Recap: Evolving Inclusion & Neuro-Spicy Belonging – Latest DEI Roundtable hosted by AAF Greater Rochester’s DEI Roundtable

Last month, local agency and AAF club leaders gathered at Partners & Napier for our latest DEI Roundtable, hosted by the American Advertising Federation of Greater Rochester. Over breakfast, we dove into the current state of diversity, equity, and inclusion (DEI)—how it’s evolving, what it means for organizations today, and how we can continue to take meaningful action to foster workplaces where all team members feel seen, valued and supported.

One key theme that emerged: DEI isn’t static—it’s constantly shifting alongside cultural, business, political, and social dynamics. As agencies and organizations navigate changing priorities, there’s an increasing focus on moving beyond performative efforts to sustainable, deeply embedded inclusion practices. Leaders shared insights on how they’re keeping DEI efforts authentic, actionable, and impactful in their organizations, regardless of what’s happening outside of the office walls.

From there, we honed in on a topic that doesn’t always get the spotlight but should—creating true belonging for neurodivergent team members (or as some prefer to say, the neuro-spicy among us!). With neurodiversity spanning ADHD, autism, dyslexia, and beyond, many workplaces are just beginning to understand the unique strengths and needs of professionals that think, act and work differently.

Key takeaways from our discussion:

🧠 Workplace norms aren’t one-size-fits-all—rethinking expectations around communication styles, collaboration, and productivity can open doors for neurodivergent talent and more.

💡 Small changes = big impact—simple shifts like flexible work environments, clear expectations, and sensory-friendly spaces can make a world of difference.

🗣️ Normalize conversations—from neuro-inclusion being a part of everyone’s new hire training, to proactively offering accommodations and coaching opportunities, and simply having open discussions about neurodiversity we can help break the stigma, foster understanding, and create workplaces where everyone feels empowered to thrive. 

As we wrapped up, one thing was clear: when we embrace neurodivergence as an asset, rather than an obstacle, our teams and ideas only get stronger.

Big thanks to everyone who joined this latest conversation! If you’re interested in being part of the dialogue at our next roundtable, don’t hesitate to reach out—we’re always looking for ways to collectively learn and push our local industry forward in meaningful ways.