المحتوى المقدم من Joanne Lockwood. يتم تحميل جميع محتويات البودكاست بما في ذلك الحلقات والرسومات وأوصاف البودكاست وتقديمها مباشرة بواسطة Joanne Lockwood أو شريك منصة البودكاست الخاص بهم. إذا كنت تعتقد أن شخصًا ما يستخدم عملك المحمي بحقوق الطبع والنشر دون إذنك، فيمكنك اتباع العملية الموضحة هنا https://ar.player.fm/legal.
Player FM - تطبيق بودكاست انتقل إلى وضع عدم الاتصال باستخدام تطبيق Player FM !
On Advances in Care, epidemiologist and science communicator Erin Welsh sits down with physicians from NewYork-Presbyterian hospital to discuss the details behind cutting-edge research and innovative treatments that are changing the course of medicine. From breakthroughs in genome sequencing to the backstories on life-saving cardiac procedures, the work of these doctors from Columbia & Weill Cornell Medicine is united by a collective mission to shape the future of health care and transform the lives of their patients. Erin Welsh, who also hosts This Podcast Will Kill You, gets to the heart of her guests’ most challenging and inventive medical discoveries. Advances in Care is a show for health careprofessionals and listeners who want to stay at the forefront of the latest medical innovations and research. Tune in to learn more about some of medicine’s greatest leaps forward. For more information visit nyp.org/Advances
المحتوى المقدم من Joanne Lockwood. يتم تحميل جميع محتويات البودكاست بما في ذلك الحلقات والرسومات وأوصاف البودكاست وتقديمها مباشرة بواسطة Joanne Lockwood أو شريك منصة البودكاست الخاص بهم. إذا كنت تعتقد أن شخصًا ما يستخدم عملك المحمي بحقوق الطبع والنشر دون إذنك، فيمكنك اتباع العملية الموضحة هنا https://ar.player.fm/legal.
Inclusion Ignited: Real Talks that Drive Change — Disrupting Norms with Conversations that Challenge
المحتوى المقدم من Joanne Lockwood. يتم تحميل جميع محتويات البودكاست بما في ذلك الحلقات والرسومات وأوصاف البودكاست وتقديمها مباشرة بواسطة Joanne Lockwood أو شريك منصة البودكاست الخاص بهم. إذا كنت تعتقد أن شخصًا ما يستخدم عملك المحمي بحقوق الطبع والنشر دون إذنك، فيمكنك اتباع العملية الموضحة هنا https://ar.player.fm/legal.
Inclusion Ignited: Real Talks that Drive Change — Disrupting Norms with Conversations that Challenge
From Buzzwords to Belonging: Simplifying DEI Julie Kratz dissects the core of allyship, emphasising the transformative impact of inclusive leadership, fairness, and the enduring significance of fostering genuine human connections within corporate cultures. In this episode of The Inclusion Bites Podcast, Joanne Lockwood explores Allyship in Action with guest Julie Kratz, an insightful discussion around the nuances of Diversity, Equity, and Inclusion (DEI) work. Julie shares her perspective on how focusing on inclusion, training, and creating inclusive leadership rather than just diversity can bring about meaningful change within organisations. Joanne and Julie delve into the importance of simplifying DEI language to promote fairness and reduce societal fears, underscoring the need for actionable steps towards creating equitable workplaces. Julie Kratz is an accomplished author, speaker, and founder of Next Pivot Point, specialising in allyship and inclusive leadership. After spending 12 years in corporate America, Julie recognised the overarching need for belonging and safe leadership, which motivated her to establish her consultancy. Her work focuses on engaging broader conversations beyond gender-specific issues, addressing workplace inclusion challenges, and promoting a long-term vision for societal change. Julie’s columns for Forbes provide her a platform to influence and initiate discussions on these critical topics. The conversation between Joanne and Julie unearths valuable insights into the evolving nature of DEI, where performative actions are contrasted with genuine, active allyship. They highlight how companies like Warner and American Airlines are champions of DEI, adhering to their core values despite shareholder opposition. While discussing equity issues such as pay equality, they emphasise the importance of fairness and inclusive culture over mere buzzwords. Both agree on the power of focusing on outcomes such as fairness, respect, and trust to cultivate an inclusive environment. Listeners will find this episode particularly enlightening as it underscores a crucial shift towards genuine allyship and inclusion. Joanne and Julie's dialogue calls for a re-evaluation of DEI terminology and a steadfast commitment to creating environments where fairness and inclusivity are paramount. For those keen to foster a more inclusive and supportive culture within their organisations, this episode of The Inclusion Bites Podcast offers both inspiration and practical guidance. A key takeaway from this episode is the profound impact that focusing on fairness and inclusion can have in simplifying the DEI approach and fostering a supportive and equitable environment. Listeners are encouraged to challenge themselves to move beyond performative allyship, embracing genuine actions that drive meaningful change. Published: 13.02.2025 Recorded: 09.01.2025 Duration: 0:52:33 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #148: Allyship in Action — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Timestamps Necessity Breeds Entrepreneurship: “I never really dreamed of being an entrepreneur, but it was out of the necessity of my own difficult time surviving in corporate America.” — Julie Kratz [00:02:36 → 00:03:47] The Backlash Against DEI: “There wouldn’t be a target on DEI if it wasn’t achieving some success. You wouldn’t bother with it.” — Julie Kratz [00:08:47 → 00:08:56] The Last Stand Narrative in Modern America: “I honestly thought we got that over with first Trump presidency, but apparently there’s more ammo ready to come out.” — Julie Kratz [00:11:52 → 00:12:00] Title: The Importance of Acknowledging History Quote: “When you don’t acknowledge our problematic history, you’re much more likely to repeat it.” — Julie Kratz [00:12:28 → 00:12:29] Shocking Election Results: “I had no idea 51% of our country felt that way. I just didn’t, I didn’t think it was possible.” — Julie Kratz [00:15:59 → 00:16:06] The March Towards Conflict: “He’s setting up the conditions for, at a minimum, a deep resistance movement, if not a revolution. And I don’t use those words lightly.” — Julie Kratz [00:17:28 → 00:17:39] The Importance of Support Systems: “If they feel supported then they’re going to be able to contribute more to society and that benefits all of us.” — Julie Kratz [00:22:58 → 00:23:04] The Impact of Ageism: “On ageism is the biggest ism of them all. We’re, we’re fearful of our own mortality because the likelihood of you becoming disabled at some point in your life is extremely high. Like it’s almost inevitable. And so you’re pointing that out. We don’t want to think about that because it’s, it’s too scary to fathom, like our own vulnerability. And I think that’s the heart of all the isms. We’re too afraid of accepting that it somehow challenges our own virtues or our own self image.” — Julie Kratz [00:24:20 → 00:24:56] Changing the Narrative in DEI: “I just started writing back, I’ll take positive stories, please.” — Julie Kratz [00:30:40 → 00:30:43] The Primal Need for Allyship: “The research on it shows just like mentorship, it’s not the mentee that really benefits, it’s the mentor.” — Julie Kratz [00:42:43 → 00:42:50] Definition of Terms Used Diversity, Equity, and Inclusion (DEI) Definition: DEI is an umbrella term encompassing initiatives and policies aimed at creating a diverse, equitable, and inclusive environment where all individuals have fair access to opportunities and resources. Relevance: DEI fosters a workplace culture that values differences, promotes fairness, and ensures everyone feels included and respected. Examples: Implementing unbiased recruitment processes, organising diversity training programs, and establishing mentorship schemes for underrepresented groups. Related Terms: Belonging, Affirmative Action, Social Justice, Inclusive Leadership Common Misconceptions: DEI is often misconstrued as favouritism or reverse discrimination. It is, in fact, about levelling the playing field, not giving undue advantage. Inclusive Leadership Definition: Inclusive leadership refers to leadership practices that actively seek and value diverse perspectives, fostering an environment where everyone feels empowered to contribute. Relevance: Inclusive leaders drive innovation, enhance team performance, and create a culture of trust and respect. Examples: Encouraging open dialogue, recognising and addressing biases, and ensuring equal opportunities for development and advancement. Related Terms: Transformational Leadership, Servant Leadership, Collaborative Leadership, Psychological Safety Common Misconceptions: Some believe inclusive leadership dilutes authority or slows down decision-making, but it actually leads to more informed and effective outcomes. Calling In Definition: “Calling In” is an approach to addressing behaviour or comments that perpetuate harm, with the intent to educate and include rather than shame or ostracise. Relevance: It promotes constructive dialogue and learning, reinforcing a culture of continuous improvement and empathy. Examples: Having a private conversation to explain why a comment is harmful and offering resources for further understanding. Related Terms: Calling Out, Conflict Resolution, Restorative Justice, Compassionate Communication Common Misconceptions: Some assume calling in is less effective than calling out, but it often results in more sustainable behavioural change and stronger relationships. Curb Cut Effect Definition: The curb cut effect describes the broader benefits experienced by all when changes are made to accommodate specific needs, originating from the design of wheelchair-accessible curb ramps. Relevance: It illustrates how equitable practices designed for marginalised groups can enhance overall accessibility and convenience, benefiting society as a whole. Examples: Closed captions for the hearing-impaired aiding language learners, ramps being useful for parents with prams, and voice recognition software benefiting various users. Related Terms: Universal Design, Accessibility, Inclusivity, User-Centred Design Common Misconceptions: People often think such accommodations only benefit specific groups, failing to recognise the broader, often unintended, societal advantages. Zero-Sum Game Definition: A zero-sum game is a situation in which one party’s gain is inherently equal to another party’s loss, suggesting that resources are limited and must be competed for. Relevance: Challenging this misconception in DEI work helps to underscore that advancing equity and inclusion can create benefits and opportunities for all, rather than disadvantaging others. Examples: Promoting gender diversity in leadership roles leads to better decision-making and performance, benefiting the entire organisation. Related Terms: Win-Win Situation, Collaboration, Shared Value, Resource Allocation Common Misconceptions: Many believe that helping one group necessitates taking away from another, ignoring the potential for mutual gains and systemic improvements. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Julie Kratz Next Pivot Point The post Allyship in Action appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Creating Safe Spaces: Psychological Safety and the Need for Belonging Lorne Epstein examines the impact of awareness on biases, the power of human goodness, and strategies for fostering inclusivity, rooted in a belief in our shared desire for peace and safety. In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Lorne Epstein dive deep into the world of unconscious bias and the transformative power of self-awareness. Lorne, a seasoned social scientist, brings to the table compelling insights into human goodness, the evolving understanding of diversity, and practical techniques for managing stress and enhancing decision-making. Joanne complements these insights with her rich experiences, making for a thought-provoking and inspiring discussion. Lorne Epstein has over 20 years of experience as a social scientist, focusing on unconscious bias and its implications in everyday life. Beyond his academic pursuits in cognitive neuroscience, Lorne has delivered workshops around the globe, reaching over 50,000 participants. His journey includes hosting a public radio show about jobs, conducting online workshops during the COVID pandemic, and offering training that has transformed perspectives in various settings, including a notable session at an Ohio hospital. Lorne advocates for continuous learning, self-reflection, and practical techniques to manage stress and decision-making, aiming to inspire positive change at both personal and societal levels. The conversation kicks off with Lorne's optimistic view of fundamental human goodness, despite the often-negative portrayal of people in the media. He and Joanne explore the nuanced understanding of diversity, emphasising the inclusion of different learning styles and interactions. Lorne introduces stress management techniques like breathing exercises and structured stand-up meetings to enhance clarity in decision-making. Key components for effective decision-making are discussed, including timing, relevant information, outcome analysis, and physical awareness. Joanne delves into the importance of recalibrating the definition of success and the role of authenticity in creative work. Listeners are given an intimate glimpse into overcoming personal failures and fears, with both Lorne and Joanne sharing poignant personal anecdotes. The episode wraps up by celebrating resilience, the importance of psychological safety, and fostering environments where individuals can thrive without fear of judgment. Joanne touchingly expresses her gratitude towards Lorne's contributions and hints at exciting future episodes. A key takeaway from this episode is the profound impact of self-awareness and continual learning in overcoming biases and fostering inclusive environments. Listeners will walk away with practical tools for managing stress and making effective decisions, as well as inspiration to challenge societal norms and embrace the transformative power of inclusivity. Tune in for an enriching experience that promises to equip you with actionable insights and drive meaningful change. #InclusionBites #BreakingBias Published: 13.02.2025 Recorded: 19.12.2024 Duration: 1:07:06 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #147: Breaking Bias Other Links SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk Inclusion Bites Podcast on YouTube Clips and Timestamps The Realities Behind the Glitter: “By the end of towards the end of the flight, the plane got just crazy turbulent. I got so sick that they took me off by ambulance, went to the hospital for about 3 or 4 hours, got fixed up.” — Lorne Epstein [00:06:39 → 00:06:51] The Mysteries of the Brain: “In every class I’ve taken, usually sometime during the class, the teachers, like, shrugs their shoulders and says, and we don’t know.” — Lorne Epstein [00:16:18 → 00:16:23] The Nature of Unconscious Biases: “We fill in the blanks. If I tell you three pieces of information, you’ll connect them and make up a story.” — Lorne Epstein [00:19:34 → 00:19:39] Topic of Human Connection: “But when I don’t, that gives the opportunity, the space for for connection and intimacy, like not physical intimacy, like, you know, just that emotional intimacy.” — Lorne Epstein [00:26:08 → 00:26:20] The Importance of Language and Lifelong Learning: “I think one of the one of my greatest one of my superpowers, I didn’t write that down, is that I am truly a lifelong learner. Like, I’m getting a master’s degree in cognitive neuroscience. And I got to tell you, sometimes I wonder why, because it’s so freaking hard.” — Lorne Epstein [00:38:33 → 00:38:45] Decision-Making Essentials: “And so in a surgical room, that’s really bad. But doing that, when teams have small teams have to make a decision, an important decision is to come together and have a quick, like, okay. What are we doing here?” — Lorne Epstein [00:42:21 → 00:42:22] Decision-Making Criteria: “The information has to have 2 components. 1, it has to only address the question that we’re asking and no more because our human brain isn’t really good with data and numbers. Right? Second thing is that it has to have ethic it has to have provenance.” — Lorne Epstein [00:43:15 → 00:43:32] The Fear of Judgement: “You can see it somewhere in that development period where kids go from, like, being this joyful, lit up, exuberant, I’m just gonna be, like, whatever I am, to then, like, all of a sudden, buttoned up, shut down, controlled, scared. I don’t want anyone to see me.” — Lorne Epstein [00:48:57 → 00:49:13] Overcoming Fear: “What can I do that is a little scary, but not as super scary? And keep building on that to build confidence.” — Lorne Epstein [00:52:54 → 00:52:59] The Courage to Stand for Inclusion: “And I appreciate that you are standing in the gap, like where we are and where we could be around every human being feeling included, experiencing inclusion.” — Lorne Epstein [01:01:26 → 01:01:40] Definition of Terms Used Psychological Safety Definition: Psychological safety is the belief that one can express ideas, questions, concerns, or mistakes without fear of negative consequences to self-image, status, or career. Relevance: Creating environments with psychological safety can lead to higher levels of performance, creativity, and engagement among individuals. Examples: Open forums for idea sharing, team meetings where feedback is encouraged, and leaders modelling vulnerability. Related Terms: Trust, Emotional Safety, Team Dynamics, Inclusive Leadership Common Misconceptions: It is often misunderstood as being synonymous with comfort; however, it entails creating a space where challenging conversations and constructive conflicts are welcome. Unconscious Bias Definition: Unconscious bias refers to the stereotypes or attitudes that affect our understanding, actions, and decisions in an unconscious manner, influenced by background, cultural environment, and personal experiences. Relevance: Addressing unconscious bias is crucial in fostering inclusive environments, both in workplaces and broader social settings. Examples: Gender bias in hiring, racial biases impacting customer service, and confirmation biases in decision-making. Related Terms: Implicit Bias, Stereotyping, Cognitive Bias, Discrimination Common Misconceptions: Some believe they are exempt from biases; however, everyone has unconscious biases that need to be examined and managed. Visualisation Techniques Definition: Visualisation techniques involve creating mental images to achieve specific goals or alleviate anxieties, often used as a tool for improving performance or mental well-being. Relevance: Utilising visualisation can help individuals prepare for stressful situations, enhancing self-confidence and reducing anxiety. Examples: Athletes visualising winning a race, professionals envisioning successful presentations, and visualising calm places to manage stress. Related Terms: Mental Imagery, Mindfulness, Cognitive Rehearsal, Stress Reduction Common Misconceptions: Some may think visualisation is simply daydreaming; however, it is a structured practice aimed at achieving real outcomes. Fight or Flight Response Definition: The fight or flight response is the body’s automatic physiological reaction to perceived threats, preparing an individual to either confront or flee from the danger. Relevance: Understanding this response can help manage stress and reactions in high-pressure situations, crucial for both personal and professional contexts. Examples: Elevated heart rate and adrenaline when facing a deadline, or the instinct to escape during a public speaking event. Related Terms: Stress Response, Anxiety, Survival Instincts, Autonomic Nervous System Common Misconceptions: It’s often thought to only apply to physical dangers; however, it also occurs in social and psychological stress situations. Neuroscience of Memory Definition: The neuroscience of memory involves the study of how the brain processes, stores, and retrieves information, highlighting the complex and varying mechanisms behind memory formation. Relevance: Insights into memory neuroscience are vital for understanding learning processes and addressing issues related to memory disorders. Examples: Research on how memories are consolidated during sleep, studying disorders like Alzheimer’s Disease, and understanding the impact of emotional experiences on memory recall. Related Terms: Cognitive Neuroscience, Memory Consolidation, Synaptic Plasticity, Neuroplasticity Common Misconceptions: Some believe memory works like a video recorder; in reality, it is a reconstructive process influenced by many factors. