MindGym’s Post

💡 Insights drop! At MindGym, we define #inclusion as a balance between feeling safe to express your individuality (uniqueness) and feeling integrated into the larger group (belonging). Our proprietary Inclusion Index data from over 13,000 users (based in the US and UK) revealed that overall, people feel uncomfortable sharing their unique differences at work. However, a concerning pattern emerged for people of color. While people of color report a strong sense of belonging—on par with their white colleagues—they feel less psychologically safe (than their white colleagues) to be themselves or speak out against popular opinion. The identified root causes: ✴ They feel they cannot engage in meaningful conversations about diversity and inclusion at work.  ✴ They are uncomfortable sharing their backgrounds, beliefs, and cultural experiences at work.    Thoughts? I’d appreciate your feedback on these findings! #MindGymAnalytics

Janet N. Ahn, PhD nails it. I always value her insights. MindGym's definition of inclusion is my favorite. Belonging is so important, but is not enough, because we can assimilate in order to belong, and we don't want that. The combo of belonging with acceptance and encouragement of individuality is true inclusion. Inclusion is a journey, not a destination. Does your company run inclusion trainings to increase workforce engagement and productivity as well as retain quality employees? What are you doing to make people feel truly included, from some of the big major items like race, religion, gender, sexuality, disability... to some of the smaller ones like appearance, interests, and dare I say... office flexibility...?

"MindGym's four evidence-based cornerstone behaviors of inclusion and belonging have been proven time and time again to unite very different groups of people around a common goal." These four cornerstone behaviors are: 📣Value variety: difference is infinite, but not all differences are equal. 📣Judge wisely: spot the tricks our minds play and outwit them. 📣Forbid and forgive: appreciate the difference between unacceptable misbehavior and a forgivable misstep. 📣Step up: there are no angels and villains. We’re all responsible for building belonging and weaving inclusion into the everyday flow of work. Data: Why Companies Should Rethink Their Approaches To Diversity at https://buff.ly/41EV3RL. #diversity #inclusion

🚨 Uncovering the Hidden Barrier to True #Inclusion 🚨 At MindGym, our latest Inclusion Index, powered by insights from over 13,000 global users, reveals a critical issue: while people of color report a strong sense of #belonging, they often don't feel psychologically safe to express their unique differences. This challenge isn't just confined to lower job levels; sadly, it's even more pronounced for people of color in executive roles. What does this mean for organizations? When individuals feel unsafe, they may engage in #masking – Kenji Yoshino describes this as the act of muting, editing, or managing one's true identity. This behavior can significantly harm mental health and perpetuate cultures of assimilation, where the expectation is to conform rather than promote differences. True inclusion isn't about everyone fitting the same mold but about valuing both individual uniqueness and collective pride. Let's work towards a culture where differences are celebrated and #psychologicalsafety is a given. 🌟 #MindGymAnalytics #Leadership #Culture 

𝗚𝗼𝘁 𝗮 𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗰𝗼𝗺𝗶𝗻𝗴 𝘂𝗽? Want to make it engaging and accessible for your the 30% viewers who are neurodivergent? Join my free community of changemakers and learn how I tackled this challenge during my opening presentation at the Neuroverse virtual summit. The best thing – taking inspiration from neurodivergence inclusion will make your presentation more enjoyable for everyone. 100%. 𝗖𝗼𝗴𝗶𝘁𝗮𝘁𝗲 ➡ 𝗔𝗰𝘁𝗶𝘃𝗮𝘁𝗲 𝗶𝘀 𝗮𝗹𝗹 𝗮𝗯𝗼𝘂𝘁 𝗺𝗼𝘃𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝘁𝗮𝗹𝗸𝗶𝗻𝗴 𝗮𝗯𝗼𝘂𝘁 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗶𝘁𝘆 𝘁𝗼 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗶𝗻𝗴 𝗶𝘁. In this community, you’ll gain actionable insights from me and other participants, try out new habits, and connect with others who are equally committed to enhancing cognitive inclusion in the workplace. 𝗟𝗮𝘂𝗻𝗰𝗵 𝗶𝘀 𝗶𝗻 𝗷𝘂𝘀𝘁 𝘁𝘄𝗼 𝗱𝗮𝘆𝘀! Don’t miss out—this is the only place where I’ll be sharing this kind of practical, actionable information. ➡️ Sign up to get involved: https://lnkd.in/gSWtua5u.

