanted to ask the question: What responsibility do women CFOs have not only to shape financial strategies, but to foster inclusive cultures? Or is that just the role of the CHRO or CEO?

The latest research is that the CFO role is no longer confined to traditional financial stewardship, but rather, about embracing change, challenging norms, and driving transformation. Whether or not that's true in every organisation, women CFOs are uniquely placed to be:

• Embracing technology: investing in AI, data analytics, and automation not only to streamline operational aspects, but to attract and retain neuro-diverse talent who thrive when provided with the right technology. And it goes the other way: in the paper, we highlight an instance where a neuro-diverse team was able to automate a previous manual process, saving hundreds of hours and cost.

• Advocating for Diversity: by being a diversity and inclusion champion within finance teams, and across the business. Diverse teams lead to better outcomes and innovative solutions, but changes required to embrace and support them can have a cost. Ensuring the finance side of the business supports the changes are critical, otherwise it's just lip service. 

• Leading from the front: Attracting and retaining neuro-diverse talent is most likely a change for your organisation. Recruitment methods, office design, location support, system changes - all have financial implication that will need your leadership to support.

As women CFOs stand at the intersection of finance, innovation, and social responsibility, supporting neurodiversity is redefining the workforce of the future. While great minds may not always think alike, they can certainly collaborate to create a brighter financial future.

Note: This blog draws inspiration from EY’s article, and the views expressed here are my own.