INvolve - The Inclusion People’s Post

Recall those moments when you questioned your competitive spirit. For many in underrepresented groups, those doubts can feel even more daunting. But it's time to rewrite that narrative. Take inspiration from Caitlin Clark, who was kicked out of gym class for being too competitive. Yet, she persisted, proving that confidence and resilience know no bounds. We must foster inclusive environments where everyone, regardless of gender or background, feels empowered to embrace their competitive spirit. Let's recognize that being competitive isn't about overshadowing others; it's about owning your strengths while uplifting those around you. Everyone should feel welcome and valued for their contributions. Let's challenge one another to shatter stereotypes, break barriers, and build workplaces where everyone can thrive. #WomenEmpowerment #DiversityandInclusion #Resilience #WorkplaceCulture #BreakingBarriers

Kate Nash's latest vlog below offers a reminder of how you build your inner confidence as a disabled person at work. 💜 Personally it took me a long time and I am still learning as I go... The three that continue to resonate with me on my journey with a fluctuating disability: We may need to make sense of, and assimilate new parts of our identity. Recognize that others may not understand the impact of our disability or ill health. Get comfortable in sharing some of our story. Enjoy the vlog... 💜 #DisabilityInclusion #Confidence #PurpleConfidence #EmployeeResourceGroups #

At PurpleSpace, we define confidence as a strong expectation of a positive outcome 👏 🌞 Kate Nash's latest vlog offers a reminder of the six fundamentals about how you build inner confidence as a disabled person at work: 🔷 We may need to make sense of, and assimilate new parts of our identity. 🔶 Recognize that others may not understand the impact of our disability or ill health. 🔷 Take a proactive role in understanding the adjustment or accommodation that we need. 🔶 Get comfortable in sharing some of our story. 🔷 Know that colleagues may not get it right when it comes to our personal language preferences or offering help. 🔶 Network and connect with others who have built their confidence. Check it out and let us know what you think

The Gen Z workforce, (people born between 1997 and 2012), are expected to make up more than a quarter of the workforce by 2025. Gen Z is one of the most driven generations yet - the most entrepreneurial and socially conscious generation. Members of Gen Z understand the importance of diversity, equity, and inclusion, and they are the first generation to prioritise mental health and wellness. But unfortunately, members of Gen Z are often misunderstood when they show up at work! As a leader, this article suggests the following guidance on working better with Gen Z - https://lnkd.in/d8w_UCVu Do you have experience on leading this generation ❓ What advice would you share ❓ #FTByourway #GenZ #Leadership

📚 Exciting New Research Alert! Dive into the latest study on racial diversity in the workplace from a psychodynamic perspective. In their study Victor Penda and Sonya Dinvea provide valuable insights and strategies for navigating career advancement. Don't miss out – read the article now! 🌟https://lnkd.in/gDXG5y84 #psychologyatwork #DiversityAndInclusion #CareerAdvancement #PsychodynamicPerspective #racismatwork Reference: Penda, V., & Dineva, S. (2024). Racial diversity at work: a psychodynamic perspective. Psychodynamic Practice, 1–26.

Do we complain about “kids these days” to avoid reflecting on “adults these days”? Thank you, Fast Company, for inviting David Ehrenthal, Certified Coach (PCC), and me to reflect on why—despite all the progress we have made to address stereotyping along racial, ethnic, and sexual orientation lines —we still stereotype along generational lines with relative impunity and what this reveals about us. Simplifying information and forming judgments saves mental energy and conserves our “body budget.” Stereotyping also plays into emotional games we use to feel superior, seek affiliation, and avoid self-reflection. We also share Hogan Assessments research that suggests that generational stereotyping is about as accurate as our horoscopes. Focusing on individual strengths and practicing "appreciative inquiry" leads to better outcomes for everyone—Snowflakes, Icebergs, and everyone else. By remembering that we are all made of water, we can build workplaces in which everyone can melt a little and sparkle a lot more. (And I can consider a career at Hallmark!). It was great to work with Sri Ravipati and reconnect with Lydia Dishman, whose orchestration of research around the topic of evolving workplaces helped me through the pandemic. This piece draws on a longer post on Medium, our work on cultivating diversity with Antonio Sadaric and Mel Martin (https://lnkd.in/g7MEQ6cZ), and our work on how managers can ensure that employees seeking meaning at work don't wind up disappointed (https://lnkd.in/gNQmYw9Y), both on Medium. Thank you, Bahia El Oddi and Kerry Herman, for the help! A belated thanks for Denise Brouder and the some of the members of the Future of Work Alliance for the conversation that prompted our piece! (Sophie Wade, Dan Smolen, Sophie Bailey, Stephen Dooley, Ashley Proctor, Corinne Murray, Kelly Colón, Danielle Farage, Chris Morett, Kayley DiCicco, Nancy Settle-Murphy, Gwen Stirling Wilkie 🌐 'Flexpert' Strategist, Mart Musekura, and Rob Longley! #GenerationalDiversity #WorkplaceWellbeing #Leadership

