Today, I am happy to release Episode 6 of Scott-Parker Goes Live!

In this episode, we speak with none other than the extraordinary Kate Nash OBE – a force of nature and a self-proclaimed ‘agitator’ who has dedicated her career to reframing how the world views ‘disability’.

Kate founded PurpleSpace in 2015 to empower Disability Employee Networks/ERGs worldwide. PurpleSpace is no small mission – it’s a movement, built to amplify the voices and the leadership potential of millions of disabled people in work –all through the art and the science of NETWORKOLOGY! After the release of her first book, Secrets and Big News, Kate’s vision took on a life of its own.

Then, in 2017, with one tweet, she sparked #PurpleLightUp – a global movement, uniting employees with disabilities and their executive allies and colleagues around the world, to showcase the power and talent of disabled people and their contribution to the global economy.

In this inspiring episode, Kate shares insights on positivity, perceptions, and the new chapter she’s ready to lead. Don’t miss this compelling conversation.

You can also access the podcast video YouTube

https://www.youtube.com/@businessdisabilityintern-zs8iz/podcasts or on my website https://www.businessdisabilityinternational.org/podcast/

If you found this episode valuable please remember to share it with your network. We need to get this conversation out to a wider audience.

If you would like to suggest a future topic or guest for an upcoming podcast please get in touch, we would love to hear from you.

Episode Five of Scott-Parker Goes Live features Dr Nancy Doyle and is particularly well timed, as October marks ADHD Awareness Month with the theme "Awareness is Key!"

Dr Nancy Doyle, Founder Genius Within, is always absolutely fascinating: she must surely be one of the world’s leading authorities on neurodivergence and its impact on human beings in work and on the impact of work on human beings. A distinguished Occupational Psychologist, her scientific, lived and business experience could not be more relevant as she advises employers on how to liberate everyone’s contribution.

Two headlines for me from our conversation:

• ‘we need to focus most decidedly not on clinical diagnosis but on making it easier for people to do well on the job’ – and
• ‘neurodivergent people are canaries in the mineshaft for all us’

And do check out her answer to my question: ‘if neurodivergence is a disability, why do so many organisations talk about ‘disability and neurodiversity’: they would never say “disability and paraplegia”.

You may be interested in Dr Doyle’s upcoming book 'Learning from Neurodivergent Leaders', available for pre-order ahead of its release in February 2025

Pre-order here https://guardianbookshop.com/learning-from-neurodivergent-leaders-9781805011422/

If you found this episode valuable please remember to share it with your network. We need to get this conversation out to a wider audience.

If you found this episode valuable please remember to share it with your network. We need to get this conversation out to a wider audience.

If you would like to suggest a future topic or guest for an upcoming podcast please get in touch, we would love to hear from you.

This programme is called ‘Scott Parker goes live’ – which prompted my latest challenging conversation with Anel asking: So what is top of your mind- what is ‘live?’ - as you continue to tackle what you describe as the ‘global disability equality crisis’?

Her questions just kept coming:

- Why does the world still so strongly resist the message that disability is a human rights and equality imperative-as evidenced by your ongoing struggle to get disability into the global ethical and responsible AI debate?

- Why are disabled employees never described as ‘entitled’ to reasonable adjustments –as women are ‘entitled’ to maternity leave’?

- Why does the phrase: ‘inclusion is a choice’ trigger your instant reply: “Well I guess ‘not robbing a bank’ is also a choice.’’

- Does focusing on the ‘bright side’ of incremental progress really get better results- or does failure to dig deep into disability specific obstacles, such as the state of HR training worldwide, or the ideology of equity and inclusion - make progress less likely?

Do join us for what we hope you agree is a thought provoking conversation.

If you found this episode valuable please remember to share it with your network. We need to get this conversation out to a wider audience.

If you would like to suggest a future topic or guest for an upcoming podcast please get in touch, we would love to hear from you.