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Lorne Epstein Electric Cow The post Breaking Bias appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Creating Inclusive Work Environments for People with Intellectual Disabilities Dominique Dehaene advocates for sports as a means to foster inclusion for individuals with intellectual disabilities, highlighting personal growth, societal perceptions, and the need for empathy and equal opportunities. In this episode of The Inclusion Bites Podcast, host Joanne Lockwood engages in a compelling conversation with Dominique Dehaene as they explore the profound impact of sports on social inclusion, particularly for individuals with Intellectual and Developmental Disabilities (IDD). The episode delves into various facets of inclusion within corporate settings and society, examining how sports can serve as a powerful catalyst for change. Joanne and Dominique discuss the role of positive mindsets in overcoming perceived employment challenges and highlight how inclusive sports initiatives can transform lives by fostering confidence, social skills, and professional development. Dominique Dehaene, the national director of Special Olympics Belgium, brings a wealth of experience and personal insight to the discussion. As a father of a son with autism, Dominique's journey has been deeply intertwined with advocating for and fostering inclusive environments. His work with the Special Olympics underscores his commitment to highlighting the abilities of individuals with IDD rather than their limitations. He shares touching personal stories, including his son's experiences with social anxiety and professional aspirations, providing a heartfelt perspective on the broader conversation about inclusion and societal norms. His unique blend of professional expertise and personal dedication makes him a compelling advocate for the inclusion revolution. Throughout the episode, Joanne and Dominique touch on pivotal themes such as the integration of individuals with IDD into the workforce, the importance of celebrating present accomplishments, and the transformative effect of sports on mental and physical well-being. They explore the concept of "play unified" and how mixed-ability sports can help reshape perceptions and create more accepting communities. The episode also addresses the broader implications of setting realistic expectations and celebrating achievements without succumbing to the pressures of relentless ambition. Dominique and Joanne conclude with an emphasis on the need for practical solutions and a supportive network to ensure individuals with IDD can thrive in all aspects of life. They call for a collective effort to foster empathy, authenticity, and inclusive mindsets from an early age. A key takeaway from this episode is the transformative power of sports in championing inclusion and empowering individuals with IDD. Listeners will find inspiration in the personal stories shared and gain practical insights into the role of inclusive activities in fostering a sense of belonging and equality. Tune in to explore how embracing diversity through sports can create profound societal change, and join the conversation about building a more inclusive world. Published: 06.02.2025 Recorded: 17.12.2024 Duration: 0:55:38 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #145: Beyond Branding — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Timestamps Embracing Inclusion Through Sports: “We strive indeed for an inclusive society where people with intellectual disabilities, anyone else can, can play a full role in, regarding their talents and, disregarding, I would say their disabilities.” — Dominique Dehaene [00:04:03 → 00:04:19] Parenting with Perspective: “You look at the world differently through the eyes of a person with autism, especially when you’re so close to him, so it opens your mind, it opens your perspective on some ideas you have, so it opens your perspective on the world.” — Dominique Dehaene [00:06:58 → 00:07:14] Embracing Openness about Autism: “Me and my wife always did, we were always very open about our son’s disability, autism, you know, it’s not something you have to hide or put away.” — Dominique Dehaene [00:08:52 → 00:09:03] Overcoming Challenges: “We would all get sick if we just stayed home for the rest of our lives without saying it can happen, of course, but you gotta have a purpose as you say.” — Dominique Dehaene [00:19:54 → 00:20:03] The Transformative Power of Sports: “So we truly believe that sports is, is an entry to, to, to much more fulfilling life, I think, I can say.” — Dominique Dehaene [00:23:09 → 00:23:19] Changing Perspectives on Disabilities: “But the way these young children look at those athletes and these people with IDD, they don’t see the difference or they, you know, it just, they’re very open minded about it and they say just, yeah, maybe he or she was a bit different, but I didn’t really notice anything.” — Dominique Dehaene [00:25:48 → 00:26:05] The Surprising Truth About Air Traffic Control: “Engineers would not always and mostly not make good air traffic controllers just because they think too much, you know, they overthink and, you know, air traffic controls, and it might not sound very reassuring, but trust me, it is, you know, they have plan A for the traffic they’re guiding, but they also have in the back of their minds, a plan B and a plan C and it’s not call it gut feeling, but you know, it’s intuition, it’s instinct, it’s knowledge, it’s experience, etcetera. It’s a skill.” — Dominique Dehaene [00:27:47 → 00:28:21] Support for People with Intellectual and Developmental Disabilities: “For some people it is because they don’t get the help that they could use. And this is of course, even more the case for people with IDD. They need more help than others. And if there’s no help they can rely on, it makes it even more difficult.” — Dominique Dehaene [00:32:22 → 00:32:37] The Future of Care for IDD Individuals: “At a certain time you have to start thinking, yeah, what will happen if life takes its normal course and we live this life earlier than our son, who will take care of him then?” — Dominique Dehaene [00:33:19 → 00:33:31] Inclusive Healthcare for IDD Communities: “You need doctors and nurses, etcetera, who can approach people with IDD differently because, you know, you cannot just ask, you know, are you hurting somewhere?” — Dominique Dehaene [00:38:58 → 00:39:08] Definition of Terms Used Intellectual and Developmental Disabilities (IDD) Definition: IDD encompasses intellectual disabilities and developmental disorders such as autism and Down syndrome, involving significant limitations in both intellectual functioning and adaptive behaviour. Relevance: Understanding IDD is crucial for creating inclusive environments both in the workplace and society, ensuring individuals with these disabilities are provided with equal opportunities and support. Examples: Intellectual disabilities, autism spectrum disorders, Down syndrome. Related Terms: Neurodiversity, Special Needs, Cognitive Disabilities. Common Misconceptions: Many believe individuals with IDD cannot be productive members of society, but with appropriate support, they can thrive and contribute significantly. Social Enterprise Definition: A social enterprise is a business that prioritises social objectives alongside financial goals, reinvesting profits to address social, environmental, or community challenges. Relevance: Social enterprises demonstrate how businesses can be both profitable and purposeful, providing models for employing individuals with disabilities and contributing to community welfare. Examples: Cafes employing individuals with IDD, cooperative businesses, fair trade organisations. Related Terms: Non-Profit Organisation, Cooperative, Impact Investment. Common Misconceptions: Some think social enterprises are purely charitable entities, but they operate as businesses with revenue-generating models. “Play Unified” Initiatives Definition: “Play Unified” initiatives encourage people with and without intellectual disabilities to engage in shared physical activities and sports, promoting inclusion and breaking down barriers. Relevance: These initiatives are pivotal in changing societal perceptions and demonstrating that individuals with disabilities possess unique talents and abilities, fostering a sense of equality. Examples: Unified sports events, inclusive physical education programmes in schools. Related Terms: Inclusive Sports, Unified Sports, Abilities Focus. Common Misconceptions: Some assume people with IDD cannot participate effectively in sports, while “Play Unified” initiatives prove the opposite. Divisioning in Special Olympics Definition: Divisioning is the process in the Special Olympics where athletes are grouped into competition divisions based on their abilities to ensure fair and equitable competition. Relevance: Divisioning allows athletes with varying abilities to compete on a level playing field, promoting confidence and personal growth. Examples: Grouping athletes by skill level in running events, swimming, or team sports. Related Terms: Skill Grouping, Adaptive Competition, Fair Play. Common Misconceptions: It’s often thought that competition in the Special Olympics isn’t genuine, but divisioning ensures it remains challenging and rewarding for all participants. Social Anxiety Definition: Social anxiety is a chronic mental health condition characterised by intense fear or anxiety of social situations where one may be judged, negatively evaluated, or rejected. Relevance: Recognising social anxiety is important for understanding the challenges faced by individuals, including those with IDD, and creating supportive environments that mitigate stress and encourage comfort in social interactions. Examples: Fear of public speaking, anxiety in social gatherings, apprehension about job interviews. Related Terms: Social Phobia, Anxiety Disorders, Mental Health. Common Misconceptions: Social anxiety is often trivialised as mere shyness, but it can severely impact everyday functioning and quality of life if not addressed appropriately. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Dominique Dehaene Special Olympics Belgium The post Creating Inclusive Work Environments for People with Intellectual Disabilities appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Bridging Brands and People Samta Datta explores the profound impact of genuine connections, the importance of maintaining authenticity in personal branding, and the evolving cultural perceptions of success and gender roles within familial and professional landscapes. In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Samta Datta explore how authentic connection triumphs over mere branding. The discussion, succinctly titled "Genuine Stories, Empowered Connections," delves into the nuanced themes of connection, authenticity, and the fundamental human need to belong. Both Joanne and Samta share their insights on the significance of true self-expression in personal and professional realms and how it transcends superficial branding efforts. Samta Datta, hailing from Mumbai, India, is a renowned brand marketing consultant. Known for her work in amplifying diverse voices, she has exceptional expertise in connecting people, brands, and audiences by understanding their deeper insights, pain points, and passions. Her unique approach focuses on authenticity and true self-expression, often critiquing the superficiality of mere persona in branding. Samta's work extends to training and consultancy, aiding businesses and individuals eager to develop genuine, resonant connections. Her commitment to inclusive and empowered communication makes her a significant voice in the industry. The conversation touches on how the COVID-19 pandemic highlighted the profound impact of isolation on mental health, while also transforming methods of connection through digital means. Both Joanne and Samta reflect on the boom in pet ownership as a response to the lack of physical connection and its implications on emotional wellbeing. Furthermore, they discuss the precarious balance of maintaining a public persona versus embodying one's true self, acknowledging the burnout it can cause, and providing historical examples like Elvis Presley. Joanne and Samta also explore societal expectations and pressures, particularly around gender roles and career-family dynamics. They reflect on how these pressures transcend cultures, affecting both Western and Indian societies similarly. The discussion emphasises the transcience of success and the importance of learning and growing from all life experiences, alongside the necessity of empowering, intentional living. One key takeaway from this episode is the imperative of aligning personal and brand authenticity in a profit-driven world. Joanne and Samta underscore the importance of prioritising genuine relationships and connections, both in life and business, for a fulfilling and sustainable approach to success. They invite listeners to subscribe to Inclusion Bites and join the conversation on fostering a more inclusive and connected world. Published: 30.01.2025 Recorded: 06.12.2024 Duration: 0:55:57 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #145: Beyond Branding — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Timestamps The Power of Connection: “No matter how much knowledge you have, how much value you have to offer, if you’re not able to connect from that, you know, with that person, nothing that you have is appealing.” — Samta Datta [00:03:24 → 00:03:38] “The Digital Wound and Surge in Travel Post-COVID”: “If you see how the digital wound really happened, happened in Covid and if you were actually seeing, you know, the travel industry kind of going off the charts today, it is because of COVID because, you know, people are like, there is one life to live and we need to live it and we need to experience everything.”* — Samta Datta [00:05:36 → 00:05:55] The Pursuit of Psychological Safety: “If you start living a little more intentional life, you realise maybe, you know, you. You have to do that in a meditative state, that maybe you will never find that kind of hundred percent, you know, Psychological safety in most people. But as long as you can deal with, okay, I’m not certainly a hundred percent psychologically safe in this space, but if I, I know how to get around this, you’ll be able to open up more.” — Samta Datta [00:11:19 → 00:11:48] Understanding Consumer Desires: “We realise that human insights and the fundamental truths remain so strongly ingrained across geographies that it’s very difficult to kind of go past that.” — Samta Datta [00:13:20 → 00:13:27] The Complexity of Personal Branding: “You are a strong brand or you are a strong identity in reflection to others, actually are more of yourself, you know, you are not a brand.” — Samta Datta [00:15:06 → 00:15:18] **Building a Stronger Brand**: “When you become more of who you are, when you end up owning more of who you are, you are a stronger brand.” — Samta Datta [00:15:45 → 00:15:54] Balancing Values and Profitability: “In the world that we live in, if we are constantly married to an Excel sheet and the bottom line and every year on year we have to show a certain amount of profitability, it becomes very difficult, increasingly difficult.” — Samta Datta [00:32:59 → 00:33:15] Cultural Family Values in Indian Business: “It might not be very easily understood or why are Indians doing it? Why is everybody related to everybody? But you know, it’s, it’s that cultural family value kind of cascades down to the business most times.” — Samta Datta [00:37:13 → 00:38:30] Changing Dynamics of Modern Families: “If you were going to be put to the point where you have to work all through your life and you know, make careers as bright as your spouse, then more and more couples are not willing to have, you know, the next generation more and more, you know, so you will cut corners somewhere.” — Samta Datta [00:42:42 → 00:43:02] Redefining Success: “I’m not going to subscribe to how you hand me down the rules of success because I’m going to make it my way and I’m going to make tools around it that and I’m going to make take a lot more technological support for it.” — Samta Datta [00:48:55 → 00:49:09] Definition of Terms Used Therapeutic Importance of Touch Definition: The therapeutic importance of touch refers to the physical and emotional healing benefits derived from human touch, including feelings of care, comfort, and connection. Relevance: During the COVID-19 pandemic, the absence of physical touch heightened mental health issues, showcasing the critical role it plays in overall wellbeing. Examples: Hugging a loved one, receiving a massage, or even a friendly handshake can provide solace and reduce feelings of loneliness. Related Terms: Haptic Communication, Physical Affection, Tactile Stimulation Common Misconceptions: Some believe digital interactions can replace physical touch, but while they provide connection, they cannot replicate the profound benefits of human contact. Psychological Safety Definition: Psychological safety is the belief that one can speak up, express concerns, and make mistakes without facing retribution or judgment in a social or professional environment. Relevance: Fostering psychological safety is crucial for genuine connection and collaboration, allowing individuals to contribute openly and authentically. Examples: Teams that encourage open discussions, workplaces that promote mental health initiatives, and relationships built on mutual respect and trust. Related Terms: Trust in the Workplace, Safe Spaces, Inclusive Culture Common Misconceptions: Psychological safety is often mistaken for comfort, but it requires embracing vulnerability and open dialogue, not just being free from stress. Connection and Mental Health Definition: The relationship between connection and mental health highlights how human interaction and social bonds directly impact psychological wellbeing. Relevance: This was particularly evident during the pandemic, as isolation and lack of socialisation led to increased mental health challenges. Examples: Joining support groups, maintaining regular contact with friends and family, and engaging in community activities. Related Terms: Loneliness, Social Isolation, Emotional Wellbeing Common Misconceptions: Some think that online connections are sufficient substitutes for in-person interactions, but face-to-face engagements have unique, irreplaceable benefits. Authenticity in Personal Branding Definition: Authenticity in personal branding involves presenting one’s true self, values, and beliefs, instead of fabricating a persona solely for public appeal. Relevance: Authentic personal branding builds genuine connections and trust, reducing the risk of burnout from maintaining an artificial image. Examples: Sharing personal experiences and struggles in professional contexts, staying true to one’s principles in business dealings, and avoiding overly curated social media personas. Related Terms: Genuine Self, Integrity, Personal Transparency Common Misconceptions: People often confuse personal branding with self-promotion or think it requires constant self-disclosure, but true authenticity focuses on consistency and truthfulness. Intentional Living Definition: Intentional living is a lifestyle choice where individuals make deliberate decisions that align with their values, goals, and priorities, leading to a more fulfilling and meaningful life. Relevance: Embracing intentional living can help navigate environments lacking psychological safety, providing a foundation for personal growth and resilience. Examples: Setting clear life goals, prioritising meaningful relationships, and making conscious choices about one’s career and personal habits. Related Terms: Mindful Living, Purpose-Driven Life, Conscious Living Common Misconceptions: Intentional living is sometimes seen as overly rigid or idealistic, but it’s actually about creating flexibility and making choices that enhance one’s quality of life. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Samta Datta Samta Datta The post Beyond Branding appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Transforming Business with Spiritual Insights Sandeep Gupta explores the complex relationship between inner and outer worlds, highlighting spirituality's universal journey, ethical organisational frameworks, and the significant influence of balancing love, mutuality, and self-preservation. In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in an enlightening conversation with Sandeep Amar Gupta on "Breaking Barriers, Building Futures." Sandeep delves into the dynamic interplay between the external world of actions and the inner world of values and consciousness. Joanne and Sandeep meticulously dismantle misconceptions surrounding spirituality, distinguishing it from religion and presenting it as a universal journey from selfishness to selflessness. Sandeep Amar Gupta, a transformational coach and speaker based in New Delhi, India, specialises in guiding leaders to overcome growth obstacles through a blend of ancient wisdom and modern strategies. Having started his career as a chartered accountant in 1979, Sandeep has witnessed and adapted to the tremendous shifts in the business world. His unique approach involves holistic thinking, ethical strategies, and the integration of human values into business models to foster significant growth and societal value. Known for his candid and empathetic coaching style, Sandeep has helped many unlock their potential and navigate the complexities of today's ever-evolving world. Joanne and Sandeep discuss the idea of organisations as entities with a soul, where values and purpose manifest in humane actions. Central to their discussion is the three-part structure of people (soul), culture (mind), and business operations (body). They critique the short-sightedness in modern management, advocating for systemic thinking and long-term sustainability, with references to companies like Apple and Google. Furthermore, they explore the empirical research supporting the growth of companies that embrace human values and consider the socio-economic relationships within a business framework. Sandeep and Joanne also delve into the practical aspects of leadership, such as fostering a positive work environment, avoiding micromanagement, and employing a supportive approach. The podcast touches on the significance of failure as a learning tool, the neurobiological responses to leadership techniques, and the necessity of adapting to change in a rapidly evolving landscape. A key takeaway from this episode is the notion of holistic management that integrates ethical strategies and human values with business operations. Listeners will discover how aligning personal and organisational strengths with the demands of the external environment can lead to remarkable growth and sustainability. This episode offers invaluable insights into creating meaningful futures by balancing self-interest with collective wellbeing, making it a must-listen for anyone keen on fostering inclusive, value-driven workplaces. Published: 23.01.2025 Recorded: 06.12.2024 Duration: 0:53:37 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #143: Breaking Barriers, Building Futures Other Links SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk Inclusion Bites Podcast on YouTube Clips and Timestamps India: A Genetic Hotbed for Clinical Trials: “The genetic composition of India has got genes from virtually all the races across the globe in India. So if you, you know, evaluate a drug in the Indian subcontinent and in, in, and in India in particular, you can be rest assured it is going to work at least in 60, 70% of the world population.” — Sandeep Amar Gupta [00:04:04 → 00:04:29] The Importance of Integration in Modern Management: “You’ve got to integrate the three, you got to look at the larger picture, the whole picture.” — Sandeep Amar Gupta [00:14:29 → 00:14:34] “Redefining Business Success with Friends of Endearment”: “It’s a research done by Sisodia Raj. Sisodia was a professor in Wharton School and the research is called Friends of Endearment. Now what he did was he selected around 60 odd groups across the world which comprised of the S&P 500, the companies which were there on the S&P 500 and companies which also fell in the great to great Brit Greater index.” — Sandeep Amar Gupta [00:16:41 → 00:17:11] Customer Experiences Shape Brand Loyalty: “You go to Harrods, it’s the world renowned store, right? You buy something from there, you say, I’ve got it from Harrods. If the sales girl or the sales man misbehaves with you, shows you up, says, this is not a store for you, will you go back to Harrods? You will not.” — Sandeep Amar Gupta [00:19:02 → 00:19:23] Building Team Synergy: “Since the values, vision and mission were created by the entire 32, they became committed to it.” — Sandeep Amar Gupta [00:29:21 → 00:29:27] Topic: The Art of Proper Observation: “Once you learn to manage your attention, learn to observe properly.” — Sandeep Amar Gupta [00:33:43 → 00:33:45] Coaching Truths: “So somewhere, you know, we coaches need to get out of that fear of displeasing the client because truths are hard to swallow. But at the same time we got to be polite, we got to be diplomatic and all truths need not be told at the same time or at the wrong time. We got to be mindful.” — Sandeep Amar Gupta [00:41:49 → 00:42:11] The Human Dimension: “Two things very important for the human being to unleash its full potential or live by his or her full potential. One of the values, aspirations, dreams, self management tools and techniques which come from spirituality. Because human beings are a microcosm of the macrocosm that’s on one side, on the other side, yes, it knocks. You need money to survive.” — Sandeep Amar Gupta [00:43:38 → 00:44:08] The Intersection of Spirituality and Economics: “So spirituality and economics, when they come together, that is the time human beings flourish.” — Sandeep Amar Gupta [00:44:52 → 00:44:59] “The Evolution of Eras”: “I’ve seen the transitioning from the industrial era to the IT era, to the knowledge era and now to the virtual reality.” — Sandeep Amar Gupta [00:46:37 → 00:46:47] Definition of Terms Used Dual Worlds Concept Definition: The Dual Worlds Concept refers to the notion that individuals exist in two realms simultaneously: the external world of actions and results, and the inner world of love, consciousness, and values. The inner world influences the external. Relevance: Understanding the Dual Worlds Concept helps explain how internal values and consciousness can shape external