How can organizations recognize the opportunity that integrating neurodivergent professionals can bring to an entire organization? Creating a neuroinclusive organization that includes individuals who are and who are not diagnosed with developmental conditions that fall within the neurodiversity spectrum? What are the drivers supporting advancement of neurodiverse professionals in the current marketplace and why they matter to their organization and industry? What are the leadership and teaming styles that can help enable neuroinclusion?

As employee well-being increasingly emerges as a material consideration within Environmental, Social, and Governance (ESG) frameworks, the My Health Index (MHI) presents a structured and evidence-informed approach to translating organizational intent into measurable social impact. Conceptualized as a preventive and data-driven health framework, MHI integrates multidimensional health parameters - physical, mental, lifestyle, ergonomic, and age-related - to enable early risk identification and targeted intervention. By embedding health within organizational systems and decision-making, MHI substantively advances the Social (S) pillar of ESG while reinforcing workforce resilience and sustainable performance. Implemented across both manufacturing and knowledge-intensive settings, MHI employs a validated scoring methodology to stratify employees into Red (high risk), Amber (moderate risk), and Green (low risk) categories, thereby facilitating precision in intervention design. Program outcomes demonstrate measurable impact, with 10% of enrolled employees transitioning from Red or Amber to Green, alongside a 26.5% reduction in employees exhibiting key high-risk indicators, including elevated body mass index, perceived stress levels, and musculoskeletal pain among actively monitored participants. Furthermore, a 40% year-on-year reduction in self-insurance claims related to lifestyle-associated conditions underscores the program’s effectiveness in mitigating downstream health and cost burdens. From an ESG perspective, MHI illustrates how preventive health strategies can be operationalized through robust metrics, linking employee well-being to organizational outcomes including reduced absenteeism, lower healthcare expenditure, and enhanced engagement. In doing so, MHI reinforces a responsible social license to operate and offers a scalable model for integrating workforce health into broader sustainability and governance agendas.