Kate FitzGerald
Global Program Manager and Lead Lenovo’s PwD ERG, Lenovo
For Lenovo, inclusion isn’t just an initiative—it’s an evolving journey. Led by advocates like Kate FitzGerald, Lenovo’s People with Disabilities (PwD) Employee Resource Group (ERG) is making strides in embracing neurodiversity and empowering all employees to be their authentic selves.
As the world observes the International Day of Persons with Disabilities, Kate shares her insights on Lenovo’s inclusive practices, the tools that help neurodivergent employees thrive, and the potential of technology to level the playing field for everyone.
How did you become involved with Lenovo’s PwD ERG?
Our PwD ERG might be a small team, but we work across EMEA with considerable influence, collaborating across countries to share ideas and build consensus. I joined about two or three years ago and now drive our UK-based initiatives. Although my main role isn’t tied to the ERG, Lenovo encourages us to take on projects that allow us to lead, advocate, and connect—and for me, it’s about fairness. With a personal interest in neurodiversity—my daughter was diagnosed with dyslexia—I’ve seen how small adjustments can make a big difference. I’m now focused on collaborating with others who are as passionate about progress as I am.
Is neurodivergence considered a disability?
Under the umbrella of “people with disabilities,” we include both visible and invisible disabilities. Visible disabilities, such as hearing and sight impairments, are instantly recognisable, while invisible ones, like neurodiversity, may not be. Whether neurodivergence feels like a disability often depends on the individual and the context, but the greatest need is to create a safe space for open conversation if they choose to discuss it.
How have approaches to supporting neurodiversity evolved at Lenovo?
At Lenovo, we’re encouraged to be changemakers, focusing on making progress rather than seeing perfection. Business best practices around neurodiversity are still evolving, so we’re continually learning, with leaders at the top encouraging us to “go for it”—empowering us to act beyond our day-to-day roles. With increased awareness, more employees feel comfortable being open about their neurodivergence, and it helps that well-known figures are sharing their stories, too. When my daughter was diagnosed, it became personal, and as a parent, I thought, “What can I do to help?” Now, by discussing neurodiversity openly, we’re helping to humanise and normalise it for everyone.
What underpins Lenovo’s approach to greater inclusion for neurodivergent employees?
Lenovo values learning and isn’t striving for an unrealistic ideal. We focus on steady, achievable progress—first normalising, then operationalising practices, and ultimately making them standard. This approach creates a framework that other regions can adopt and adapt. It’s a process that grows naturally, step by step.
How is Lenovo’s PwD ERG supporting workplace awareness?
We’ve formed connections with neurodiversity-focused organisations and held two webinars last year that we expected would attract around 50 people—but hundreds joined, which emphasised how important this topic is. This year, we’re hosting two more webinars on normalising neurodivergency at work and the reasonable adjustments that make workplaces accessible. Education is key—not only for employees but also for their families and friends. We’re also collaborating with Training 2 Care, who are bringing a mobile autism virtual reality experience to Lenovo Glasgow. Employees will experience sensory challenges firsthand, helping them better understand the support neurodivergent individuals may need and equipping them to appreciate the creativity diverse thinkers bring to our organization.
Is feedback key to Lenovo’s approach to neurodiversity?
Respecting privacy is essential, especially with GDPR concerns, but as we normalise conversations, more people feel empowered to say, “me too,” with some choosing to speak up about their own experiences. Our ERG remains agile to adapt to such needs, especially within EMEA. One of the biggest disservices is speaking for neurodivergent people rather than of with them, it’s vital they know they can reach out, share their needs, and find support. The more we create a safe space for these conversations, the more likely people are to express their needs and ideas on how they work best.
How is Lenovo exploring new technologies to drive greater inclusion for neurodivergent people?
The key question is how to level the playing field, and AI could revolutionise inclusion for various disabilities. Lenovo, for instance, has partnered with the Scott Morgan Foundation to develop avatars using AI and eye-tracking for people with ALS and other conditions, allowing them to communicate without vocalising. This technology advances our mission of delivering Smarter AI for All. We also conduct outreach with schools, using VR to provide immersive experiences for students with autism and other learning differences. Non-verbal children engage through VR, tracking and responding to movements they see. It’s amazing to witness technology bridging accessibility gaps and creating new opportunities for people with disabilities.