outcomes and behaviours, impacting personal and organisational success. Examples: A leader driven by inner values of empathy and integrity will likely foster a positive and productive work environment that reflects those values. Related Terms: Inner Self, External Reality, Value Alignment, Conscious Leadership Common Misconceptions: A common misconception is that the inner world has little to no impact on one’s external actions and success. Organisations with a Soul Definition: Organisations with a Soul are those that embody inner truth, values, and purpose, which manifest in humane and ethical actions, creating a positive impact on society. Relevance: Such organisations are able to attract and retain talent, foster customer loyalty, and achieve sustainable success by integrating values into their business model. Examples: Companies like Ben & Jerry’s, known for their social activism and ethical practices, exemplify an Organisation with a Soul. Related Terms: Mission-Driven Business, Ethical Organisation, Values-Based Leadership Common Misconceptions: People may think that focusing on values undermines profitability, but it often leads to long-term growth and resilience. Systemic Thinking Definition: Systemic Thinking refers to a holistic approach to problem-solving that considers the entire system, including relationships, patterns, and cycles, rather than isolated parts. Relevance: This approach is crucial for building sustainable strategies in organisations, allowing for ethical decision-making and value creation that benefit society as a whole. Examples: Apple and Google, which are lauded for their long-term, holistic business strategies focused on innovation and societal impact. Related Terms: Holistic Thinking, Systems Theory, Integrated Management Common Misconceptions: A common misconception is that systemic thinking is too complex and impractical for real-world business, but it actually simplifies decision-making by providing a broader perspective. Better Worldliness Definition: Better Worldliness is a balanced approach to life that includes love, mutuality, and self-preservation, facilitating opportunities for education, health, and peaceful living. Relevance: Practicing Better Worldliness can lead to a more equitable and harmonious society, as it encourages individuals to balance personal interests with collective well-being. Examples: Communities or organisations that promote work-life balance, social responsibility, and emotional well-being exhibit Better Worldliness. Related Terms: Balanced Living, Ethical Materialism, Holistic Well-being Common Misconceptions: Some may believe that Better Worldliness requires significant self-sacrifice, while it actually advocates for a balanced approach to life. AOPA Formula Definition: The AOPA Formula is a personal growth strategy comprising Attention Management, Observation, Pause, and Acceptance to foster self-awareness and intentional actions. Relevance: This formula helps individuals manage their reactions and make conscious choices, leading to personal and professional growth. Examples: Practicing mindfulness to manage stress (Attention Management), regularly self-reflecting on one’s actions (Observation), taking a moment before responding to a conflict (Pause), and accepting feedback without defensiveness (Acceptance). Related Terms: Mindfulness, Self-Regulation, Emotional Intelligence, Self-Awareness Common Misconceptions: There is a misconception that the AOPA Formula requires a significant time investment, while it can be effectively incorporated into daily routines with minimal time. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Sandeep Amar Guppta Breaking Growth Barriers · The post Breaking Barriers, Building Futures appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Leveraging Military Skills in Corporate Leadership Inclusive leadership, military transition, corporate culture, teamwork dynamics, leadership strategies, personal growth, cross-department collaboration, motivation and resilience, employee value, diversity and inclusion. In this episode of The Inclusion Bites Podcast, Joanne Lockwood hosts Taran Kumar, who shares his compelling journey from the battlefield to the boardroom. Taran’s unique experiences as a former army officer who transitioned into the corporate world provide a fresh perspective on leadership, teamwork, and inclusivity. Joanne and Taran explore the challenges he faced adjusting to corporate culture and how his military background equipped him with skills that have become invaluable in the business environment. Taran Kumar, based in Ahmedabad, India, is a former hotelier turned army officer and now a leadership coach and startup mentor. He embarked on his military career after succeeding in the Union Public Service Commission exam, which led to a rigorous Service Selection Board process. Taran sustained significant injuries during a high-altitude conflict, which profoundly affected his outlook on life and leadership. His reputation for genuine care and adaptive leadership greatly influenced his soldiers, fostering an environment of trust and support. Known as the "force multiplier," Taran applies the lessons he learned in the military to the corporate world, advocating for inclusivity and team unity. The discussion delves into the crucial aspects of corporate culture that often get overlooked, like the importance of cross-departmental communication and valuing non-revenue generating departments. Taran makes insightful analogies to football and chess, illustrating the critical role each employee plays within an organisation. The episode highlights how the hierarchical and trust-based structure of the military can inform and enhance corporate practices, aiming for a more inclusive and cohesive work environment. Joanne and Taran touch upon themes of personal growth and the belief that hard work can lead to career advancement. They discuss the necessity of involving diverse teams in corporate planning, showcasing how everyone’s input can drive success. The episode empowers listeners to rethink their approach to leadership and teamwork, drawing from Taran’s experiences of resilience and adaptability. A key takeaway from this episode is the importance of valuing every role within an organisation for its long-term success. Listeners will be inspired by Taran’s journey and his advocacy for inclusive workplace culture, gaining practical insights on how to implement these values in their own professional lives. Whether in the battlefield or the boardroom, the essence of strong leadership and teamwork remains the same. Don't miss this inspiring conversation on The Inclusion Bites Podcast. Published: 16.01.2025 Recorded: 04.12.2024 Duration: 1:04:40 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #143: Battlefield to Boardroom — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Timestamps Overcoming Colonial Mindsets: “In fact, you know, every country that comes out of a colonial mindset takes time for that thing to get over. And India was no exception for that.” — Taran Kumar [00:03:04 → 00:03:15] The Importance of Self-Reliance in National Defence: “So it is very important for any nation to be self reliant on these aspects. Then only you can defend yourself.” — Taran Kumar [00:09:52 → 00:10:01] **The Diversity of Belief Systems**: “We have got more than 33,000 gods and none of us is forced to follow 1 God.” — Taran Kumar [00:15:25 → 00:15:31] The Value of Life and Loyalty: “Once life is gone, you can’t get it back.” — Taran Kumar [00:26:05 → 00:26:07] Survival and Uncertainty: “At that point in time, when the blood was oozing out and my body was aching, I was not too sure.” — Taran Kumar [00:33:40 → 00:33:45] Corporate Disconnect: “In the corporate world, many a times, the corporate vision is not passed down to the lowest player in the food chain of that corporate organisation.” — Taran Kumar [00:43:58 → 00:44:10] The Importance of Inclusive Organisational Structures: “There are so many organizations which are I call them as, nonrevenue generating. They are the ones which are eating revenues, but they are so important for the growth of that organization.” — Taran Kumar [00:44:55 → 00:45:08] The Importance of Internal Promotion: “Why don’t you promote people from your own organisation? Why are you not taking action in the right time frame before it’s too late?” — Taran Kumar [00:46:38 → 00:46:44] “Overproduction Woes: The production manager or the project manager became a bit more enthusiastic and he started producing things in overdrive. Much beyond the capacity of the sales team to sell, although he was doing a great thing by increasing the productivity, but in the bargain, instead of making more revenues, company was investing more in their warehousing because they had to now stack these items somewhere.” — Taran Kumar [00:54:04 → 00:54:31] The Power of Inter-Departmental Collaboration: “We’ll see that these two streams will have more people coming and picking up stuff from their shelves than what they would be picking up from the shelf of the retail stores.” — Taran Kumar [01:00:22 → 01:00:30] Definition of Terms Used Union Public Service Commission (UPSC) Definition: The Union Public Service Commission (UPSC) is India’s central recruiting agency responsible for appointments to and examinations for All India services and group A & group B of Central services. Relevance: The UPSC plays a crucial role in selecting personnel for various key positions in the Indian government. Taran Kumar successfully cleared the UPSC exam, which marked his entry into the Indian military. Examples: The Civil Services Examination (CSE), Engineering Services Examination (ESE), and Combined Defence Services Examination (CDS). Related Terms: Indian Administrative Service (IAS), Central Armed Police Forces (CAPF), Service Selection Board (SSB) Common Misconceptions: Many believe the UPSC only recruits for civil services, but it also conducts exams for defence services and engineering positions. Service Selection Board (SSB) Definition: The Service Selection Board (SSB) is an organisation that evaluates candidates for becoming officers in the Indian Armed Forces through a series of psychological, physical, and mental assessments. Relevance: Taran Kumar’s completion of the SSB process was a significant milestone in his military career, showcasing his resilience and capability. Examples: Intelligence and Personality Tests, Group Testing Officer Tasks (GTO), Psychological Tests, and Interview. Related Terms: Officer Training Academy (OTA), National Defence Academy (NDA), Indian Military Academy (IMA) Common Misconceptions: Some think SSB is only for physical fitness; however, it extensively tests psychological and leadership qualities as well. Inclusivity in Corporate Culture Definition: Inclusivity in corporate culture refers to fostering an environment where diverse employees feel valued, respected, and supported, enabling them to fully participate and contribute to the organisation. Relevance: Taran Kumar emphasised the importance of inclusivity for a cohesive and effective corporate team, drawing parallels between military and corporate teamwork. Examples: Implementing inclusive policies, holding awareness programmes, and ensuring representation across various levels of the organisation. Related Terms: Diversity, Equal Opportunity, Cultural Competence Common Misconceptions: Inclusivity is often mistaken for mere diversity; inclusivity requires active efforts to integrate and support diverse members. Cross-Vertical Involvement Definition: Cross-vertical involvement refers to the engagement of employees from different departments or functional areas within an organisation to collaborate on projects or initiatives. Relevance: According to Taran Kumar, this approach strengthens team cohesion and ensures varied perspectives contribute to the organisation’s success. Examples: Team projects including members from HR, finance, marketing, and production; interdisciplinary task forces; collaborative workshops. Related Terms: Cross-Functional Teams, Interdepartmental Collaboration, Synergy Common Misconceptions: Some believe that cross-vertical involvement leads to conflicts due to diverse viewpoints; however, managed correctly, it fosters innovation and comprehensive problem-solving. High-Altitude Military Operations Definition: High-altitude military operations involve military actions conducted in regions of significant altitude, often exceeding 12,000 feet, where environmental conditions are harsh and challenging. Relevance: Taran Kumar shared his experiences of operating at altitudes around 20,000 feet, illustrating the physical and mental demands on military personnel in such environments. Examples: Combat missions, surveillance activities, and logistical operations in mountainous terrains like the Himalayas. Related Terms: Altitude Sickness, Cold Weather Operations, Mountain Warfare Common Misconceptions: High-altitude operations are often perceived as purely physical challenges; however, they require high mental resilience and strategic acumen as well. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Tarun Kumar Force Multipliers The post Battlefield to Boardroom appeared first on SEE Change Happen: The Inclusive Culture Experts .…
The Role of Governance in Effective ERG Leadership Alyssa Dver explores the empowering journey of ageing, the importance of nurturing valuable relationships, and the enriching experience of diverse perspectives while advocating for inclusive and psychologically safe work environments. In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes guest Alyssa Dver to discuss the nuances of creating and sustaining a sense of belonging. Joanne reflects on turning 60, sharing how she feels more settled in her personality and wisdom gained over the past decade. Alyssa appreciates this perspective, noting that age often brings the ability to simplify and enrich life by focusing on what truly matters. The conversation touches on shedding unnecessary relationships and valuing meaningful connections as they age. Alyssa Dver, a confidence expert and leader of the ERG Leadership Alliance, joins Joanne to share her remarkable insights on empowerment and belonging. Alyssa has dedicated her career to helping people feel valued and confident, creating spaces where everyone can find a sense of belonging. Through her work with the American Confidence Institute and ERG Leadership Alliance, Alyssa has influenced corporate cultures globally, providing training and resources to enhance leadership and foster inclusive environments. Alyssa's personal journey, including experiences with her son's neurological issues, has fuelled her passion for genuine well-being and psychological safety in the workplace. Joanne and Alyssa discuss the importance of being judicious with time and relationships, likening unnecessary subscriptions to unneeded relationships that drain rather than add value. They also touch upon the influence of diverse perspectives, with Joanne highlighting the importance of understanding others' lived experiences even without full agreement. Alyssa sheds light on the learned nature of selfish behaviours as defensive mechanisms and the role of belonging in reducing global conflicts. The debate around Employee Resource Groups (ERGs) ownership, governance, and the strategic structure necessary for their effectiveness is explored, offering listeners a comprehensive understanding of ERGs' dynamic roles in organisations. The episode concludes with hopes for a peaceful resolution to future societal challenges and emphasises the power of community support in fostering resilience. Joanne invites listeners to share their thoughts, subscribe to the podcast, and stay engaged for future episodes that promise to delve deeper into inclusivity and belonging. A key takeaway from this episode is the shift from accumulating to prioritising meaningful connections, the critical role of diverse perspectives in fostering innovation, and the importance of empowering others to create inclusive environments. Whether you're managing an ERG, navigating personal growth, or seeking to cultivate a sense of belonging in your community, this episode offers valuable insights to inspire and guide you on your journey. Published: 09.01.2025 Recorded: 03.12.2024 Duration: 1:03:16 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #142: Empowering Belonging — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Timestamps Maintaining the Importance of Diversity: “The constructs are still, maybe even more so, important.” — Alyssa Dver [00:27:49 → 00:27:53] Understanding Trauma in the Classroom: “You’re never going to understand, nor should you, nor, you know, it’s almost a waste of time in many cases to try and really understand the trauma. But there are ways we can support that child in learning better, knowing that they’ve been through trauma.” — Alyssa Dver [00:31:27 → 00:31:43] The Importance of Vulnerability in Leadership: “I can’t bring my whole self to work if you’re not even letting me open my mouth in a meeting.” — Alyssa Dver [00:32:13 → 00:33:05] Fear of Empowerment in Leadership: “Leaders fear empowering people because it means that they’re gonna lose their own power, which in truth is just the opposite.” — Alyssa Dver [00:34:22 → 00:34:29] Leadership Challenges in Group Dynamics: “So, there’s a lot of new people that come and go, and they may or may not have experience leading a group at all.” — Alyssa Dver [00:39:59 → 00:40:06] **Importance of Clear Mission Statements**: “Those fundamentals are really important. And and in light of those, when you’re clear about who that group is for, the structure of the group, the processes of the group, the roles of the different not just in the leadership chain, but the executive sponsors, the role of the allies. When you have those fundamentals updated regularly, then everything else gets easier.” — Alyssa Dver [00:41:40 → 00:42:03] The Future of Employee Resource Groups: “Now, here’s where the ERGs and the whole world is changing a lot. And you were in the London event. You know that my trends report for 2025 is all about the numbers.” — Alyssa Dver [00:44:48 → 00:44:59] The Importance of Quantitative Outcomes in Business: “The ERGs have been there, but there never really been this rally cry of we’ve got to show the quantitative outcome to the business because the businesses are funding this.” — Alyssa Dver [00:45:30 → 00:45:39] **The Importance of Executive Sponsorship in Organisational Success**: “The only way one of these groups really does well is if it has good executive sponsorship. Why? Because they have the visibility, they have the ear, they have the power really to ensure that that group is respected.” — Alyssa Dver [00:52:42 → 00:52:57] Balancing Diversity and Community Building: “But to expect a single diversity person or department for that matter, if there’s still a department in your organisation, or to expect the employees to do it on their own, it’s kind of naive.” — Alyssa Dver [00:58:13 → 00:58:20] Definition of Terms Used Judicious with Time and Relationships Definition: Being selective and wise about how one allocates time and cultivates relationships, focusing on those that are mutually beneficial and fulfilling. Relevance: As people age, they tend to prioritise meaningful connections and activities, enhancing their quality of life and emotional well-being. Examples: Shedding superficial friendships, avoiding time-wasting activities, and investing more in family and close friends. Related Terms: Time Management, Prioritisation, Relationship Building Common Misconceptions: Some may think it means becoming antisocial or reclusive, but it actually involves being more intentional about one’s social interactions. Symbiotic Relationships Definition: Relationships wherein both parties benefit and support each other, contributing positively to each other’s lives. Relevance: Fostering symbiotic relationships leads to a more balanced and supportive social network, enhancing personal and professional growth. Examples: Mentorships, collaborative partnerships, and friendships where both individuals offer genuine support and value. Related Terms: Mutualism, Reciprocity, Cooperative Relationships Common Misconceptions: People might confuse them with one-sided relationships where only one person benefits, but true symbiotic relationships are mutually advantageous. Employee Resource Groups (ERGs) Definition: Voluntary, employee-led groups within organisations aimed at fostering a diverse, inclusive workplace aligned with the company’s mission and values. Relevance: ERGs play a critical role in promoting inclusivity, providing support networks for employees, and enhancing company culture. Examples: Women in Tech groups, LGBTQ+ alliances, and multicultural networks within a company. Related Terms: Diversity, Equity, and Inclusion (DEI), Affinity Groups, Employee Networks Common Misconceptions: There is a belief that ERGs are only social clubs without tangible benefits, but they significantly impact employee retention, satisfaction, and productivity. Psychological Safety Definition: A belief that one can speak up, share ideas, and take risks without fear of negative consequences to self-image, status, or career. Relevance: Psychological safety is essential for fostering innovation, creativity, and overall team performance in the workplace. Examples: Open-door policies, encouraging team discussions, and creating a culture where feedback is valued and respected. Related Terms: Trust, Emotional Safety, Inclusive Leadership Common Misconceptions: Some may think it equates to being ‘soft’ or avoiding conflict, whereas it actually involves creating an environment where constructive criticism and debate are welcomed. Governance Definition: The framework of rules, practices, and processes by which an organisation is directed and controlled, including ERGs and advisory boards. Relevance: Effective governance is crucial for maintaining order, ensuring accountability, and aligning group activities with organisational goals. Examples: Establishing clear roles and responsibilities, regular reviews of ERG objectives, and transparent decision-making processes. Related Terms: Administration, Leadership, Organisational Oversight Common Misconceptions: Governance is often perceived as restrictive or bureaucratic, but when done correctly, it provides structure and enhances efficiency. