Mentra

The #SFTechWeek event starts in just 3 hours, and we can't wait! 🚀 Join us for an inspiring neuro-inclusive space hosted by Shimmer, Huddle, Mentra, and Neurode. Get ready to hear from neurodivergent founders, investors, and creators who are reshaping success in their industries. 🧠 Come as your authentic self and let’s celebrate the power of diverse minds. See you there! #neurodiversityatwork #neurodiversity #adhd #neurodivergent #adhdawarenessmonth

Mark your calendars for October 7th—our CEO, Jhillika Kumar, will be co-hosting a fireside chat at the #SFTechWeek event, alongside fellow neurodivergent founders and industry leaders! 🎙 Joining her are Nathalie Gouailhardou from Neurode, pioneering advancements in ADHD treatment, along with neurodiversity advocate Eugene Yao and renowned investor Brianne Kimmel. 🙌 This event is a great opportunity to hear firsthand from these trailblazers as they share their stories, challenges, and visions for a more inclusive and accessible tech industry. 💪 We’re excited to be part of this conversation and proud to stand alongside such inspiring voices in the neurodivergent community. 🌈 Don’t miss out! 🔗 https://lu.ma/p6qhosrg

Today kicks off national disability employment awareness month 🥁 Why is that important? Because there are still too many voices that go unheard. Too many talents overlooked. Too many barriers standing in the way of individuals who deserve access to meaningful employment. It’s not yet time to talk about “nice to have” convenience technologies when we’re still trying to level the playing field for those who are left behind. We can do better. 👊🏽 We must do better. 👊🏽 This month gives us the chance to reflect, learn, and amplify the voices of people with visible and invisible disabilities who are so often silenced by misconceptions. 🙌 That’s why these powerful words by my brother #SilentPoetVik reverberates as we kick off October. His message? We all belong—that while we might live with disabilities, those differences don’t define our worth, but enhance our contribution. 🌍 Because every individual, regardless of ability, has a unique perspective, skill set, and value to offer. Yet, many still face systemic barriers, from outdated perceptions to inaccessible workplaces. And it’s not just about finding any job — it’s about good jobs, jobs that are fulfilling, dignified, and provide real opportunities for growth. We all have strengths, and we all face challenges. Some are more visible, some less. It’s time we fully embrace that duality to transcend to self awareness. 🧠💫 So, as we celebrate the start of NDEAM 2024, let’s commit to ensure access to good jobs isn’t a privilege—it’s a right. #NDEAM2024 #DisabilityAwareness #AccessToGoodJobs #Neurodiversity #Inclusion

Traditional networking events are often built on certain social norms—like quick handshakes, small talk, and rapid-fire exchanges 🤯 For those of us who think, process, and experience the world differently, these environments can be more than just uncomfortable—they can be exclusionary. 👉 Overstimulation is Real: The loud chatter, bright lights, and endless small talk—what might seem like a lively atmosphere to some can feel like an assault on the senses for others. For those of us with sensory sensitivities, networking events can quickly become overwhelming. It’s not just about being “shy” or “introverted”; it’s about our brains struggling to process everything happening around us. 👉 Social Norms Can Be Alienating: Ever feel like you’re supposed to know exactly when to speak, when to smile, and how to navigate those unspoken social rules? These norms can be confusing and exhausting, especially for neurodivergents. The pressure to conform to these expectations often leads to masking—suppressing our true selves to fit in, which is not only draining but also prevents authentic connections. 🎭 What Can We Do? 1️⃣ Create Safe Spaces: Develop breakout rooms or quieter areas where individuals can take a breather if needed. 2️⃣ Structured Formats: Provide name tags, lightning talk intros, or clear agendas and structured formats to help everyone know what to expect.  3️⃣ Encourage Diverse Networking Styles: Recognize that networking doesn’t have to look one way. Offer alternative methods, like virtual meet-ups or structured discussion groups, to accommodate different communication preferences. Here’s a thought: What if we reimagined networking as a series of one-on-one conversations instead of a large crowd experience? Imagine how much more inclusive and meaningful that could be. 🌈 So, next time you’re planning a networking event, think about these points and let’s make the change together. Everyone deserves a seat at the table. 🧠 #Inclusion #HR #WorkplaceCulture #Neurodiversity

