Hilti Group’s Post

🤫 Breaking the silence and embracing my neurodiversity 🌶️ In the corporate world, there's often an unspoken expectation to conform. While I have spent the last decade navigating the corporate ladder and striving for success, I have also spent a lot of time masking my differences. But today, I want to talk about a side of me I rarely speak about: I am autistic. As a leader in the corporate world, I think it's important that I embrace my neurodiversity and show others that being autistic can come in many different forms. Being neurodivergent doesn't have to be a barrier to success and it can even be an advantage as our brains are wired differently, allowing us to approach problems in different ways and see opportunities others might miss. I think it's time to challenge the stigma surrounding neurodiversity and create work environments where everyone, no matter how they are wired, can thrive. I invite you to watch my story and join the conversation. 🌟 #Neurodiversity #Inclusion #BreakTheSilence

Systemic Inclusion & Neurodiversity: are you doing enough?   Neurodiversity is a frequently confused term, it can broadly be considered to reflect three separate things (Dr Nick Walker):    🧠 The variation of neurocognitive functioning and traits across humans  💎  The inherent value in this variation, based on social and cultural ideas of ‘normal’ and ‘right’ ways of functioning (herein lies the imbalance of power and potential for discrimination)  📣 The social justice movement campaigning for full inclusion and rights for all who are neurodivergent    It is not, however a euphemism for autism, which can often be the label lazily applied to employees in a business. To truly consider neurodiversity we must listen to those who find it harder to be heard in the workplace. So how do we address the systemic failings that mean more prevalent voices are always at the centre? Our evidence reveals that Line Mangers are pivotal to achieving a more inclusive workplace and they must be supported by corporate strategy and structure as well as influential Execs/Directors who are ultimately accountable. Managers are rarely trained counsellors, therapists or clinicians but they are still a critical part of the ecosystem. Line management is an underrated skill, organisations pre-dominantly promote skilled practitioners and employees, and people rarely join organisations simply to become line managers. We must support them to succeed. Because until line managers see the strengths of neurodivergent colleagues (rather than any problems) and the need to put reasonable adjustments in place, will we ever achieve a culture of systemic inclusion? Our key takeaways:    👩🎤 If you have the power, employ neurodivergent team members.   ✊🏼If you don’t, advocate others to do so. Being neurodiversity affirmative does not just mean changing your language to be more respectful, it means making systemic changes across the workplace.   ♻️ Recognise there is immense value in diversity. We all know the significant adverse impact that a reduction in biodiversity causes to ecosystems.     As with biodiversity, we humans are also part of a neurodiverse landscape – connected to each other. We need all kinds of people and minds to flourish – being neurodiversity affirmative is to see and celebrate the value of this diversity through systemic inclusion. #neurodiversity #neurodiverse #inclusion #diversity #dei #culture #change

All brains are beautiful! 🧠 💚 I am blessed to be a neurodiverse individual (ADD is my superpower!) but I didn't always feel this way. As I have progressed in my career, I have learned how to harness my brain and therefore my unique power and skills. As a leader, I now know how important diversity of thought is, and that requires different brains. I would love for you to take a little time during Neurodiverse Celebration Week to self reflect and think about how you can help the neurodivergent folx around you. And they're there: between 10-20% of the population is neurodivergent. Here are some ways you can better support neurodiverse people: - provide consistent clarity - be clear with goals - be flexible in work modality and required time "in seat" - give anytime access to training (self-paced and various modalities) - inclusivity training for managers - ask your team members WHAT they need. and then provide it. - make it a psychologically safe environment / culture To leaders and managers: don't shy away from hiring all types of brains! You will be better and more successful for it. And if you want some more ideas, I loved my time with the Verizon Women's CoLab talking how we make the workplace better for people who are neurodiverse. #neurodiverse #neurodiversecelebrationweek #mentalhealth #wellbeing #employeengagement #learning #training #skills

Some helpful tips in here.

Breaking Barriers and Shattering Stereotypes: The Untapped Potential of Individuals with Down Syndrome 🌟 In our journey towards inclusivity and diversity, it's crucial to challenge the assumptions that often hold back individuals with Down Syndrome from reaching their full potential. The common misconception is that people with Down Syndrome require constant support, with limited capabilities to contribute meaningfully to society or the workforce. However, reality paints a very different picture. When given the right opportunities, support, and environment, individuals with Down Syndrome excel and contribute significantly in various fields, from the arts to technology, and even within leadership roles in businesses. Their unique perspectives and resilience often lead to innovative solutions and create a more inclusive and empathetic work culture. Let's pledge to recognize the potential in every individual. By providing the right platforms and support, we can unlock incredible talents and ensure that everyone has the chance to shine and contribute. It's not just about giving opportunities; it's about recognizing the inherent value and capabilities everyone brings to the table. #Inclusion #Diversity #DownSyndromeAwareness #Empowerment #BreakingStereotypes