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Alyssa Dver ERG Alliance The post Empowering Belonging appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Embracing Imperfection and Progress Steph VanHaverbeke explores personal transformation, the liberation in letting go of perfection, and navigating gender identity, while championing empathy and critical thinking to foster inclusion and growth. In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in a thought-provoking dialogue with guest Steph VanHaverbeke. They explore the complex notion of perfection, examining how striving for it can coexist with embracing imperfection. Joanne introduces the idea that "perfection is the enemy of progress," encouraging acceptance of "good enough" as a worthy aim. This episode is enriched with personal stories and practical insights that highlight the beauty of impermanence, the importance of self-acceptance, and the need to unload unnecessary baggage to achieve personal growth. Steph VanHaverbeke is the co-founder of the House of Coaching and an advocate for cognitive agility and inclusion strategies. Having undergone a significant personal transformation, Steph's journey has been marked by a fresh start after a professional setback and a gender transition. Her experiences before and after transitioning offer a deeply personal perspective on authenticity, societal expectations, and self-acceptance. Living in Belgium, Steph has benefited from progressive gender laws, and her transition has greatly informed her empathetic and authentic approach to coaching. Steph's current projects include facilitating guided meditations and creating resources available through her website, https://coachsteff.life. Joanne and Steph discuss the profound impact of self-limiting beliefs and the necessity of personal change to move forward in life. Steph shares her experiences of feeling compelled to prove herself as a man before transitioning, an exhausting endeavour that contrasted sharply with the liberation and authenticity she felt post-transition. Both Joanne and Steph draw on their understanding of identity to underline the importance of self-acceptance and letting go of societal constructs. Their conversation veers into the transformative power of AI and its potential to shape future work dynamics, drawing parallels with how past technological advancements have liberated humanity from burdensome tasks. A key takeaway from this episode is the courage to embrace imperfection and focus on what truly matters, rather than being bound by societal constructs or self-imposed constraints. Listeners will find Steph's journey and insights particularly inspiring as they explore the themes of identity, technology, and the ongoing quest for personal and societal growth. This episode encourages a healthy reflection on personal baggage and self-limiting beliefs, offering actionable insights for anyone looking to engage in meaningful change. Published: 02.01.2025 Recorded: 02.12.2024 Duration: 0:50:09 Shownotes: Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Steph VanHaverbeke The House of Coaching The post No Expected Outcome appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Navigating Mental Health and Personal Trauma Alex Williams unravels the profound journey of resilience, mental health advocacy, and the transformative power of hope, authenticity, and personal responsibility in overcoming life's profound challenges and societal pressures. In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in a profound conversation with Alex Williams, uncovering the depths of resilience and authenticity in the face of life's adversities. Joanne and Alex traverse the challenging terrain of navigating personal trauma and the pivotal role of hope and community in recovery and mental health advocacy. Alex, a seasoned mental health nurse and passionate advocate for resilience, shares his harrowing childhood experiences, marked by the tragic loss of his mother and subsequent turbulent years. Despite his career success in mental health, Alex's journey to self-worth was fraught with internal struggles and suicidal ideation until he found solace in Viktor Frankl’s philosophies. This awakening prompted Alex to dedicate his life to mental health advocacy, focusing on authentic conversations about commonly shared struggles. His insights draw from a lifetime of combating personal demons and striving for genuine emotional well-being. Throughout the episode, Alex and Joanne critically examine the dangers of comparing oneself to others, particularly within the deceptive realm of social media. They dismantle the facade of the wellness industry's marketed illusions, highlighting the importance of authenticity and the peril of fake perceptions of success. Both speakers stress the significance of grounding oneself in reality while maintaining hope as a motivational force. Alex shares practical tips for managing mental health, fostering a healthy relationship with oneself, and building supportive communities. Joanne and Alex also touch upon the necessity of enduring discomfort as a catalyst for change, exploring personal responsibilities in navigating societal pressures and the overwhelming tide of information in the modern age. They champion small, manageable changes as stepping stones toward substantial progress, underscoring the impact of human connection and authentic support systems in overcoming life’s challenges. A key takeaway from this episode is the vital role of authenticity and community in mental health recovery. Listeners will gain invaluable insights into fostering resilience, recognising the significance of supportive networks, and navigating life’s setbacks with a hopeful yet realistic mindset. This episode encourages a compassionate self-relationship and emphasizes that genuine connections can be powerful conduits for healing and growth. Published: 26.12.2024 Recorded: 25.11.2024 Duration: 0:59:43 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #140: Getting Back Up — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Timestamps The Challenge of Chronic Health Issues: “The NHS in this country, for example, it was designed to treat acute problems, not really complex chronic issues.” — Alex Williams [00:05:08 → 00:05:14] The Impact of Constant Connectivity on Mental Well-Being: “I don’t think we realize as a society is how we’re so busy because we’re plugged into all these things with all these stresses coming at us.” — Alex Williams [00:06:40 → 00:06:48] The Double-Edged Sword of Social Media Comparison: “Most people I would say have terrible relationships with themselves even though on the surface on social media, they act like everything’s, you know, got everything together.” — Alex Williams [00:08:28 → 00:08:35] “The Illusion of Success on Social Media”: “I don’t believe any influence in social media or anyone out is doing as well as they’re doing. So it’s really important when I’m when you’re viewing that to go actually, is this real or is this just a glimpse of what they’re showing or actually what they’re trying to make me believe?” — Alex Williams [00:12:06 → 00:12:19] The Importance of Validation: “If we don’t feel like we can be ourselves and express how we really feel and do the things we want to in life, and if we have to feel like we could constantly at the high parts and wear masks in a sense of showing up in different ways to appease everyone else, eventually, you will get to a point where we’re like, what the hell is going on here?” — Alex Williams [00:21:21 → 00:21:37] The Importance of Pets for Mental Health: “But it was, well, if it to be honest, if it wasn’t for my dog and feeling the need and the worry to be there for him, I think I wouldn’t be here today.” — Alex Williams [00:29:05 → 00:29:15] The Power of Choice: “Everything can be taken from you, sorry, except your ability to choose how you respond, your ability to choose your own way.” — Alex Williams [00:29:39 → 00:29:45] The Power of Sharing Your Story: “Talking about my own story kind of I think it was good because it made me stop being the person who was held the answers to everyone else’s problems and made me realise that, actually, I’m just like all of you.” — Alex Williams [00:31:23 → 00:31:32] The Importance of Supportive Relationships: “I think we all want someone in our lives who can just be there for us when we’re struggling, when we’re happy, like, when we celebrate our achievements or maybe just to redirect us if we’re going off the path a little bit.” — Alex Williams [00:39:37 → 00:40:44] Overcoming Rejection Fears: “I have to be really mindful of that now, that when I’m maybe going forward to do something or pushing myself to do something that actually I could do in my life, I’m like, that little voice says, oh, do you really need to do that?… But I think it’s like… even if that person does reject me, I can handle it, and I still got good people in my life.” — Alex Williams [00:45:47 → 00:45:59] Definition of Terms Used Mental Health Advocacy Definition: Mental Health Advocacy involves promoting awareness, understanding, and support for individuals experiencing mental health issues. It seeks to influence policies and practices to improve mental health services and reduce stigma. Relevance: In the episode, Alex Williams emphasises the importance of advocating for mental health to create resilient communities and support systems that can help individuals recover from life’s setbacks. Examples: Campaigning for better mental health funding, educating the public about mental health, and creating supportive environments in workplaces and schools. Related Terms: Stigma Reduction, Public Awareness, Mental Health Education Common Misconceptions: Some may think mental health advocacy is only for professionals, but anyone can be an advocate by speaking out and supporting others. Market of Hope and Illusion Definition: This term refers to the wellness industry’s tendency to sell certainty and recovery through products and services, often creating unrealistic expectations of instant healing. Relevance: Alex Williams critiques this market, discussing how it can create false narratives of recovery that people buy into out of a desire for certainty amid their struggles. Examples: Fitness programmes that promise rapid transformation, self-help books that guarantee immediate change, and detox products claiming miraculous results. Related Terms: Wellness Industry, Instant Gratification, False Advertising Common Misconceptions: Consumers often believe these marketed solutions will provide quick fixes, but true recovery requires time and effort. Authenticity on Social Media Definition: Authenticity on social media means representing oneself genuinely and honestly, without succumbing to pressures to appear perfect or highly successful. Relevance: Both Alex and Joanne stress the importance of authenticity, discussing how social media often pressures individuals to present a misleading representation of their lives. Examples: Sharing both successes and failures, posting candid moments instead of curated content, and engaging in honest conversations online. Related Terms: Social Media Transparency, Genuine Engagement, Digital Authenticity Common Misconceptions: Many believe that showing vulnerability on social media will lead to rejection, but it can foster deeper connections and community support. Personal Responsibility in Recovery Definition: This concept involves individuals taking active steps to manage and improve their mental health, recognising that while external factors impact their well-being, personal action is crucial. Relevance: Alex Williams discusses the importance of taking personal responsibility in one’s mental health journey, highlighting the necessity of small, manageable changes to foster growth and resilience. Examples: Regularly attending therapy sessions, practising self-care, joining support groups, and setting achievable goals for personal development. Related Terms: Self-Efficacy, Empowerment, Self-Improvement Common Misconceptions: There is a misconception that personal responsibility means handling everything alone, but it actually involves seeking and utilising support systems effectively. Viktor Frankl’s Influence Definition: Viktor Frankl was an Austrian neurologist and psychiatrist who founded logotherapy, emphasising the search for meaning as the central human motivational force. Relevance: Alex Williams credits Frankl’s work with helping him reclaim his ability to choose his path, highlighting the significance of finding meaning in life’s challenges. Examples: Reading works like “Man’s Search for Meaning” and applying its principles to overcome personal struggles and build resilience. Related Terms: Logotherapy, Existential Psychology, Meaning-Centred Therapy Common Misconceptions: Some might think that finding meaning negates the need for other therapeutic interventions, but it is often part of a comprehensive approach to mental health. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Alex Williams Alex J Williams The post Getting Back Up appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Media Sensationalism and Constructive Conversations John Sands shares a deeply personal and transformative journey through a severe COVID-19 experience, underscoring the profound importance of vaccination, allyship, and the delicate balance of empathy and inclusion in navigating a polarised world. In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by John Sands to explore the transformative power of turning challenges into opportunities. John dives into a range of pressing issues, including media sensationalism, the polarisation of opinions in social debates, and the ways in which remote work statistics are often misrepresented. The conversation is not just about identifying problems but also about creating actionable solutions in the workplace, particularly through the use of Employee Resource Groups (ERGs). John Sands is a certified ERG trainer committed to fostering inclusive workplaces where every voice is heard. With a background that spans a navy career, personal resilience through severe health crises, and substantial experience working with various ERGs, John's insights are both profound and practical. His metaphor of "turning lead into gold" encapsulates his mission to empower organisations to transform raw ideas into actionable and impactful initiatives. Along with his engaging personal stories, such as his vivid coma experiences and battle with double pneumonia, John offers a rich tapestry of experiences that underline his empathetic approach to leadership and inclusion. Joanne and John delve into the importance of robust discourse, even on divisive topics like animal rights and political stances. John recounts how sensational headlines often drown out meaningful discussions and how social media can create echo chambers, amplifying polarising views. They also touch on historical figures and how differing perspectives shape their legacies, using Nelson Mandela as an example. In the context of ERGs, John highlights their crucial role in fostering a sense of belonging and providing strategic benefits for organisations, from employee retention to inclusive policy-making. Listeners are encouraged to connect with John Sands for more discussions on ERG leadership and the importance of empathy in overcoming adversities. Joanne Lockwood wraps up the episode by underscoring the power of inclusion and community, urging listeners to share their thoughts and stories to foster a more inclusive world through dialogue. A key takeaway from this episode is the emphasis on empathy and constructive dialogue in transforming polarised views into collaborative efforts. Listeners will gain valuable insights into the role of ERGs in creating inclusive environments and the importance of understanding and conversation in mitigating societal divides. This episode offers a compelling blend of personal experience and practical advice, making it a must-listen for anyone committed to driving inclusion and societal change. Published: 19.12.2024 Recorded: 21.11.2024 Duration: 0:57:32 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #139: Turning Lead into Gold — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Timestamps Empowering ERGs to Make a Difference: “The goal is created by the people that I’m teaching, or just facilitating, getting these people to speak and to take an idea and make it real, and for it to really make a difference in the workplace.” — John Sands [00:04:07 → 00:04:11] Employee Resource Groups: “I helped to create an ERG around disability and also was an ally for the LGBTQIA plus ERG, the black alliance ERG, and also, I was part of the veterans ERG.” — John Sands [00:05:29 → 00:05:37] **The Pitfalls of Corporate Diversity Initiatives**: “And that’s another big pitfall for this kind of thing is they’ll say, yeah, we need it. We want it on the website. We wanna show we’re, you know, we’re a diverse, corporation, but then they don’t, they don’t help to make that survive. So it withers on the vine, basically.” — John Sands [00:09:12 → 00:09:27] Importance of Allyship in ERGs: “we’re not only looking to support and educate the people within that group, but we’re also looking to then support people outside of that group to understand. And education is very important.” — John Sands [00:10:40 → 00:10:53] Growing Up in a Different Era: “I grew up at a time, where, is looked back as, being, you know, a, the, a black time, the black time, a, a dark time where, I was doing, I’m trying to put together actually, a presentation around and I call it poor little white boy.” — John Sands [00:12:57 → 00:13:16] The Problem with Generalizations: “You just get people that are bad no matter what what where they come from, whether they’re, you know, LGBTQIA, whether they’re black, whether they’re white, whether they’re Christian, whether they’re Catholic, whatever. You just get bad people.” — John Sands [00:14:48 → 00:14:59] **The True Impact of Political Polarization**: “Even parts of the same family no longer speak to each other because of the way that they’re they’re voting. So it’s got that polarization is, is incredible.” — John Sands [00:18:21 → 00:19:13] The Double-Edged Sword of Technology: “It’s it’s it’s a beast of, you know, of of two sides, really, because we’ve got the the amazing technology that allows us to communicate and to to share information.” — John Sands [00:29:18 → 00:29:28] **The Harsh Reality of Isolation**: “I don’t think I’m gonna finish this diary, because my breathing was getting so bad.” — John Sands [00:36:01 → 00:36:47] Facing Mortality: “I’ve never ever never ever lost that feeling. The feeling I had when I thought I was lying on the bed, and I was thinking, what’s it gonna be like to die?” — John Sands [00:39:13 → 00:39:25] Definition of Terms Used Polarised View Definition: A polarised view refers to opinions or perspectives that are strongly divided and positioned at extreme ends, often without room for compromise or understanding. Relevance: Polarised views are prominently seen in social media debates, where individuals retreat under pressure, hindering constructive discussion and inclusivity. Examples: Debates on controversial topics such as horse racing and animal rights, Brexit, and certain social justice issues. Related Terms: Partisanship, Divisiveness, Binary Thinking Common Misconceptions: It is often believed that polarisation simplifies decision-making, but it can actually obstruct meaningful dialogue and progress by fostering an “us versus them” mentality. Sensational Headlines Definition: Sensational headlines are exaggerated or provocative news headlines designed to capture attention and elicit strong emotional reactions, often at the expense of accurate reporting. Relevance: Sensational headlines can mislead the public and amplify misinformation, impacting discourse on important issues and feeding into confirmation biases. Examples: Misleading statistics or claims about remote workers being lazy, or distorted facts about public health crises. Related Terms: Clickbait, Yellow Journalism, Media Spin Common Misconceptions: Many believe sensational headlines provide the most important news, but they often prioritise engagement over factual integrity. Echo Chambers Definition: Echo chambers are environments, particularly within social media, where individuals are exposed only to information and opinions that reflect and reinforce their own, limiting exposure to counterarguments. Relevance: Echo chambers contribute to societal divisions and the reinforcement of polarised views, impacting family and community dynamics, especially during key events like elections. Examples: Social media timelines tailored to match user preferences, like pro-Brexit or anti-Brexit content, or communities around specific political ideologies. Related Terms: Filter Bubbles, Confirmation Bias, Groupthink Common Misconceptions: It’s often assumed that echo chambers represent a balanced view of reality, but they can distort perception by excluding differing opinions. Armchair Experts Definition: Armchair experts are individuals who, often through social media, present themselves as knowledgeable on certain topics without formal expertise, relying on superficial understanding or popular opinion. Relevance: The rise of armchair experts has complicated public discourse and contributed to the spread of misinformation, as people may trust unverified opinions over credible sources. Examples: Public figures speaking authoritatively on health issues they aren’t specialised in, like Chris Hoy commenting on cancer awareness. Related Terms: Pseudo-Experts, Social Media Gurus, Misinformation Common Misconceptions: People may believe that widespread social media presence equates to credible expertise, though true expertise requires extensive knowledge and experience. Employee Resource Groups (ERGs) Definition: Employee Resource Groups (ERGs) are volunteer-led groups within an organisation designed to foster a diverse, inclusive workplace aligned with organisational goals and employee needs. Relevance: ERGs are vital in promoting inclusion, providing support for diverse employees, affecting recruitment, retention, and overall workplace culture positively. Examples: ERGs focusing on disability, LGBTQIA+ issues, veterans, etc., providing safe spaces for discussion and advocacy. Related Terms: Diversity Groups, Affinity Groups, Inclusion Initiatives Common Misconceptions: Some may think ERGs only benefit specific groups, but they offer broader organisational advantages, including diverse perspectives and improved employee engagement. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest John Sands ERG Alliance The post Turning Lead Into Gold appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Beyond Comfort Zones: Empowerment Through Self-Discovery and Growth Claire Payne explores the significance of stepping beyond comfort zones to achieve empowerment, the essential role of self-assessment in personal growth, and the transformative impact of recognising emotions and fostering genuine inclusivity. In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Claire Payne to explore the journey of embracing one's full potential. Claire, a partner in an international law firm and seasoned tribunal judge, delves into the dynamics of stepping beyond comfort zones as a route to empowerment. They discuss the significance of self-assessment, addressing emotions, and the power of fun and experiential learning in the pursuit of personal growth. Claire is a multifaceted professional with rich expertise in law, mediation, and academia. Her career has seen a meteoric rise as she quickly ascended through the legal ranks. However, she felt constrained by traditional expectations and ventured into understanding how organisational culture impacts diversity and inclusion. Claire's unique journey led her to uncover historical collaborations between humans and wolves, which she uses as a powerful metaphor for effective teamwork and innovation in modern organisations. Claire is passionate about helping individuals and leaders unleash their true potential by fostering inclusive and authentic environments. Joanne and Claire examine the practice of gradually expanding comfort zones to facilitate growth without overwhelming stress. Claire shares her fascinating approach of using metaphorical and literal exercises, such as walking on glass, to illustrate empowerment and reinforce the importance of fun and experiential learning. They touch on leadership authenticity, the fear of failure, and the necessity of creating inclusive cultures where individuals feel safe to express uncertainties. Claire's insights into mediation and emotional processing further underscore the importance of recognising and addressing emotions in conflict resolution, promoting a shift from adversarial to collaborative approaches. The conversation also addresses societal pressures of fitting in versus the comfort of true belonging, emphasising intrinsic self-worth and non-judgmental peer interactions. Claire and Joanne highlight the potential for restorative justice to acknowledge wrongdoing and prioritise emotional strength and resilience in handling conflicts. They advocate for a shift towards genuine goals and collaborative problem-solving in corporate cultures, moving away from aggressive posturing. A key takeaway from this episode is the profound value of stepping beyond comfort zones and fostering authentic, inclusive environments for personal and organisational growth. Listeners will be inspired by Claire Payne's unique perspectives and practical tips for embracing their full potential, making this episode a must-listen for those eager to drive positive change in their lives and workplaces. Published: 12.12.2024 Recorded: 11.11.2024 Duration: 0:58:04 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #138: Embracing Full Potential — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Timestamps The Importance of Workplace Culture: “And it actually all came down to the culture, it came down to how much they allowed people to be themselves and bring themselves to work.” — Claire Payne [00:03:42 → 00:03:49] “Indigenous Wisdom on Wolves”: “Whereas if you go back to the indigenous people, they see them very much still with this view that they are teachers, that they are guides, that they are to be looked to as a source of wisdom.” — Claire Payne [00:07:51 → 00:08:01] Modern Conflict Resolution: “…finding a solution rather than just digging themselves into a trench and hurling things at each other from either side until one of them gives in.” — Claire Payne [00:13:11 → 00:13:19] The Rise of Mediation in Modern Legal Practice: “We’re seeing a lot more mediation now, a lot more people willing to get into a meeting and lawyers willing to get their clients to the table to have a discussion where they can start collaborating about how they can find a solution and find a way forward.” — Claire Payne [00:13:57 → 00:14:12] Experiencing Leadership: “I take them in to meet the wolves, to feel what it feels like to be part of that pack, part of that community. And you feel it at such a visceral level.” — Claire Payne [00:27:29 → 00:29:02] Reflecting on Failure: “And the reason for that is because even when it’s gone wrong, there will be absolute nuggets of gold to be gathered there that tell you how to get it right next time, what can we do better next time? What can we do to make sure that the next time we give this a go, it’s a bigger success?” — Claire Payne [00:31:00 → 00:31:16] “Stop Putting People in Boxes”: “And I think in a way we’ve got to stop putting people in boxes and start recognising people as individuals rather than trying so desperately to categorise everybody, because somebody is not their, you know, neurodiverse tag or their sexuality tag or their gender tag.” — Claire Payne [00:34:29 → 00:34:50] Common Ground and Understanding: “But sometimes it just takes someone standing in the middle to see it, to step back as a neutral observer and go, do you actually realise that there is a common ground here?” — Claire Payne [00:39:24 → 00:39:35] “Stretching Your Comfort Zone”: “We’re not meant to spend, you know, 99% of our lives in a burning house trying to escape that. That’s not what our system was built for.” — Claire Payne [00:52:55 → 00:53:05] Life and Fun: “And that’s the thing, you know, if life isn’t fun, then what’s the point, really?” — Claire Payne [00:54:32 → 00:56:07] Definition of Terms Used Stepping Beyond Comfort Zones Definition: Stepping beyond comfort zones involves moving out of familiar and safe boundaries to experience new challenges, fostering personal and professional growth. Relevance: Essential for empowerment and achieving one’s full potential, rather than merely surviving within known parameters. Examples: Taking on new job roles, engaging in public speaking, learning a new skill, initiating difficult conversations. Related Terms: Personal Growth, Risk-Taking, Self-Development, Empowerment Common Misconceptions: Some believe that staying within comfort zones keeps stress at bay, but growth often requires manageable discomfort and challenge. Restorative Justice Definition: Restorative justice focuses on repairing the harm caused by criminal behaviour through inclusive processes that engage all stakeholders, rather than purely punitive measures. Relevance: Highlights the importance of acknowledgement and emotional closure, aiming to heal both victims and perpetrators. Examples: Mediation sessions between victims and offenders, community service as recompense, facilitated apologies and reconciliations. Related Terms: Mediation, Conflict Resolution, Reconciliation, Victim Support Common Misconceptions: A common misconception is that restorative justice is too lenient, but it addresses the root causes and emotional impacts more deeply than traditional punitive justice. Vagal System Definition: The vagal system, or vagus nerve, is a key component of the parasympathetic nervous system, responsible for regulating stress responses and maintaining calm and social engagement. Relevance: Understanding the vagal system is crucial for managing stress, promoting neurological regulation, and facilitating effective collaboration and emotional well-being. Examples: Deep breathing exercises, meditation practices, fostering safe social connections to activate the parasympathetic response. Related Terms: Parasympathetic Nervous System, Neurological Regulation, Stress Management, Social Engagement Common Misconceptions: Many assume the vagal system solely controls digestive processes, but it broadly impacts emotional and physiological responses to stress. Experiential Learning Definition: Experiential learning is the process of acquiring knowledge through direct experience, reflection, and application, rather than traditional academic instruction alone. Relevance: Particularly vital for leadership development and fostering inclusive organisational cultures by providing firsthand insight into effective practices and empathy-building. Examples: Leadership retreats, team-building exercises, simulations, and real-world problem-solving tasks. Related Terms: Hands-On Learning, Reflective Practice, Applied Learning, Interactive Learning Common Misconceptions: Some view experiential learning as less rigorous than academic learning, yet it often leads to deeper understanding and practical application skills. Intrinsic Self-Worth Definition: Intrinsic self-worth refers to the inherent value an individual places on themselves, independent of external validation, achievements, or societal expectations. Relevance: Vital for maintaining emotional resilience and well-being, protecting against the negative impact of external judgments and pressures. Examples: Self-compassion practices, affirmations, maintaining boundaries, focusing on personal values and strengths. Related Terms: Self-Esteem, Self-Compassion, Emotional Resilience, Internal Locus of Control Common Misconceptions: Many believe intrinsic self-worth is tied to success or approval from others, but it is actually about recognising one’s inherent value regardless of external factors. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Claire Payne Orthelian The post Embracing Full Potential appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Unpacking Harm and Inclusivity in Everyday Language Katie Allen explores the intricate balance of intention versus impact, urging for mindful language use and deeper understanding to foster genuine inclusivity, while emphasising the evolving nature of identity and the role of authentic conversations. In this episode of The Inclusion Bites Podcast, Joanne Lockwood hosts an engaging conversation with Katie Allen on the nuances of sexual orientation and relationships. Katie shares her insights into asexuality, highlighting how understanding and communication stand as pillars in any relationship, particularly through the lens of her own experiences. Together, Joanne and Katie discuss the importance of cultivating environments that promote openness, authenticity, and inclusion. Katie Allen, a confidence coach and inclusion consultant, brings her expertise and personal journey to the podcast. Identifying as asexual, Katie offers a unique perspective on the complexities of attraction and relationships. Her journey has been one of self-discovery and honest communication, especially in her roles as a partner and inclusion advocate. Katie is passionate about helping individuals and organisations embrace ambiguity and engage in meaningful conversations to drive change. With a focus on authenticity, she works to dismantle societal pressures that often hinder genuine connections and understanding. Throughout the episode, Katie delves into the spectrum of asexual experiences, explaining that asexuality can involve various types of attraction, such as aesthetic or emotional connections. She explores the nuances of being in a relationship where differences in sexual orientation exist, emphasising the importance of ongoing, honest dialogues. The discussion touches on the significance of sharing diverse experiences to foster empathy and cultural intelligence, illustrating how societal norms can often conceal the lived realities of different communities. Katie also addresses the role of language and its impact on inclusion, advocating for the evolution of terminology to better reflect contemporary understandings and respect personal preferences. Joanne and Katie discuss the broader implications of empathy and accountability, using practical analogies to unpack complex ideas about intention versus impact in our interactions. A key takeaway from this episode is the critical importance of communicating openly and authentically in fostering inclusive and meaningful relationships. Listeners are encouraged to explore diverse narratives and engage in dialogues that build empathy, understanding, and inclusive connections within their communities and organisations. This episode enriches our perception of identity and relationships while challenging us to rethink how we communicate and connect with others. Published: 05.12.2024 Recorded: 29.10.2024 Duration: 0:55:52 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #137: Talking Not Telling Other Links SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk Inclusion Bites Podcast on YouTube Clips and Timestamps “Leadership and Inclusion”: “Then you say, okay, how do you feel about having a conversation about racism? Nope, nobody wants to have that conversation. All of a sudden the psychological safety is not there.” — Katie Allen [00:05:13 → 00:05:22] Language Evolution and Acceptance: “We can use figuratively and literally interchangeably because literally sometimes means figuratively now.” — Katie Allen [00:12:36 → 00:12:42] The Importance of Engaging with Others: “People exist all around you. Why would we not engage?” — Katie Allen [00:15:47 → 00:15:50] “Influence of Public Figures on Identity”: “The likes of Andrew Tate are one of them in the sense that they believe what they believe, and it serves them to double down on that harder and harder every time, because that’s their brand now.” — Katie Allen [00:17:04 → 00:17:16] The Reality of Safety Concerns: “When you’re a woman, that’s something you have to think about.” — Katie Allen [00:20:48 → 00:21:45] Broadening Perspectives: “Are we just following people who are just like us with the same experiences as us that went to the same school that we did, you know, or how are we looking for content and information to help educate us about experiences that exist outside that?” — Katie Allen [00:24:32 → 00:24:46] “Understanding Misogyny in Reality TV: You see over the seasons the absolute misogyny that exists within a lot of the goings on.” — Katie Allen [00:25:21 → 00:25:27] Understanding Different Perspectives: “I want to understand you. I want to understand how you’ve arrived, where you’ve arrived at, what are your experiences that are shaping that and really listen and then engage in a dialogue.” — Katie Allen [00:31:19 → 00:31:30] The Power of Sharing Experiences: “You can just listen, listen to somebody else’s experience and think, okay, that’s different to mine. What, what does that make me feel now? Like, has that challenged any of my beliefs? And, and sit. You know, for me, I treat everything as data. So emotions are data.” — Katie Allen [00:32:24 → 00:32:39] Navigating Emotional Reactions: “Which of my values are being challenged? Which of my, my beliefs are being challenged and is that fair?” — Katie Allen [00:33:19 → 00:33:24] Definition of Terms Used Psychological Safety Definition: Psychological safety refers to a shared belief that it is safe to engage in interpersonal risk-taking in a work environment. It involves being able to speak up, ask questions, and share ideas without fear of negative consequences. Relevance: Psychological safety is crucial for fostering an inclusive culture where individuals feel valued and heard, enabling more effective teamwork and innovation. Examples: Encouraging open discussions during team meetings, leaders admitting their own mistakes, actively soliciting feedback from all team members. Related Terms: Trust, Emotional Safety, Team Cohesion, Inclusion Common Misconceptions: Some might think psychological safety is about avoiding all conflict and criticism, but it is actually about creating an environment where constructive dialogue can occur. Panromantic Definition: Panromantic describes someone who experiences romantic attraction towards others regardless of their gender. Relevance: Understanding and using terms like panromantic helps in recognising and validating the diverse ways in which people experience attraction, contributing to more inclusive dialogue on relationships and identity. Examples: A panromantic individual may feel romantic love for people of different gender identities, including male, female, non-binary , and others. Related Terms: Asexual, Pansexual, Panromantic Asexual, Romantic Orientation Common Misconceptions: Some believe that being panromantic is the same as being pansexual, but panromanticism focuses on romantic (not necessarily sexual) attraction. Echo Chamber Definition: An echo chamber is an environment where a person only encounters information or opinions that reflect and reinforce their own. Relevance: Being aware of and avoiding echo chambers is important for fostering broad-mindedness and understanding diverse perspectives, which is crucial for effective inclusion. Examples: Social media feeds tailored to user preferences, news channels that cater to specific political ideologies, discussion groups with uniform viewpoints. Related Terms: Confirmation Bias, Social Bubble, Filter Bubble, Cognitive Dissonance Common Misconceptions: People often think they are well-informed within echo chambers, but in reality, they are exposed to a narrow range of information which can mislead and polarise. Cultural Intelligence Definition: Cultural intelligence is the capability to relate to and work effectively across cultures. It involves recognising, understanding, and appropriately responding to different cultural norms and practices. Relevance: Developing cultural intelligence is essential for inclusive leadership and fostering environments where people from diverse backgrounds can thrive. Examples: Adapting communication styles in multicultural teams, being aware of cultural holidays and traditions, offering diverse dietary options at workplace events. Related Terms: Cultural Competence, Cross-Cultural Communication, Global Mindset, Intercultural Sensitivity Common Misconceptions: It is often assumed that cultural intelligence is inherent or acquired passively, but it requires active learning and practice. Allyship Definition: Allyship refers to the practice of using one’s privilege to support and advocate for marginalised groups. It involves understanding, standing up for, and engaging in actions that promote equity and inclusion. Relevance: Effective allyship can help to create environments where everyone feels respected and valued, enabling more inclusive and equitable workplaces. Examples: Speaking up against discriminatory practices, educating oneself about the experiences of marginalised communities, amplifying the voices of underrepresented individuals. Related Terms: Solidarity, Advocacy, Intersectionality, Privilege Common Misconceptions: Some believe that being an ally is a passive role, but true allyship involves continuous learning, action, and sometimes uncomfortable conversations. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Katie Allen Katie Allen Consulting The post Talking Not Telling appeared first on SEE Change Happen: The Inclusive Culture Experts .…
From Personal Growth to Professional Triumphs Sheena Yap Chan explores the essential role of persistence in achieving success, delves into the impact of social media on self-perception, and highlights the necessity of embracing authenticity and addressing personal and ancestral traumas. In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Sheena Yap Chan to explore "The Power of Persistence." The conversation delves deep into the essence of persistence, debunking the myth of overnight success and illuminating the relentless effort required to achieve one's goals. Joanne and Sheena share personal anecdotes, discuss societal dynamics, and highlight the importance of authenticity and vulnerability in today's fast-paced world. Sheena Yap Chan is a keynote speaker and author, known for her work on leadership and confidence. She draws from her rich heritage and personal journey, including the influence of her great grandfather, to emphasise the value of persistence. Growing up in Toronto in the 1990s with little media representation of her Asian culture, Sheena faced identity challenges which she later turned into strengths. In 2015, she founded "The Tao of Self Confidence" podcast, primarily featuring Asian women, and has since interviewed over 800 women. Her mission is to combat negative stereotypes and bolster the confidence of underrepresented groups through storytelling and community building. In this thought-provoking conversation, Sheena discusses the impact of social media on self-perception and the importance of authenticity. Joanne and Sheena also address the gender confidence gap, the role of men as allies, and the persistent double standards that women face in professional settings. They stress the necessity of mindset shifts, highlighting the transition from scarcity to abundance as pivotal for societal change. The discussion touches on the global timelines for gender parity and the specific challenges women face when re-entering the workforce after career breaks. The episode concludes with a resonant call to action for continuous self-improvement, community support, and unyielding persistence. Joanne invites listeners to engage with the Inclusion Bites community and promises more inspirational stories in upcoming episodes. A key takeaway from this episode is the emphasis on embracing persistence, authenticity, and the importance of dismantling superficial comparisons. Listeners are encouraged to reflect on their personal journeys, leverage support networks, and remain steadfast in their pursuit of success despite societal pressures. Whether you're navigating complex professional terrains or personal growth, this episode offers invaluable insights into achieving genuine and lasting success. Published: 29.11.2024 Recorded: 22.10.2024 Duration: 0:55:29 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #136: The Power of Persistence Other Links SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk Inclusion Bites Podcast on YouTube Clips and Timestamps Persistence and Passion: “But we also have to learn to pick ourselves back up and keep moving forward if what we’re doing is something that we’re super passionate about, if it’s in alignment with our values.” — Sheena Yap Chan [00:03:48 → 00:03:57] Viral Topic: The Power of Vulnerability on Social Media Quote: “I’ve also seen a lot of people on on social media who’ve learned to be vulnerable, who’ve learned to share their mess to the world. And it’s actually refreshing to see that because more people are inclined to listening to them versus the people with the perfectly curated photos because to them, it doesn’t makes it’s not real life to them.” — Sheena Yap Chan [00:06:08 → 00:06:27] Viral Topic: The Hidden Struggles of Influencers “keke Palmer mentions that she lives beyond her means, like, low way below her means, I mean. Like, she only she still drives a Toyota.” — Sheena Yap Chan [00:07:46 → 00:07:53] Mental Health Awareness: “Just because someone’s smiling on a photo doesn’t mean they’re they’re happy.” — Sheena Yap Chan [00:09:52 → 00:09:55] Persistence Pays Off: “I realized persistence was my power because without it, I wouldn’t be here today.” — Sheena Yap Chan [00:19:15 → 00:19:20] The Secret Sauce to Success: “Most people who are successful have no clue what they’re doing, and I think it’s okay to say that.” — Sheena Yap Chan [00:20:03 → 00:20:09] The Importance of Persistence: “You don’t you know, people think you have to be the smartest. You have to know everything. Actually, you don’t because I don’t know everything.” — Sheena Yap Chan [00:21:02 → 00:21:08] Childhood Failures and Life Lessons: “I failed kindergarten in the Philippines for colouring outside the lines of a photo. So, I mean, that traumatised me until my adult life.” — Sheena Yap Chan [00:26:12 → 00:26:20] Gender Inequality in Venture Capital: “I mean, you look at the VC the VC world, like, only 2% of women get funding. And when they do get funding, it’s only, like, $1,000,000 versus, like, you look at the guy who owned WeWork. He got he made it bankrupt, opened a new company, and got, like, $300,000,000 funding just because you know, even though his track record isn’t great, meanwhile, women over you know, are very smart or very capable, have prepared such an amazing presentation, and yet they’d be lucky if they get 7 figure funding.” — Sheena Yap Chan [00:34:11 → 00:35:07] Gender Parity Struggles: “The World Economic Forum mentioned it’s gonna take a 130 years for gender parity to be achieved, at least. But I feel like at the rate we’re going, it’s gonna take longer.” — Sheena Yap Chan [00:36:12 → 00:36:21] Definition of Terms Used Gender Confidence Gap Definition: The gender confidence gap refers to the disparity in self-esteem and confidence levels typically observed between males and females, often beginning at a young age and perpetuating into adulthood. Relevance: Understanding the gender confidence gap is crucial for addressing the uneven playing field in professional and personal growth opportunities, contributing to gender equality. Examples: Girls displaying lower self-confidence in STEM subjects compared to boys, or women being less likely to apply for jobs unless they meet all the qualifications. Related Terms: Confidence disparity, Gender bias, Self-efficacy, Imposter syndrome Common Misconceptions: It is often wrongly assumed that women are naturally less confident than men, disregarding the societal and cultural influences that shape confidence levels. Double Standards Definition: Double standards refer to the application of different sets of principles for similar situations, particularly when comparing behaviours and expectations between genders. Relevance: Recognising and addressing double standards is essential for creating equitable environments where individuals are judged and valued equally, regardless of gender. Examples: Women being labelled as aggressive for assertive behaviour that is praised in men, or the greater scrutiny on women’s appearances in professional settings. Related Terms: Gender bias, Inequality, Stereotypes, Sexism Common Misconceptions: Some people believe that double standards do not exist anymore due to progressive gender policies, overlooking the subtle and systemic ways they manifest. Personal Branding Definition: Personal branding involves the practice of marketing oneself and one’s career as a brand, focusing on establishing a unique professional identity and reputation. Relevance: Building a personal brand is vital in today’s competitive landscape, helping individuals stand out and advance their careers by clearly communicating their values, skills, and experiences. Examples: Creating a professional social media presence, publishing articles or books related to one’s expertise, and engaging in public speaking. Related Terms: Self-promotion, Professional identity, Reputation management, Networking Common Misconceptions: There is a belief that personal branding is superficial or only necessary for celebrities, ignoring its importance for professionals across various fields. Support Networks Definition: Support networks refer to the groups of individuals who provide emotional, informational, and practical assistance to one another, particularly during times of challenge or growth. Relevance: Having a robust support network is crucial for personal and professional development, providing encouragement, advice, and resources that help individuals overcome obstacles. Examples: Professional mentorship programmes, women’s groups, peer support circles, and online communities. Related Terms: Mentorship, Peer support, Community, Networking Common Misconceptions: People sometimes assume that seeking support is a sign of weakness, whereas it actually demonstrates proactive engagement in one’s own growth and development. Scarcity to Abundance Mindset Definition: This phrase describes the shift from a scarcity mindset, which focuses on limitations and competition, to an abundance mindset, which emphasises potential, collaboration, and opportunities. Relevance: Adopting an abundance mindset is critical for fostering an inclusive culture, driving innovation, and empowering individuals to pursue ambitious goals without the fear of scarcity. Examples: Encouraging collaboration over competition, sharing resources and knowledge openly, and focusing on long-term growth rather than short-term gains. Related Terms: Growth mindset, Positive thinking, Cooperative behaviour, Optimism Common Misconceptions: Some believe that an abundance mindset is unrealistic or overly idealistic, neglecting the practical benefits it brings in fostering a more inclusive and productive environment. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Sheena Yap Chan The Tao of Self Confidence The post The Power of Persistence appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Resilience Through Diversity: Navigating Cancer and Sobriety Sam Rathling shares her inspiring journey of overcoming cancer, highlighting the power of sobriety, authentic social media storytelling, and the importance of health vigilance, all while balancing her role as a single mother of neurodivergent children In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in a deeply resonant conversation with Sam Rathling about resilience, diversity, and wellbeing. Sam Rathling discusses the significant role sobriety and authenticity played during her cancer journey, providing an insightful look into the emotional and physical challenges of battling breast cancer. Joanne and Sam explore the pivotal moments that shaped Sam's experience, from her decision to quit drinking to the transformative power of sharing personal stories on social media. Sam Rathling, a renowned LinkedIn and social selling expert, is celebrated for her resilience and inspiring journey. She is the author of bestselling books "Linked Inbound" and "Linked Outbound", which focus on leveraging LinkedIn for business success. In addition to her professional achievements, Sam is a single mother to three neurodivergent children, navigating the complexities of parenting while managing her health. Her company, Pipeline 44, encompasses influential brands like Social Selling Teams and Social Selling Academy. With a distinctive voice on social media, Sam has mastered the art of connecting with audiences through authenticity and vulnerability. Throughout the episode, Sam highlights the importance of remaining genuine on social media, transforming the platform into a space for real, heartfelt connections. She shares poignant stories, including her son’s triumph over bullying and her experience with breast cancer, underscoring the power of vulnerability in attracting the right audience. The discussion also delves into the challenges of addressing personal health issues publicly and the emotional toll it takes. Sam and Joanne offer valuable insights into navigating these conversations, emphasising the necessity of early detection and the critical support needed post-treatment. A key takeaway from this episode is the profound impact of authenticity and vulnerability in both personal and professional realms. Listeners will be inspired by Sam's resilience and encouraged to share their own stories to foster genuine connections and promote wellbeing. This episode is a vital listen for anyone eager to understand the intersection of resilience, diversity, and authenticity, and how these elements contribute to a fulfilling and inclusive life. Published: 21.11.2024 Recorded: 17.10.2024 Duration: 0:57:24 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #135: Resilience Diversity and Wellbeing — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Timestamps Anniversary Reflection: “And this week that we’re recording this episode is the year anniversary of me going to the doctors and then obviously getting diagnosed with breast cancer.” — Sam Rathling [00:03:06 → 00:03:16] Trust the Process: “You have to trust the process and, like, for the whole time that from diagnosis to, you know, going through everything when you’re literally your whole life is determined by hospital appointments and waiting rooms and everything gets put on hold.” — Sam Rathling [00:05:48 → 00:06:00] Returning to Work After Cancer: “There’s a lot of challenges around people returning to the workforce, like, who have been through a cancer diagnosis.” — Sam Rathling [00:06:55 → 00:07:01] Facing Mortality as a Single Mum: “So of course, as a single mom, like, that for me my biggest concern immediately around my mortality was, like, what what are the what’s gonna happen to the kids, you know?” — Sam Rathling [00:12:24 → 00:12:35] The Reality of Chemotherapy: “And I mean, just the one little chemo ward that I go to, they see 2,800 patients a month and they have the stats up on the board and it’s like, wow, like 2,000 and that’s just a tiny little I live in Derby.” — Sam Rathling [00:24:42 → 00:24:53] “Holiday Horror in Bali: I came back to a crime scene and 27 teenage boys had moved into my property and had destroyed it to the point of no return.” — Sam Rathling [00:31:11 → 00:31:20] The Power of Sobriety During Cancer Treatment: “If I’d have actually been still drinking when I got diagnosed, I don’t think I would have handled it as well. Like emotionally or physically, I think my sobriety made a massive difference to my treatment, I believe.” — Sam Rathling [00:38:11 → 00:38:26] Viral Topic: The Power of Vulnerability on LinkedIn: “When I did a post about Oscar last week and how he’s come through bullying and, you know, through his challenges through neurodivergence and how we’ve our relationship has come through the other side. And that post has had a 160,000 impressions, which is a lot on LinkedIn at the moment. The algorithm does not do that these days. The amount of amazing things that have happened off the back of that one post about his neurodivergence and his differences and his bullying and all of those things.” — Sam Rathling [00:40:59 → 00:41:22] Social Selling Tips: “Just think about just what you champion. Like, get behind you probably care passionately about 3 things outside of work that you would be happy to talk about so you don’t have to share every deepest secret that you’ve got or every, like, everything that’s happened to you, but just think about what you can champion.” — Sam Rathling [00:43:51 → 00:44:06] “Living for Every Moment”: “It’s definitely about living for every day and living for every moment and just not putting too much pressure on myself to achieve all these amazing things that I always have on my goals list.” — Sam Rathling [00:55:47 → 00:55:58] Definition of Terms Used Personal Brand Definition: A personal brand involves the marketing of oneself and one’s career as a brand. It encompasses how individuals present their skills, experiences, and values to the world, particularly through social media. Relevance: In the episode, Sam Rathling emphasises the importance of being authentic and vulnerable in personal branding to build genuine connections and attract the right audience. Examples: Sharing personal stories, especially about overcoming challenges, posting about one’s passions and values, and engaging with followers in a meaningful way. Related Terms: Personal Marketing, Self-Branding, Social Media Influence, Professional Image Common Misconceptions: Some believe that personal branding requires creating a false persona; however, authenticity is the cornerstone of successful personal branding. Neurodivergence Definition: Neurodivergence refers to the concept that neurological differences, such as autism, ADHD, and dyslexia, are normal variations of the human genome. Relevance: Sam Rathling shares her son’s experience with neurodivergence and bullying, highlighting the need for understanding and support for individuals with neurological differences. Examples: Tailoring educational approaches to suit different learning needs, advocating for neurodivergent individuals, and fostering inclusive environments. Related Terms: Neurodiversity, Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia Common Misconceptions: Many people mistakenly view neurodivergence as a deficit or disorder rather than a different way of thinking and interacting with the world. Social Selling Definition: Social selling is the process of using social media to find, connect with, understand, and nurture sales prospects. It’s about leveraging one’s social network to attract the right audience and build meaningful relationships. Relevance: Sam Rathling, an expert in social selling, discusses how sharing authentic stories on platforms like LinkedIn can significantly enhance connection and engagement, thereby benefiting one’s professional network. Examples: Posting valuable content, engaging with potential clients through comments, and direct messaging to nurture professional relationships. Related Terms: Digital Networking, Relationship Marketing, Social Media Marketing Common Misconceptions: Social selling is often confused with social media marketing, but it specifically focuses on using social platforms to directly boost sales interactions and foster relationships. Emotional Authenticity Definition: Emotional authenticity involves expressing one’s true emotions and being genuine in interactions, both online and offline, rather than conforming to external expectations or norms. Relevance: Both Joanne and Sam emphasise the power of emotional authenticity in personal branding and social media presence, noting that it helps build trust and resonate with the right audience. Examples: Sharing personal stories that reflect true feelings, acknowledging vulnerabilities in public settings, and maintaining consistency between one’s online persona and real-life self. Related Terms: Emotional Honesty, Vulnerability, Authentic Expression Common Misconceptions: Some believe that emotional authenticity involves oversharing or airing all personal issues, but it’s more about being truthful and relatable in a balanced manner. Preventative Screenings Definition: Preventative screenings are medical tests conducted to detect conditions or diseases before symptoms appear, enabling early intervention and treatment. Relevance: Sam and Joanne discuss their experiences with cancer screenings and the critical importance of not ignoring medical tests, which can save lives through early detection. Examples: Mammograms for breast cancer, colonoscopies for bowel cancer, and routine blood tests for various conditions. Related Terms: Early Detection, Health Surveillance, Routine Check-ups Common Misconceptions: Many people delay screenings due to fear or discomfort, underestimating the significant benefits of early diagnosis and intervention. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Sam Rathling Social Selling The post Resilience Diversity and Wellbeing appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Decolonising Minds and Bodies Lorie Solis explores the generative potential of conflict, the significance of somatic healing, and the complexity of embracing mixed heritage and ancestral practices to foster belonging and connection across divides. In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Lorie Solis explore the journey of reclaiming identity and belonging. Lorie, a profound healer and educator, shares her transformative experiences in reconciling her heritage and addressing personal traumas. The discussion delves into how Lorie's move to Portugal, near Europe's first slave market, prompted crucial self-reflection about her mixed ancestry, thus facilitating her healing journey. Lorie Solis, a somatic trauma worker, body worker, educator, herbalist, and healer, brings a wealth of knowledge and personal insight. With a Puerto Rican mother and a Mexican American father with native roots, Lorie embodies a complex identity involving both coloniser and colonised lineage. Her work, particularly the "Claiming Each Other" methodology, is designed to build resilient connections across various divides. By treating conflict as a creative force, Lorie helps individuals navigate deeply personal and ancestral conflicts through a somatic approach. The episode highlights the impact of societal expectations on personal identity and explores how somatic practices can align one's values with their actions, fostering authenticity. Joanne and Lorie touch on the challenges faced by those with mixed ancestry in finding a sense of belonging, both in the US and Europe. The conversation addresses the importance of confronting one's heritage with curiosity and resilience, especially amidst complex social and political climates. Lorie also discusses the significance of somatic healing in managing conflict and de-escalating tensions, offering practical insights for listeners. Lorie explains how her practices have led to self-knowledge and personal fulfilment, emphasising the necessity of community and connectedness in overcoming feelings of loneliness. The episode underscores the importance of viewing conflict as an opportunity for growth and the courage required to deviate from familiar but unfulfilling paths. Joanne encourages listeners to consider their own lineage and identity, and engage with the Inclusion Bites community to foster ongoing conversations about inclusion and belonging. A key takeaway from this episode is the transformative power of addressing one's heritage and personal traumas through somatic practices. Lorie's insights into reconciling complex identities and building resilient connections offer valuable guidance for anyone navigating the multifaceted journey of self-discovery and belonging. This episode provides practical tools for viewing conflicts as generative forces and aligning personal values with actions, fostering a deeper sense of authenticity and community. Published: 14.11.2024 Recorded: 07.10.2024 Duration: 1:02:42 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #134: Claiming Each Other Other Links SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk Inclusion Bites Podcast on YouTube Clips and Timestamps Relationship Deal Breakers in Modern Times: “But in these last years, we’ve seen a lot of deal breakers around really big topics around the pandemic and around the me too movement and Black Lives Matter and trans liberation and Palestine, Israel.” — Lorie Solis [00:13:08 → 00:13:22] Grassroots Activism: “I’ve always been very politically active on grassroots levels in the states. But my activism or what I consider my activism has really moved towards focusing on my community scale relationships.” — Lorie Solis [00:15:09 → 00:15:23] The Power of Vulnerability: “And that challenges my opinions sometimes on who I think Israelis are, for example, and what I feel about the Israeli government to sit and care together and to be let in to their unique vulnerabilities. It’s really a privilege.” — Lorie Solis [00:16:12 → 00:16:29] Decolonization and Land: “When you speak to indigenous people across the globe, decolonization necessarily means land back.” — Lorie Solis [00:22:48 → 00:22:56] The Power of Reindigenization: “So decolonization for me is about a deep dive into my belief systems and how I embody them, where those came from, and purposely reconnecting to my indigenous landscapes.” — Lorie Solis [00:24:00 → 00:24:13] Decolonising Ancestry: “I when I do somatic decolonisation work with people that don’t have names, places, dates, don’t have access to that data, we go into the mind body, and we trust the wisdom of that with curiosity to see what kinds of landscapes are we really drawn to.” — Lorie Solis [00:29:58 → 00:30:15] “Dealing with Conflict”: “Conflict can feel like disconnection from someone I love and care about that’s saying they love and care about me, but yet they’re presenting some opinions or material here that’s making me feel uncared for, unseen.” — Lorie Solis [00:30:53 → 00:31:01] Healing on Unexpected Levels: “To have a space, like, literal space and time to be with those things gave me the opportunity for healing on a level that I didn’t even know that I needed.” — Lorie Solis [00:37:37 → 00:37:49] Healing Through Connection: “And I know that when I start to feel lonely or disconnected, that can lead to crabiness, resentment, some hostility, some bitchiness. Right? And then I’m more apt to create conflict. When I when what I need is connection.” — Lorie Solis [00:46:46 → 00:47:05] Brain and Ideology: “And people with more, like, liberal or progressive views are they’re activated with their insula in the brain, which is able to actually handle more complexity without the perception of external threat.” — Lorie Solis [00:59:16 → 00:59:28] Definition of Terms Used Somatic Healing Definition: Somatic healing is a therapeutic practice that treats the body-mind as a unified whole. It involves integrating both cognitive and body-based methods to align thoughts and values, facilitating authenticity and personal agency. Relevance: This practice is essential for those looking to heal from trauma, as it addresses both the psychological and physiological aspects, promoting holistic well-being. Examples: Techniques such as body scanning, breathwork, therapeutic touch, and movement exercises are commonly employed in somatic healing. Related Terms: Mind-Body Connection, Embodiment, Trauma Therapy, Psychosomatic Common Misconceptions: Many believe that somatic healing is unscientific or solely based on physical exercises, while it actually has a strong psychological component and is supported by evidence-based approaches. Decolonisation Definition: Decolonisation refers to the undoing of colonialism, where a nation establishes and maintains its dominance over dependent territories. It involves reclaiming power and autonomy, alongside cultural and spiritual restoration for indigenous peoples. Relevance: Decolonisation is crucial for addressing historical injustices, restoring land to indigenous communities, and fostering reclamation of cultural identity and traditions. Examples: Land back movements, policy reforms to support indigenous rights, and efforts to revive native languages and customs. Related Terms: Postcolonialism, Reparation, Cultural Revitalisation, Autonomy Common Misconceptions: Some view decolonisation solely as a political endeavour, overlooking its cultural and spiritual significance for indigenous peoples. Generative Conflict Definition: Generative conflict is the concept of viewing conflicts as creative forces with the potential for growth and positive change, rather than as purely negative encounters. Relevance: Recognising the generative potential of conflicts can transform relationships and communities by fostering deeper understanding and resilience. Examples: Constructive debates in team settings, conflict resolution workshops, and family mediations that lead to stronger relationships. Related Terms: Conflict Resolution, Creative Tension, Mediation, Relational Dynamics Common Misconceptions: Many perceive conflict as inherently destructive, failing to see the opportunities for dialogue and improvement that it can bring. Edge Worker Definition: An edge worker is someone who operates at the fringes of established communities or social norms, often acting as a mediator or bridge between diverse groups. Relevance: Edge workers play a crucial role in fostering inclusion and understanding across different social, cultural, or political divides. Examples: Community organisers who bring together various groups, activists working on intersectional issues, and educators addressing marginalised voices. Related Terms: Social Bridging, Intersectionality, Mediation, Boundary Spanning Common Misconceptions: Edge workers are sometimes seen as outsiders without influence, but they are often key agents of change within their communities. Ancestral Practices Definition: Ancestral practices involve engaging in cultural, spiritual, and traditional activities that honour and connect with one’s heritage and lineage. Relevance: These practices help individuals maintain a connection with their roots, providing a sense of identity and continuity amidst modern life. Examples: Indigenous ceremonies, storytelling traditions, herbal medicine, and family rituals passed down through generations. Related Terms: Cultural Heritage, Traditions, Spiritual Practices, Lineage Common Misconceptions: Some may view ancestral practices as outdated or irrelevant, not appreciating their profound impact on personal and cultural identity. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Lorie Solis Soma Sanctum The post Claiming Each Other appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Navigating Conflict with Compassion: Transforming Adversity into Understanding Maria Arpa explores the delicate transition from conflict to compassion, highlighting the balance of ethics, logic, and emotion in communication, the transformative power of empathy, and the profound impact of humanising dialogues. In this episode of The Inclusion Bites Podcast, Joanne Lockwood invites Maria Arpa for a heartfelt discussion on cultivating compassion in the face of conflict. Joanne underscores Aristotle's three pillars, emphasising the need for a balance of ethics, logic, and emotion in communication. Maria introduces the concept of moving conversations from intellectual realms to embodied experiences, stressing the importance of physical and emotional signals. Maria Arpa, a renowned workplace culture innovator and conflict resolution expert, brings over 30 years of experience to the table. Her work traverses workplaces, communities, and families, focusing on resolving conflicts through authentic and compassionate dialogue. Known for her superpower in helping individuals find self-healing even when they feel out of options, Maria criticises traditional approaches that often bypass emotional healing in favour of legal or punitive measures. Her unique perspective aligns perfectly with the podcast’s mission of fostering inclusion and belonging. Throughout this episode, Joanne and Maria explore the nuanced difference between homelessness and rough sleeping, advocating for a deeper understanding rather than simplistic solutions. They scrutinise how language shapes our perceptions, urging careful use of terminology to humanise rather than marginalise. The conversation flows into the dynamics of adversarial processes, the importance of dialogue over debate, and the need to address power imbalances to foster genuine understanding and reconciliation. Drawing from personal growth and professional experiences, both share insights on recognising and respecting diverse perspectives, the fluidity of identity, and the pitfalls of societal labels. Joanne and Maria's dialogue encourages listeners to rethink their approach to conflict and embrace compassionate resolution. They highlight the detrimental effects of adversarial stances and the transformative potential of empathy and emotional intelligence. By focusing on shared truths, they guide listeners in developing healthier communication strategies that honour individual experiences and promote collective well-being. A key takeaway from this episode is the transformative power of embodying compassion in conflict situations. Listeners are invited to reflect on their communication styles, recognising that integrating ethics, logic, and emotion can lead to more empathetic and effective interactions. This episode underlines the importance of addressing both practical and emotional aspects in conflict resolution, empowering listeners to foster deeper connections and understanding in their personal and professional lives. Published: 07.11.2024 Recorded: 14.10.2024 Duration: 1:05:25 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #133: From Conflict to Compassion — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips, Quotes and Timestamps How Conflicts Can Lead to Authenticity and Creativity: “And what I’ve learned is that we can treat those conflicts and those disagreements and those tensions actually is an amazing resource for us to find a way to become authentic, to navigate into our common humanity, and to be our most creative.” — Maria Arpa [00:03:29 → 00:03:53] Building Connections First : “Let’s build those layers up first so we can see each other as human.” — Maria Arpa [00:09:33 → 00:09:38] The Pitfalls of Adversarial Processes: “What’s interesting about these pros adversarial processes where someone else is going to decide the outcome is now it’s even worse because now I’m competing with you to get the person on my side.” — Maria Arpa [00:11:04 → 00:11:19] Individual Perception: “How I experience the world is a result of everything that ever happened to me from birth and maybe, you know, maybe even actually intergenerational stuff that’s come down the line.” — Maria Arpa [00:16:29 → 00:16:43] Managing Workplace Boundaries: “So nobody needs to put up with stuff that they don’t wanna put up with.” — Maria Arpa [00:21:58 → 00:22:04] The Danger of Exclusive Clubs: “Once you start forming clubs based on beliefs and that you’re, you know, you’re forming a club and you’re building your membership based on an ideology or a belief, and you’re not open to the idea that there are other ideologies and beliefs and we can still love each other, still coexist, still, you know, do things together, still cooperate as humans, then you have a problem because firstly, there’s the otherizing.” — Maria Arpa [00:33:24 → 00:33:56] The Power of Self-Empowerment: “But there are other things that we need to do internally to find our own empowerment to be able to look beyond, you know, what you were talking about with the media and and this addiction to watching other people in adversarial positions, watching the love triangle, watching the gossip, watching one person triumph over another in the sub diffuse.” — Maria Arpa [00:41:34 → 00:42:02] Building Connection through Empathy: “Only when the person’s emptied out can we start to connect as humans, start to build that connection and safety, and and then we can start to talk about what could be different.” — Maria Arpa [00:43:28 → 00:43:44] Embracing Evolution in Thinking: “Maybe I’m so far behind that it’s not tangible for me and I reach it because so many times I got there later on.” — Maria Arpa [00:48:51 → 00:48:59] The Danger of Labels: “We have to start with I’m a person because one of the other things that’s happening in our society is categorizing people and, you know, making people less than by titles and labels rather than you’re a human, I’m a human.” — Maria Arpa [00:55:17 → 00:55:38] Definition of Terms Used Three Pillars (Ethos, Logos, Pathos) Definition: The three pillars refer to the Aristotelian framework of rhetoric, encompassing ethics (ethos), logic (logos), and emotion (pathos). These elements guide effective communication, ensuring messages are credible, logical, and emotionally compelling. Relevance: Balancing these pillars fosters inclusive and compassionate dialogues, crucial for conflict resolution and building shared understanding. Examples: Ethos is established by demonstrating integrity; Logos is shown by providing clear, evidence-based arguments; Pathos is evoked by appealing to the audience’s emotions. Related Terms: Rhetoric, Persuasion, Communication, Inclusive Dialogue Common Misconceptions: It’s often believed that focusing too much on one pillar can suffice, whereas true effectiveness in communication requires a balanced integration of all three. Embodied Understanding Definition: Embodied understanding refers to recognising and interpreting conversations through physical and emotional experiences rather than purely intellectual reasoning. Relevance: Moving from intellectual comprehension to embodied understanding helps address conflicts more compassionately and authentically by considering non-verbal cues and emotions. Examples: Noticing someone’s body language and tone of voice to understand their emotional state, rather than just listening to their words. Related Terms: Emotional Intelligence (EQ), Non-Verbal Communication, Empathy, Intuition Common Misconceptions: Some may assume communication is solely about verbal articulation, ignoring the significant role of physical and emotional signals. Adversarial Process Definition: The adversarial process is a conflict resolution method where parties oppose each other to win support for their narratives, often leading to exaggerated or untruthful portrayals. Relevance: Recognising adversarial processes helps to understand why such methods can exacerbate conflicts rather than resolve them, advocating for more empathetic and cooperative approaches like mediation. Examples: Legal courts where each party’s lawyer aims to win the case, often ignoring the broader context or mutual understanding. Related Terms: Conflict Resolution, Mediation, Debate, Litigation Common Misconceptions: Many believe adversarial processes are the most effective way to resolve disputes, but they may worsen divisions and reduce opportunities for genuine reconciliation. Identity and Evolution Definition: This concept explores the fluidity of identity, challenging the notion that labels are permanent, and recognising personal growth and evolution over time. Relevance: Understanding identity’s fluid nature can foster inclusivity and empathy, allowing individuals to present themselves authentically and acknowledge their development. Examples: A person might identify differently at various life stages, reflecting growth and change in personalities, beliefs, and experiences. Related Terms: Identity, Personal Growth, Labelling, Self-Concept Common Misconceptions: Some may assume identities are fixed and expect individuals to remain consistent throughout their lives, ignoring the dynamic nature of human development. Connection Before Correction Definition: This phrase emphasises the importance of establishing a human connection and mutual understanding before attempting to address or correct divergent perspectives or behaviours. Relevance: Prioritising connection can de-escalate conflicts and open pathways for more effective and compassionate resolutions. Examples: In conflict mediation, taking time to understand each party’s feelings and experiences before suggesting solutions or corrections. Related Terms: Empathy, Psychological Safety, Conflict De-escalation, Mediation Strategies Common Misconceptions: Some might believe immediate correction is necessary to resolve issues quickly, overlooking the benefits of fostering connection first for lasting resolution. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Maria Arpa MBE Centre for Peaceful Solutions The post From Conflict to Compassion appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Navigating Inclusivity in the Digital Age Luke explores the intricate challenges of navigating neurodiversity, the influence of alcohol culture in the workplace, and the journey towards creating inclusive environments in the digital age, highlighting his story of resilience and redemption. In this episode of The Inclusion Bites Podcast, Joanne Lockwood invites Luke Morrisen to explore the multi-faceted landscape of inclusivity in the digital age. Luke, who has navigated numerous challenges pertaining to neurodiversity and ADHD, both personally and as a father, provides a compelling narrative about overcoming adversity. Joanne and Luke delve into the intricacies of creating inclusive environments in the workplace, with a focus on the recruitment industry and the often-overlooked aspect of alcohol-free socialisation. Luke, with a decade of experience in the technology and recruitment sectors, has carved out a niche for himself as a digital recruitment specialist. His journey began tumultuously, leaving home at 15 and struggling through academic environments that did not cater to his neurodiversity. Finding solace and passion in music, he eventually shifted to the structured, numbers-driven world of recruitment, where he excelled and gained the confidence to launch his own business. Luke is not only a successful entrepreneur but also an advocate for creating supportive, inclusive environments for those with neurodiversity. Throughout the episode, Joanne and Luke candidly discuss the challenges of navigating society’s glorification of alcohol. Luke shares his personal battles with alcohol, the role of ADHD in his addictive behaviour, and his journey to sobriety. Joanne echoes these sentiments, having also given up alcohol, highlighting the need for workplaces to rethink alcohol-centric events. The discussion extends to the recruitment industry, where Luke stresses the importance of understanding individual needs and fostering an inclusive culture that values diversity across gender and ethnicity. The episode wraps up with both Joanne and Luke urging organisations to take a definitive stand against including alcohol in work-related events and expenses, emphasising the profound impact alcohol has on decision-making and lives. Luke’s transition into sobriety has allowed him to focus more on his family and business, helping him build a fulfilling life centred on flexibility and choice. A key takeaway from this episode is the critical role of inclusivity in fostering better work environments and the transformative power of supportive communities. Listeners will gain invaluable insights into managing neurodiversity, the importance of addressing alcohol culture in the workplace, and fostering genuine inclusivity that goes beyond ticking boxes. Tune in for a blend of personal anecdotes and practical advice that will inspire and challenge your perspectives on inclusion in the digital age. Published: 31.10.2024 Recorded: 12.08.2024 Duration: 0:59:42 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #132: Inclusivity in the Digital Age — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Timestamps Journey of Self-Discovery and Giving Back: “I want to learn more and I want to give back to the community out there. And I I guess for me, the biggest part is is learning myself and learning on this journey, but also helping people like I’m helping my children at the moment understand who they are and how they can progress themselves and how they cannot have limiting beliefs really.” — Luke Morrisen [00:02:49 → 00:03:07] The Impact of Budget Constraints on Education: “But it’s when you’re in that position and it’s your child, it’s so frustrating to know that the needs of your child aren’t being met just because of a budget.” — Luke Morrisen [00:08:12 → 00:09:09] Balancing Diverse Work Styles in Tech: “Company needs a developer that’s really happy sitting at home, plugging away on their code, maybe working in the middle of the night and sleeping until 12 o’clock.” — Luke Morrisen [00:18:26 → 00:18:35] “Changing Workplace Culture: It it’s a real tough tough line to walk. Like, how do you manage that? And I guess it comes down from it it comes from the top.” — Luke Morrisen [00:19:10 → 00:19:17] Title: The Importance of Inclusive Leadership Quote: “But how do you create a safe environment where they feel like they should be there and they don’t wanna go home early or they don’t wanna attend it? It’s it’s tough, but you have to be brave and you have to make some brave decisions. And I think you’ve you’ve gotta put your selfishness to one side and really listen your team and get to know them.” — Luke Morrisen [00:23:40 → 00:23:58] Title: The Importance of Authenticity in the Workplace: “I wanna hire people that understand who they are or they they I don’t want to put anybody in an environment where they don’t feel safe or they feel like they have to be somebody that they’re not to fit in.” — Luke Morrisen [00:27:09 → 00:27:53] Balancing Social Dynamics in the Workplace: “I definitely feel like you need to understand everyone on a deeper level, get to know them individually, get to know what they want, what they don’t want, and then coming up with ideas that, you know, maybe go out and do an event that doesn’t involve it.” — Luke Morrisen [00:33:08 → 00:33:23] Balancing Work and Passion: “I wanna build something so she doesn’t have to work, so she can do something that she really loves doing.” — Luke Morrisen [00:46:06 → 00:46:11] Prioritising Future Security Over Material Possessions: “But what’s important to me is making sure my wife’s pension is maxed out when we’re older and my children’s pensions are maxed out if I can.” — Luke Morrisen [00:49:03 → 00:49:10] “Worried About Tick Box Exercises: ‘I am worried that some companies do it as a tick box exercise, which is a bit sad, but I’ve spoken to some brilliant companies the last few months that are it is part of their agenda, and they’re driven to change.'” — Luke Morrisen [00:53:14 → 00:53:24] Definition of Terms Used Neurodiversity Definition: Neurodiversity refers to the concept that neurological differences, such as ADHD, autism, dyslexia, and others, are natural variations of the human brain and not deficiencies. Relevance: Embracing neurodiversity in educational and workplace settings can foster environments where neurodiverse individuals thrive, contributing to diverse thought and innovation. Examples: Providing tailored support for students with ADHD, creating inclusive hiring practices for autistic candidates. Related Terms: Neurodivergent, Inclusivity, Cognitive Diversity Common Misconceptions: Some believe neurodiversity undermines the need for medical intervention, but it actually promotes a broader understanding and acceptance while recognising individual needs. Alcohol Inclusion Definition: Alcohol inclusion refers to the practice of integrating alcohol into social and professional events, often creating environments where alcohol consumption is expected. Relevance: Addressing alcohol inclusion is crucial for creating safe, inclusive spaces for non-drinkers and those recovering from addiction, thereby promoting diversity and well-being. Examples: Hosting alcohol-free corporate events, providing non-alcoholic beverages as default options. Related Terms: Sobriety, Social Inclusion, Corporate Wellness Common Misconceptions: Some may view the absence of alcohol as inhibiting social interactions, but offering inclusive alternatives often enhances participation and engagement. Structured Environment Definition: A structured environment is a setting where activities, roles, and expectations are clearly defined, providing predictability and organisation. Relevance: For individuals with neurodiverse conditions like ADHD, structured environments can significantly enhance performance and reduce stress. Examples: Clear job descriptions, regular routines, and consistent feedback in workplaces. Related Terms: Organised Workspace, Routine, Consistency Common Misconceptions: Structured environments are sometimes wrongly perceived as inflexible, but they can be designed to accommodate and support individual needs. Inclusive Culture Definition: Inclusive culture refers to an organisational environment where diverse individuals feel valued, respected, and have equal access to opportunities and resources. Relevance: Cultivating an inclusive culture can lead to increased employee satisfaction, innovation, and a stronger sense of community within organisations. Examples: Implementing unbiased recruitment processes, fostering open communication, and providing diversity training. Related Terms: Diversity, Equity, Belonging Common Misconceptions: Some might think inclusive culture focuses only on certain groups, but it benefits everyone by promoting fairness and understanding. Tick Box Exercise Definition: A tick box exercise refers to actions taken merely to fulfil formal requirements or appear compliant, rather than to achieve meaningful change. Relevance: Identifying and avoiding tick box exercises in diversity initiatives can lead to genuine improvements in inclusivity and organisational culture. Examples: Hiring diversity quotas without fostering an inclusive environment, running mandatory training without follow-up actions. Related Terms: Compliance, Superficial Efforts, Authentic Change Common Misconceptions: Some assume tick box exercises are sufficient for achieving diversity, but true inclusion requires ongoing, committed efforts. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Luke Morrisen Holistx The post Inclusivity in the Digital Age appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Understanding Cultural Integration through Language Education Caroline Praveen explores the profound impact of learning English on immigrant identity, the fight against societal biases, and the transformative power of cultural integration and empathy in supporting displaced families in Pittsburgh. In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Caroline Praveen explore the profound impact of language on identity and integration. Caroline reflects on the complexities of learning English and how it has affected her connection to her native tongue and identity. Joanne and Caroline also discuss the myriad challenges that immigrants face, from cultural dissonance to navigating societal biases, and the indispensable role of communication in overcoming these obstacles. Caroline Praveen is the founder of the Fluency Forward Foundation, an organisation dedicated to promoting education in underprivileged areas globally. She currently focuses on assisting immigrant and refugee children in Pittsburgh, helping them improve their English skills while appreciating their cultural background. Caroline's journey from India to the United States at a young age serves as the cornerstone of her mission. Facing her own struggles with language and identity loss, she has channelled her experiences into a lifelong endeavour to support and uplift immigrant communities. Throughout their conversation, Joanne and Caroline touch on the critical importance of governmental support for refugees, acknowledging the gaps that still exist. They delve into the impact of racism, privilege and the stereotypes that label certain ethnicities as "good immigrants." Caroline's personal stories about working with families and children from war-torn countries provide poignant insights into the resilience of these communities. They discuss the importance of not apologising for one’s language abilities, encouraging active listening and engagement instead. Joanne expresses her frustration at the slow pace of systemic change, yet both she and Caroline remain optimistic about the future, praising Gen Z for their inclusive mindset. They conclude by stressing the power of individual actions to drive societal transformation, with Joanne highlighting the significance of personal responsibility in fostering a more inclusive world. The episode wraps up with a call to action for listeners to get involved and contribute to the dialogue on inclusion and change. One key takeaway from this episode is the emphasis on empathy and active listening as vital tools for integration and communication. Listeners will gain a deeper understanding of the challenges faced by immigrant communities and feel inspired to contribute positively towards a more inclusive future. Tune in to hear thought-provoking discussions that promise to challenge, inspire and unite. Published: 24.10.2024 Recorded: 23.07.2024 Duration: 0:57:10 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #131: Fluency Forward Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Highlights Building a Better Future for Immigrant Children: “Right now, I’m kind of just helping them with their English language skills and also helping them to appreciate their culture while also learning about those of their neighbours.” — Caroline Praveen [00:03:00 → 00:03:12] The Digital Divide for Refugees: “But if you’re talking to these refugees who have just left a traumatic environment and are trying to even stay on their feet, digital literacy is not their biggest concern, which makes sense, of course, but it’s definitely a disadvantage to them because there are so many opportunities online that they’ll just never know about.” — Caroline Praveen [00:11:22 → 00:11:42] The Cognitive Challenge of Learning English: “You have to think about the parents, you know, because they’re in the same boat, but their brain is 25 years older.” — Caroline Praveen [00:16:28 → 00:16:34] The Challenges of Learning English as a Second Language: “A lot of these students are completely clueless, but more than that, they come from a more disadvantaged background than I do.” — Caroline Praveen [00:23:39 → 00:23:48] Global Connectivity and Conflict: “The closer you put people of different mindset and different background and of varying levels of stubbornness, the more you see this conflict and everything kind of blow up.” — Caroline Praveen [00:33:08 → 00:33:20] Topic: Socioeconomic Inequality in Healthcare “Lack of quality care for people from a socioeconomic background.” — Caroline Praveen [00:35:59 → 00:36:03] Empathy in Communication: “You have to kind of consider the fact that even though they aren’t able to express themselves like a fully developed adult, they are a fully developed adult with the same thoughts and same feelings that you might have just in a different language.” — Caroline Praveen [00:38:27 → 00:38:40] Globalization and Immigration: “I think the more that nations get into contact with each other or the more that globalization becomes more prevalent and you see this influx of immigration, it’s always been a kind of negative reaction.” — Caroline Praveen [00:45:53 → 00:45:54] “The Inclusive Generation”: “The way that people in gen z kind of view for example, mental health, They actually view that as a valid concern. They prioritize that in a lot of instances, whereas someone