Navigating the job market right now can be challenging, especially for students. That’s why we're thrilled to announce an exclusive event designed to help neurodivergent students launch their careers with Boeing, a global leader in aerospace and a Mentra partner in neuroinclusivity. 🌟 🚀 Join us for a 1-hour session packed with valuable insights: ✨ Winning interview strategies: Learn how to effectively present your unique strengths and experiences.  ✨ Exclusive insights into Boeing roles: Get a comprehensive overview of job opportunities . ✨ Hiring manager perspectives: Discover what Boeing’s recruiters are looking for and how to make your application stand out.  ✨ Decoding job descriptions: Understand the key elements that university recruiters focus on. Why Attend? • Personalized Advice: Direct access to Boeing's recruitment team to get your questions answered. • Actionable Tips: Practical steps to enhance your job applications and interview performance. • Competitive Edge: Stand out in a competitive job market with insider knowledge. This is a must-attend event for any neurodivergent student aspiring to join Boeing. Don't miss out on this unique opportunity! 🔗 Register Now to Secure Your Spot: https://lnkd.in/g_SWdXRa #Mentra #CareerEvent #Neurodiversity #Inclusion #DreamJob #Boeing #JobSeekers #InclusiveHiring #CareerGrowth

Did you know inclusive organizations are 75% more likely to turn ideas into successful products and 87% more likely to make better decisions?💡 We’re moving into an era where diversity means more than just gender or ethnicity. It’s about recognizing and celebrating our unique neurotypes 🧠—an often overlooked aspect of diversity that can drive a more dynamic workforce. Many organizations are still stuck on traditional diversity metrics, but it’s time we open our eyes to the unique perspectives that #neurodiversity brings. 🚀 Think about it: what if we embraced the diverse ways our brains work, just like we embrace new tech innovations? Curious to learn more? Dive into the article and check out our Recruiter Hiring Guide through this link 👉 https://rb.gy/wii7cg

The favorite part of my job is that I get to talk to neurodivergent people all day. Last week in particular was a high for me because I got to meet up with 2 badass, neurodivergent female founders who are working on products I've been inspired by for a while now. 👉 Jhillika Kumar is building Mentra, an employment network that connects neurodivergent job seekers with employers 👉 Nathalie Gouailhardou is building Neurode, a wearable headband that helps you track & treat ADHD without any side effects And... drum roll... 🥁 Now, they'll be co-hosting & speaking at our #SFTechWeek event—details below! — Join us on October 7th for: 🎙️ A fireside chat between neurodivergent founders & investors: Eugene Yao Brianne Kimmel Christal Wang Jhillika Kumar Nathalie Gouailhardou 🥂 Casual mixer with experiences & freebies from neurodivergent-founded organizations, including brain scans from Neurode! — 🔗 Apply here to join us (oversubscribed already): https://lu.ma/p6qhosrg We’ll be prioritizing neurospicy founders and investors (self diagnosis is valid) 🎉 This TECH WEEK by a16z event is co-hosted by: Shimmer Huddle Neurode Mentra

What was your dream growing up? Since I can I remember, my dream was to create a world where my brother and I could live freely, without fear of judgment or exclusion. A world where being #neurodivergent and living with #disabilities didn’t mean being left out. Now, years later, we’ve grown up, and so many of us are fighting the same fight. We persist in our vision for a society where everyone has the opportunity to actualize their potential and make an impact through their work. Let’s be honest, building something for the good of humanity might take longer and face more setbacks / resistance. Though that is inherent in the nature of building something that has never been built before. 🧗🏽♀️ We can’t give up. Because this dream is more than a dream—it’s a basic human right to #equalopportunity. The right to be seen, understood, and valued for who we are. Just as ecosystems need biodiversity to thrive, we need #diversityofthought, ability, and experience to build resilience. 🌱 Without it, we risk creating a society where conformity stifles creativity and progress. Masking who we are just to fit in often leads to stress, anxiety, and even depression. In these last few months, I’ve learned that opening up rather than holding it all in —whether it’s with a therapist, a manager, a a loved one, a friend, a teammate or even an investor — can be life changing. The hardest conversations are often the most liberating. And once you speak your truth, you unlock a strength you never knew existed. 🧠💥 So much #PotentialEnergy. Let’s keep pushing for an #inclusive world—where our uniqueness is celebrated, not suppressed. My brother and I will continue fighting for this vision that we set out to build with Mentra. It might be hard, though we’re still going 💪 Join us. “When we heal ourselves, we heal the world.” —Marc Nepo 🙏