Happy Long Weekend to those in the UK! 😎 As I begin my long weekend, I recently came across this article in a magazine ("The Psychologist") pointing out how organizations and individuals can be neurodiversity affirmative. Key points to take away for me (including some I have added in myself): 1. Neurodiversity should be central to all strategy. For me it it is like an invisible thread that should run through all business processes. 2. Empower, champion and respect neurodivergent people. Provide opportunities and suitable workspaces for neurodivergent people to thrive in. 3. Embed a culture of removing unconscious bias in HR processes. Where possible try not to compare neurodivergent and neurotypical people. We are all different and have different strengths. Any you would add? ------------------------------------------------------------------------------------- I am Nainesh Karia of Neuro-embrace. I offer coaching to those who are on a journey with their own diversity in the workplace (whether that be neurodiversity or other). As a person of colour who has held senior roles in Talent Management, I am uniquely positioned to help challenge you in a safe and productive coaching relationship in order to realize your true and full potential. Email me at nainesh.karia@gmail.com to find out more.

I had a very interesting discussion with my sister recently regarding mental health and burnout, and it reminded me of the concept of Alienation that I used to hear every other week while I was still an undergrad. For many working adults (for the 20-something-year-old teenaged girls like me, i see u. #represent!), the detachment that we have from our work is a mark of a capitalistic society. The concept of the 'self' within the workforce is often suppressed, because either the format of the work, or the environment doesn't allow self-expression to happen freely. It's why authenticity is so valued in social media - no one really wants to see another ad on their TikTok for-you-page after a long day at work! We want to hear YOU, your stories, and your thoughts. We want to see OURSELVES in others, to touch base with who we are. I think Alienation in the corporate world is something Gen Zs are actively working against. Through the 'slayyyy' and 'it's giving motheerrrr', the fundamental concept is that Gen Zs are showing up with authenticity and inclusion - to honor their emotions, but also encourage others to follow suit. Despite being an older Gen Z myself, I find that it's all too easy to lose sight of your own emotions and values in the workforce, when you're focused on trying to grow your career. Sometimes it's in fear of rocking the boat, sometimes it's merely a mechanism of self-preservation. Work culture is changing, right before our very eyes, and I think we should start putting little pieces of ourselves in everything we do. While it may be hard to change the culture of the corporate world overnight, my hope is that one day, the generations after me will feel safe to show up as themselves at work. It definitely benefits work output as well, since our colourful perspectives can bring new outcomes across industries - and transforming the workforce with emotion and authenticity. #worklife #self

Today, TEKsystems posted an article about Neurodiversity in the Workplace that allowed M. Celeste Banks , Erin Drew, MFA , Colette C. , and myself to share our perspectives around working at TEKsystems and being neurodivergent. I couldn't be more thankful to work for a company that values DEI. Thank you for allowing us the opportunity to be vulnerable and share our experiences with others! Article Link: https://lnkd.in/d-VvxYKv My experience being "neurospicy" : The unfortunate truth is that many people who are neurodivergent often feel alone, misunderstood and undervalued. As someone diagnosed with more than one type of neurodivergence, I have always struggled with self-acceptance and feeling like I must fit in a “box” that others want me to be in. I am often perceived as: Smart but lazy Lacking effort Not living up to potential “A lot” None of these are true. But when a neurotypical person can’t understand the way I work, they’ll label me as such. Sometimes, they ask why I can’t be more like them, which has led to shame and hurt. It took me a long time to figure out that my productivity is not a measure of my worth or value as a human. Being aware of my differences has been a huge blessing for me. It has helped me be more authentic and confident to take initiative to gain career guidance. I have progressed in my career through the support of my leaders and colleagues. I wouldn’t be where I am now personally and professionally or be able to support others if it weren’t for self-awareness and a growing culture of inclusion in the workplace. My advice for companies looking to be more inclusive is to humanize your processes. Consider that if someone shares their neurodivergent diagnosis, it was probably intimidating for them to do so. If a company is unresponsive to the individual, it can be harmful to their confidence, trust and courage to speak up. Be open to learning about others’ challenges that are different than yours. #neurodiversity #neurodiversityatwork #ADHD #DEI