Ever wondered how embracing neurodiversity could revolutionize your workplace culture? 🚀 Imagine harnessing the unique strengths and perspectives of individuals with diverse neurological profiles like autism, ADHD, dyslexia, and more.    How could this diversity strengthen your team dynamics and drive innovation?   Enter this weeks Woman Crush Wednesday.... Jess Meredith, a Co-Founder at Differing Minds. Jess truly is a pioneering force when it comes to neurodiversity and inclusion and its her business, Differing Minds, that is dedicated to supporting organisations and business leaders to debunk the myths surrounding neurodiversity, whilst providing them with tools that help unlock the full power of a diverse workforce. 💥 Drawing from her extensive background in the tech industry, Jess brings a huge amount of experience to the table. As a former Business Analyst and Diversity and Inclusion Officer at Monterosa, she witnessed first hand the transformative power of embracing neurodiversity in the workplace. One of the main driving forces between Jess' mission with Differing Minds is down to the personal connection that she has to neurodiversity through her wonderfully neurodiverse daughter who has shown Jess that by viewing the world in a different way, you can create tangible and effective change for the better! 🌍 And with this connection, Differing Minds was born and Jess has never looked back when it comes to creating a platform that is committed to delivering innovative and engaging neurodiversity and inclusion training. From startups to large enterprises, Differing Minds collaborates with organizations of all sizes by providing tailored solutions to foster neuroinclusive cultures. They offer accessible, impactful, fun and engaging training programs as Jess and her team empower companies to embrace neurodiversity as a driver of innovation and success. But Jess's impact extends far beyond corporate boardrooms. She's a passionate advocate for neurodiversity awareness and education, actively engaging with schools and communities to promote understanding and acceptance. 👏 So, if you're ready to embark on a journey towards a more inclusive and innovative workplace, look no further than our brilliant #WCW, Jess Meredith at Differing Minds! #womencrushwednesday #neurodiversity #neurodiversityatwork

🔹 Managing Gen Z: Embrace Uniqueness 🔹 Managers, let's face it: the current generation of 20 somethings (labeled Generation Z) are unlike any other generation that came before them. As a therapist that works with this generation to manage this life transition, I'm going to give you an tips on how to manage them in a way that feels good to them and is great to your bottom line! ✏ Embrace Uniqueness! ✏ GenZ'ers didn't grow up with the things you did. They grew up with cell phones, wifi, American Idol, and the Real Housewives. They were taught to differentiate themselves from others and to be who they are regardless of how society views them. With this in mind, Key Tip #1 is to celebrate and support individuality in the workplace. Encouraging each member of your team to bring their unique perspectives and strengths to the table fosters a warm work environment that produces creativity, innovation. Let’s create spaces where everyone can shine! #Leadership #GenZ #Diversity #Inclusion #WorkplaceCulture

🧠 Neurodiversity includes AD(H)D, Autistic Spectrum Disorder, dyslexia, and conditions we might not think of, like mental health challenges. At Empathic Engineering, we know it's important to talk about how our experiences are all different in order to create the most effective work environments with mindful communication. 💫

The Neurodiversity Advantage - Unleashing Innovation and Success In the landscape of success and achievement, diversity isn’t just about visible differences; it's about celebrating the spectrum of human cognition. Neurodiversity, encompassing individuals with conditions like autism, ADHD, dyslexia, and others, is a treasure trove of unique perspectives and talents often overlooked in traditional narratives of success. Did you know that a staggering 40% of self-made billionaires globally are neurodivergent? That's right, some of the brightest minds shaping our world possess brains wired a little differently. From tech titans to creative geniuses, neurodivergent individuals have left an indelible mark on industries across the board. But what makes neurodivergent individuals such powerhouses of success? It boils down to their distinctive cognitive traits. Take ADHD, for instance. While it might present challenges in traditional classroom settings, it often fosters out-of-the-box thinking, hyperfocus, and boundless energy in pursuing passions. Similarly, autism, with its focus on detail and pattern recognition, can lead to unparalleled innovation and problem-solving abilities. In the corporate world, forward-thinking companies are recognizing the value of neurodiversity and actively seeking out neurodivergent talent. Organizations like Microsoft, SAP, and Hewlett Packard Enterprise have implemented neurodiversity hiring programs, tapping into a vast pool of underutilized potential. These initiatives not only benefit the individuals involved but also drive innovation and enhance team dynamics. Embracing neurodiversity isn’t just a moral imperative; it’s a strategic advantage. By fostering inclusive environments where diverse minds can thrive, companies unlock creativity, drive, and resilience. It’s not about charity or tokenism; it’s about recognizing that diversity in all its forms is the cornerstone of progress. So, how can we as individuals and organizations harness the neurodiversity advantage? It starts with education and awareness. By understanding the strengths and challenges of neurodivergent individuals, we can create environments that accommodate diverse ways of thinking and working. Training programs, mentorship opportunities, and flexible work arrangements are just a few strategies to consider. Moreover, we must challenge stereotypes and stigmas surrounding neurodiversity. Instead of viewing differences as deficits, let’s celebrate them as unique perspectives that enrich our collective experience. By shifting our mindset from one of exclusion to inclusion, we unlock the full potential of every individual, regardless of neurotype. As we strive for innovation and success in an increasingly complex world, let’s embrace the neurodiversity advantage and build a future where everyone has the opportunity to shine. 💡💼 #Neurodiversity #Innovation #Success #DiversityAndInclusion

This week is Neurodiversity Celebration Week. Did you know it’s estimated that nearly 1 in 7 people are neurodiverse, with nearly 30% of neurodivergent employees in the tech sector reporting having two or more conditions. Join us at Nimble in embracing the uniqueness of every mind. Our Nimblers have shared their journeys, highlighting the strengths and challenges of neurodiversity. “I think attitudes are changing for the better; there is more of an understanding that it’s not always a disadvantage and that diversity in teams can bring better solutions.” – Neurodiverse Nimbler Read about Neurodiversity at Nimble: https://lnkd.in/ehseRnPS #NeurodiversityCelebrationWeek #NeurodiversityWeek #ncw #Neurodiversity #Inclusion