What happens when we overlook or dismiss neurodivergent talents because they don't fit our traditional molds or expectations? 🤔 Let’s dive into this idea and consider what we might be losing—and what we might gain—when we don’t fully embrace diversity in hiring. 👉 The Invisible Toll: Exclusion isn’t always visible, but its effects are deeply felt. When neurodivergent talent is overlooked, we lose their unique problem-solving skills and attention to detail, which leads to enhanced productivity. Studies show teams with neurodivergent members can achieve up to 30% higher productivity. 👉 A Narrowed Vision: When we don’t actively seek diverse talent, we limit our ability to see and understand the world from multiple perspectives. This narrow focus can stifle innovation and creativity, ultimately impacting our bottom line. 👉 The Human Element: Behind every resume is a person with dreams, challenges, and a unique way of seeing the world. Exclusion doesn’t just impact the company’s bottom line; it impacts lives. It’s crucial to remember that our hiring decisions affect real people. They affect their well-being, their future opportunities, and their sense of belonging. Neurodivergent employees are deeply loyal and committed to their organization. JPMorgan Chase’s Autism at Work program reported a 0% voluntary attrition rate among autistic employees, compared to the company average of 14%. This represents not only an incredible retention rate but also an estimated $40,000 saved per employee in training and onboarding costs. So, how do we turn this around? Start by asking yourself, “How inclusive is our hiring process?”  “Are we actively seeking diverse candidates?” “Are we creating an environment where everyone feels valued and heard?” Small changes in how we approach recruitment and workplace culture can make a huge difference. Consider: - Reviewing and revising job descriptions to avoid bias. - Implementing blind recruitment practices to focus on skills and qualifications. - Providing training to address unconscious bias and promote inclusivity. - Creating support systems for employees from diverse backgrounds. Let’s shift our focus from what we lose to what we fail to gain. The cost of exclusion isn’t just about the immediate skills we miss out on. It’s also about the future we’re compromising by not embracing the full spectrum of human potential. 🧠 #Neurodiversity #Inclusion #HR

Disclosure of neurodivergence in the workplace is a deeply personal choice, and it’s often not an easy one. The goal is to create an environment where everyone feels safe and empowered, no matter what they choose to share. For many, it’s about confronting fears of being judged, misunderstood, or treated differently. Creating a supportive atmosphere goes beyond just a commitment to #neurodiversity. It requires tangible, meaningful actions: 👉 Normalize Conversations: Encourage open dialogue on diversity, inclusion, and neurodiversity in workshops, meetings, and everyday conversations. When these topics are normalized, employees feel more comfortable sharing their experiences. 👉 Invest in Education: Provide training on neurodiversity across your team to reduce miscommunication and foster understanding. Educating your workforce builds empathy and inclusivity. 👉 Establish Clear Policies: Develop a well-defined, easily accessible policy that outlines how accommodations can be requested and provided. Ensure these policies protect against discrimination and guarantee confidentiality. 👉 Create Feedback Channels: Offer anonymous feedback options and multiple communication methods for employees to disclose their needs. Flexibility in communication shows that you respect individual comfort levels. 👉 Respect Comfort Levels: Recognize that not everyone is comfortable with full disclosure. Allow employees to share only what they’re comfortable with, and make sure they know that accommodations are available without requiring full disclosure. If someone chooses to disclose, listen without judgment, maintain confidentiality, ask how you can support them, and check in periodically to ensure their needs are met. Let’s commit to a culture of empathy and understanding. 🌈 When we prioritize support and respect, we empower individuals and strengthen our teams and organizations. #Inclusion #HR #WorkplaceCulture #Neurodiversity