Fostering Inclusion and Challenging Bias… A recent experience sparked reflection on the importance of combating microaggressions and unconscious bias in the workplace, even in organisations striving for inclusivity or claim to be neuroinclusive. 1️⃣Stereotypes and Generalisations: Generalisations about neurotypical people can be just as limiting as any other stereotype. Openness to diverse perspectives is crucial for fostering a truly inclusive environment. 2️⃣Intersectional Experiences: Feeling marginalised due to both neurotype and ethnicity is a real experience for many. While unconscious biases might be unintentional, their impact can be significant. 3️⃣Striving for Neuroinclusion: Our goal should be neuroinclusion, not exclusion for any neurotype. Finding the right balance requires ongoing dialogue and collaboration. The goal is not to swing the pendulum so far that we exclude other neurotypes. How can we create environments that celebrate diversity and actively challenge unconscious bias? Share your thoughts and experiences in the comments below! #neurodiversity #neuroinclusion #inclusion #diversityandinclusion #mentalhealth #bias

Yesterday I spoke with three different people, in three completely unrelated circumstances, where we ended up talking about our neurodiversities. It made me wonder how many people out there are NOT talking about neurodiversity? Based on different studies, between 15-20% of the population is neurodiverse. So 1 in 5 ish. If you talked to 20 people this week, chances are some of them were neurodiverse. If you haven’t spoken to someone this week and wondered about neurodiversity or how you might better cater to neurodiverse needs, you might need to get outside of your bubble... Assuming everyone is the same as you, or not creating safe enough spaces for people to share their needs with you, says a lot more about you than it says about them. And not creating inclusive environments will limit not just the individual but the potential growth and innovation of the teams, communities or organisations they operate in. So. Expand your circle. Consider the role you play in the people around you and their psychological safety. And actively look for opportunities to create an open dialogue about diverse needs, without judgement. Because if you are not talking about neurodiversity, then you are not talking about people. And you are missing out all the wonderful things people bring when we truely enable them to thrive. Are you fostering conversations about neurodiversity in your circles? When was the last time you spoke to someone about neurodiversity? #Neurodiversity #Inclusion #SafeSpaces #WorkplaceCulture #Futureful

Did you know that recognizing neurodiversity can be a pivotal moment in both personal and professional life? Discovering one's neurodivergent traits later in career can lead to a dramatic reshaping of daily routines and work life. Embracing this can enhance efficiency and self-awareness. 💡 What steps can organizations take to support neurodiverse employees effectively? Watch the full insight on how data points help in shaping a more inclusive environment. #Neurodiversity #Inclusion #ProfessionalDevelopment #WorkplaceInclusion

Today I had a colleague remind me of the *first* time I had a feeling of belonging when I was in a safe space to openly communicate about one of my needs related to my autism. In prior experiences I would have taken the social awkwardness and apologized profusely while I tried to change a behavior that would ultimately end up making my behavior worse . That moment of acceptance was a defining moment for our working relationship and established a strong trusting base. The moment re-enforced in me the significance of fostering an environment where everyone feels safe to be themselves and share their unique perspectives and needs. When individuals feel supported and accepted for who they are, it not only enhances personal well-being but also strengthens teamwork and collaboration. Let this serve as a reminder to us all: cultivating a culture of understanding and inclusivity is paramount. It has the power to transform individual lives and elevate our collective work experience. By embracing diversity in all its forms, we can build more resilient, innovative, and cohesive teams. Let's commit to being allies, to listening, and to creating spaces where everyone can thrive. #inclusion #diversity #workplacewellbeing #teamwork #autismawareness

From the desk of Dr. Gerilyn Davis: Happy Monday to you! I am hoping that your week is off to a delightful start. On my morning walk, I thought about how inclusion can create space for people to do what they love. There are things that I know are not my gifts. I know that there is someone who loves to do what I do not. Inclusion supports this division of labor. Here is why it matters. --- FOSTER WELL BEING: Positive Psychology research notes that people who use their strengths are happier, have more energy and are less stressed. --- IMPROVE MENTAL STRENGTH: We reframe weakness as developmental opportunities for ourselves and others with the need for more inclusion. --- BALANCES ENERGY: We reconcile our development opportunity by being more expansive with inclusion at the forefront. Inclusion generates alignment and empowerment within myself. Others get to do what they enjoy, and I do too! I love it when this happens! Enjoy your week! #joyofinclusion #inclusionexpansion #inclusionincludesyoutoo #inclusionontheslopes #SWORDInclusionSystem #PhaseOneStrengths