that’s older and maybe more close minded might not actually think of that because that wasn’t really a prevailing issue or a topic of conversation when they were growing up.” — Caroline Praveen [00:48:04 → 00:48:26] Sympathy in the Age of Climate Change: “So I think as long as the almost like the ratio of the amount of people that are willing to understand what’s going on in the world, how the world is changing, and not just stick to their mindset and their point of view, I think that we’re on a good track.” — Caroline Praveen [00:53:55 → 00:54:11] Definition of Terms Used Language Barriers Definition: Language barriers refer to difficulties in communication that occur when people who speak different languages, or different dialects of the same language, interact. Relevance: Language barriers can impact integration, access to services, and overall quality of life for immigrants and refugees. Overcoming these barriers is crucial for effective inclusion into a new society. Examples: Misunderstandings in medical settings, challenges in school for children whose first language is not English, difficulties in accessing public services. Related Terms: Communication barriers, Linguistic challenges, Cross-cultural communication Common Misconceptions: It’s often assumed that learning basic conversational language removes all barriers, but fluency involves understanding cultural contexts and nuances. Imposter Syndrome Definition: Imposter syndrome is a psychological pattern where individuals doubt their accomplishments and have a persistent fear of being exposed as a “fraud,” despite evidence of their competence. Relevance: First-generation immigrants often struggle with imposter syndrome, impacting their confidence and ability to navigate new cultural and professional environments. Examples: Feeling undeserving of success, attributing achievements to luck rather than skill, fear of failure. Related Terms: Self-doubt, Lack of self-esteem, Perfectionism Common Misconceptions: Many believe that only high-achievers experience imposter syndrome, but it can affect anyone, regardless of their level of success. Cultural Awareness Definition: Cultural awareness involves understanding, respecting, and appreciating cultural differences and similarities within and between groups. Relevance: Being culturally aware helps in bridging gaps between immigrants and native populations, fostering an inclusive environment where diverse cultures are valued and integrated. Examples: Celebrating various cultural holidays, implementing inclusive policies in workplaces and schools, offering multilingual support services. Related Terms: Cultural competence, Diversity awareness, Intercultural communication Common Misconceptions: Cultural awareness isn’t just about learning other customs; it’s about actively engaging and integrating those practices into everyday life. Non-native English Speakers Definition: Non-native English speakers are individuals whose first language is not English but who learn and use English as an additional language. Relevance: They often face unique challenges in communication, professional settings, and daily life, making support systems and inclusive practices essential for their integration. Examples: Immigrants, international students, refugees, individuals working in a foreign country. Related Terms: ESL (English as a Second Language), EFL (English as a Foreign Language), Bilingual individuals Common Misconceptions: It’s a misconception that non-native speakers struggle with intelligence or capability issues; their challenges primarily stem from language proficiency and cultural adaptation. Discrimination and Inequality Definition: Discrimination and inequality refer to unfair treatment and disparity in opportunities, resources, and rights based on aspects such as race, gender, socio-economic status, or ethnicity. Relevance: Addressing discrimination and inequality is vital for the inclusion of all societal members, ensuring that everyone has fair access to opportunities and can contribute fully to their community. Examples: Racial profiling, gender pay gap, unequal access to education and healthcare. Related Terms: Prejudice, Social injustice, Systemic bias Common Misconceptions: Some believe that discrimination and inequality are issues of the past, but they continue to be pervasive in many aspects of modern society. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Caroline Praveen Fluency Forward Foundation The post Fluency Forward appeared first on SEE Change Happen: The Inclusive Culture Experts .…
From Tech Careers to Diversity Champions Toby Mildon explores the transformative journey from technology to diversity and inclusion, underscoring the importance of understanding emotional motivations, challenging biases, and fostering a truly inclusive workplace culture through practical an In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Toby Mildon to explore the journey from technology to diversity and inclusion (D&I) transformation. Together, they discuss the pivotal events that are often necessary to raise awareness and inspire action on health, diversity, and inclusion issues. The conversation emphasises the emotional "why" behind actions and the challenge of effectively articulating these motivations to drive genuine change within organisations. Toby Mildon is a workplace inclusion specialist dedicated to demystifying equality, diversity, and inclusion (EDI) and making it practical for businesses to implement. With a rich background in technology, Toby transitioned to focus on D&I after recognising the workplace's pressing need for inclusivity. His personal experiences as someone with a physical disability have deepened his understanding of the impact of assumptions and biases on individuals. Toby is also an author and content creator, sharing his insights on inclusive growth via his books, podcast, and LinkedIn content. During their discussion, Joanne and Toby highlight the struggle of tracking and realising ROI in D&I efforts, the importance of commercial skills in HR, and the need for businesses to prioritise retention through a positive work culture. They delve into the layers of the employee value proposition (EVP) and employer brand, drawing connections to Hertzberg's 2-Factor Theory and Maslow's hierarchy. The conversation also touches on the adverse effects of political rhetoric on society and emphasises the need for a workplace culture that values safety and inclusion. The episode brings to light the myth of meritocracy, the importance of recognising privilege, and the necessity for allies within privileged groups to tackle systemic biases like sexism and racism. Additionally, Toby and Joanne discuss the evolving nature of work, particularly in the context of creativity, innovation, and values alignment amongst younger generations. They underscore the need for contemporary and inclusive communication styles in organisations, including the royal family. A key takeaway from this episode is the critical role of understanding and voicing the emotional "why" behind D&I efforts to foster a culture of inclusion and safety. Listeners will learn about the nuanced challenges of achieving true equity in the workplace, understanding privilege, and the transformative power of inclusive leadership. This episode provides invaluable insights for anyone looking to create a more inclusive environment, both in society and at work. Whether you're a business leader, HR professional, or an advocate for change, this conversation is not to be missed. Published: 17.10.2024 Recorded: 11.07.2024 Duration: 0:53:57 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #130: From Tech to D&I Transformation — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Quotes The Role of EDI in Leadership : “They said that we take a lot of the anxiety and the fear out of talking about EDI, which we see a lot with senior leaders and businesses. They’re worried about saying the wrong thing, causing offence, causing embarrassment.” — Toby Mildon [00:02:52 → 00:03:01] Gender Imbalance in Tech at the BBC : “I quickly learned that diversity was much bigger than women in engineering, that there are many other aspects to diversity that needed addressing in the corporation.” — Toby Mildon [00:04:42 → 00:04:50] The Diversity Iceberg : “You can see 10% of the iceberg poking above the waterline and these are all visible characteristics. But 90% of the iceberg is hidden beneath the waterline, and these are our kind of invisible, non apparent characteristics, and often they’re not the traditional types of diversity that we might think about.” — Toby Mildon [00:09:08 → 00:09:23] Unconscious Bias and Disability Representation : “When I worked for the BBC, we we did some research, and we found out that disabled people were more likely to be portrayed as villains, victims, and heroes than non disabled people.” — Toby Mildon [00:13:04 → 00:13:16] Creating More Equity in Society : “It’s about seeing the individual, understanding what disadvantages they do have, and trying to close the gap so that we do create that equality.” — Toby Mildon [00:16:15 → 00:16:24] Culture of Meritocracy : “A lot of organisations say, well, we have a culture of meritocracy. That kind kind of comment usually comes from the in group or the majority group who do believe that there is meritocracy because their experience is that there’s fairness, that there’s equality, that the best person gets the job.” — Toby Mildon [00:17:34 → 00:17:53] The Privilege of Being Born in the UK : “The NHS has saved my life for more than 1 occasion, and the health care that I’ve received from the NHS has enabled me to go off to university and get good jobs and things like that.” — Toby Mildon [00:19:15 → 00:19:25] Leadership and Inclusivity : “That’s really interesting, but but who am I as a straight bloke to be talking about LGBT matters in the in the organization?” — Toby Mildon [00:23:38 → 00:23:46] Understanding Your “Why” : “You have to understand what your why is for your business and then communicate that throughout the business.” — Toby Mildon [00:31:20 → 00:31:28] The Struggles of Trans Women : “She kind of talks about the first time that she steps outside her front door and walks down her street, she felt unsafe as a trans woman.” — Toby Mildon [00:44:50 → 00:46:18] Definition of Terms Used Employee Value Proposition (EVP) Definition: The employee value proposition (EVP) is the unique set of benefits, values, and offerings that an organisation provides to its employees in exchange for their skills, capabilities, and performance. Relevance: A strong EVP helps attract and retain top talent, improves employee engagement, and enhances the overall employer brand. Examples: Competitive salaries, career development opportunities, a positive work culture, health benefits, and flexible working conditions. Related Terms: Employer Brand, Talent Management, Retention Strategies, Workforce Engagement Common Misconceptions: Some believe an EVP is only about financial compensation, but it encompasses a broader range of factors including job satisfaction, work-life balance, and organisational culture. Diversity Iceberg Definition: The diversity iceberg metaphor highlights that visible characteristics such as race and gender only represent a small portion (about 10%) of one’s identity, while the majority (90%) are invisible traits like beliefs, experiences, and cognitive styles. Relevance: Understanding the diversity iceberg helps organisations recognise and value the deeper, less visible aspects of diversity, leading to a more inclusive environment. Examples: Introversion or extroversion, being left-handed, personal hobbies or interests, and cognitive diversity. Related Terms: Invisible Diversity, Cognitive Diversity, Cultural Competence, Identity Dimensions Common Misconceptions: Some may think diversity is only skin-deep or limited to visible traits, neglecting the rich variety of invisible differences that contribute to a person’s identity. Hertzberg’s 2 Factor Theory Definition: A theory of motivation proposed by Frederick Hertzberg that distinguishes between hygiene factors, which can cause dissatisfaction, and motivational factors, which can encourage satisfaction and engagement. Relevance: Applying this theory in the workplace helps managers identify and address factors that affect employee satisfaction and motivation, fostering a more productive workforce. Examples: Hygiene factors include salary, company policies, and working conditions. Motivators include recognition, responsibility, and personal growth. Related Terms: Motivation Theory, Job Satisfaction, Workplace Engagement, Employee Retention Common Misconceptions: It is often misunderstood that hygiene factors alone can motivate employees, but in reality, they only prevent dissatisfaction while true motivation comes from within motivators. Maslow’s Hierarchy Definition: A psychological theory proposed by Abraham Maslow, which posits that human needs are arranged in a hierarchy, with basic needs like food and safety at the bottom, and self-actualisation at the top. Relevance: This framework helps organisations understand and address their employees’ needs systematically, promoting well-being and optimal performance. Examples: Providing competitive pay (basic needs), a safe working environment (safety needs), and opportunities for professional development (self-actualisation). Related Terms: Hierarchy of Needs, Human Motivation, Psychological Needs, Self-Actualisation Common Misconceptions: Some believe individuals must completely satisfy each level before moving to the next, but in reality, people can have overlapping needs in different stages. Employee Retention Definition: The strategies and practices an organisation employs to retain its employees and reduce turnover rates. Relevance: High retention rates indicate a positive work environment and can lead to greater business stability, reduced recruiting costs, and a more experienced workforce. Examples: Offering competitive salaries, career growth opportunities, recognition programs, and fostering a positive culture. Related Terms: Staff Retention, Turnover Rate, Talent Management, Workforce Stability Common Misconceptions: Some may think retention is solely about financial incentives, but it also heavily relies on creating an engaging and supportive work culture. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Toby Mildon Mildon The post From Tech to D&I Transformation appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Insights on Addiction, Body Image, and Environmental Responsibility Liv Maudsley explores the profound impacts of social media, mental health struggles, and the importance of self-awareness, while shedding light on generational differences and the ongoing journey towards understanding and inclusion. In this episode of The Inclusion Bites Podcast, Joanne Lockwood hosts an enriching conversation with Liv Maudsley, touching on various aspects of social media's influence, addiction, and personal journeys of recovery. Liv, a vibrant college student and co-host of The School Run podcast, introduces insightful perspectives on how different generations interact with social media and the broader implications on mental health and societal expectations. Joanne brings her own experiences into the discussion, exploring how algorithms shape our viewing habits and the pervasive nature of targeted advertising. Together, they untangle the complexities of digital life and its effects on modern society. Liv Maudsley is no stranger to the pressures of today's world. A talented netball player who switched positions due to external perceptions about her height, Liv opens up about her struggle with anorexia triggered by the competitive nature of her sport and societal pressures for perfection. She recounts the harrowing journey through her eating disorder, the lack of adequate support during her recovery, and the ongoing challenges she faces in maintaining wellness. Beyond her battles, Liv remains a passionate advocate for mental health, inclusion, and sustainability, bringing a youthful yet profoundly wise voice to the episode. Her efforts extend to her podcast, The School Run, where she and her mother share poignant life insights and engage with guests to provide diverse perspectives to their audience. Throughout their conversation, Joanne and Liv cover an array of significant topics. They discuss the addictive qualities of social media, the generational divide in digital engagement, and the pressing environmental concerns that loom over the future. Liv's decision to delete TikTok and Snapchat becomes a focal point, highlighting her quest for a more present and meaningful existence. The dialogue also explores the challenges of discerning truth from misinformation, the evolving attitudes toward recycling and sustainability, and the mutual need for intergenerational understanding. A key takeaway from this episode is the crucial balance between digital engagement and mental well-being. Listeners will gain valuable insights into managing the pressures of social media, fostering genuine connections, and advocating for both personal and planetary health. Whether you're navigating your own digital habits or supporting someone through recovery, this episode offers meaningful guidance to enrich your journey. Tune in to hear Liv's poignant story and join the conversation on creating a more inclusive and mindful world. Published: 10.10.2024 Recorded: 30.06.2024 Duration: 1:00:12 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #129: Wisdom on the School Run Other Links SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk Inclusion Bites Podcast on YouTube Clips and Hooks Phone as an Escape: “I know that some of my friends, their phone is like an escape from the real world And they think, well, TikTok, I can look into someone else’s life and and I’d I can get out of my life for a while.” — Liv Maudsley [00:09:00 → 00:09:15] “Generation’s Key Concerns”: “I think we’re very heavy, our generation, on 1, mental health and 2, diversity diversity and inclusion. I think they’re both 2 very hue and and the planet and sustainability. I think those 3, I would say, are kind of the main 3 in our generation.” — Liv Maudsley [00:15:19 → 00:15:39] Title: “Supporting Friends Through Transition” Quote: “I support anyone because I think your life is your life and you live it the way you feel most comfortable to live it.” — Liv Maudsley [00:17:27 → 00:17:36] **The Importance of Passion in Life Choices**: “Do what you love because then the drive to work hard, the drive to push through and carry on will come from passion and love for what you’re doing.” — Liv Maudsley [00:21:06 → 00:21:12] “Generational Perspectives on Environmental and Social Issues”: “I hear a lot that we’re, you know, the snowflake generation and we’re very maybe because we’re so we really wanna help the planet and diversity and inclusion, and that’s not been traditional because older generations haven’t had the education or or awareness of that.” — Liv Maudsley [00:23:07 → 00:23:27] Mutual Respect Across Generations: “Their experience is different. And to understand they have the right to that opinion, you know, whether we like it or not, they’re gonna say what they’re gonna say and that’s absolutely fine.” — Liv Maudsley [00:24:15 → 00:24:25] “The Importance of Appreciating Nature”: “I do sometimes look at the nature and think like look how amazing this is and we’re not doing much to help it right now. And it’s so beautiful, and we should be super, super grateful for the world that we live in and for the for the things that we have which people before us haven’t had.” — Liv Maudsley [00:26:00 → 00:26:21] “Struggling with News Credibility”: “I never know what is, what to believe, what’s not, what’s slanted, what isn’t.” — Liv Maudsley [00:30:45 → 00:30:51] Understanding Passion Through Personal Experience: “Like for me, I had anorexia for 2 years, and I’m very passionate about, you know, eating disorders and very around food.” — Liv Maudsley [00:33:13 → 00:33:24] Viral Topic: Overcoming an Eating Disorder: “People say you can never fully recover from an eating disorder, you know, it’s impossible, you can’t do it. And I, whether that’s right or wrong, I choose not to believe it because I think, do you know what? I can fully recover because this is I’m not gonna let this, you know, take over my life completely because it it has done once and it’s not going to again, and I make that decision for myself.” — Liv Maudsley [00:45:21 → 00:45:45] Definition of Terms Used Targeted Advertising Definition: Targeted advertising refers to the practice of using data collected from individuals’ online activities to display advertisements that are specifically relevant to them. Relevance: Targeted advertising is prevalent on social media platforms and influences the content users see, impacting their decisions and online behaviour. Examples: Ads appearing on your Facebook feed based on your recent Google searches, Instagram ads for products you’ve shown interest in, or personalised ads in your email based on your shopping habits. Related Terms: Personalised Marketing, Behavioural Targeting, Data Mining, Ad Tracking Common Misconceptions: Many believe targeted advertising is entirely random or influenced by subjective factors, but it is heavily data-driven and tailored. Self-Awareness Definition: Self-awareness involves recognising one’s emotions, thoughts, and behaviours and understanding how they affect oneself and others. Relevance: In the context of recovery from an eating disorder, self-awareness plays a crucial role in identifying triggers and managing personal health. Examples: Reflecting on why one feels a certain way, understanding the impact of societal pressure, or recognising harmful patterns in one’s lifestyle. Related Terms: Emotional Intelligence, Mindfulness, Self-Reflection, Personal Insight Common Misconceptions: Some may think self-awareness is innate and cannot be developed, but it is a skill that can be honed through practice and intention. Diversity and Inclusion Definition: Diversity encompasses the presence of differences within a given setting, while inclusion involves ensuring people of diverse backgrounds feel valued, respected, and integrated within a community or organisation. Relevance: Promoting diversity and inclusion is crucial for creating environments where everyone feels they belong and can thrive, particularly in workplaces and schools. Examples: Implementing policies that support all genders, races, and orientations, creating safe spaces for dialogue, and celebrating various cultural holidays. Related Terms: Equity, Belonging, Cultural Competency, Social Justice Common Misconceptions: Often, people conflate diversity with inclusion, thinking that merely having diverse individuals is enough without actively fostering an inclusive environment. Eating Disorders Definition: Eating disorders are serious mental health conditions characterised by abnormal eating habits that negatively affect a person’s physical and mental health. Relevance: Understanding eating disorders helps illuminate the pressures and struggles faced by individuals, such as Liv Maudsley, particularly in environments with high expectations and societal standards of beauty. Examples: Anorexia Nervosa, Bulimia Nervosa, Binge Eating Disorder, and the various behaviours associated with these conditions. Related Terms: Mental Health, Body Dysmorphia, Diet Culture, Psychological Therapy Common Misconceptions: There is a widespread belief that eating disorders are solely about food and weight, whereas they are complex conditions rooted in psychological issues. Netball Positions Definition: Netball positions refer to the specific roles assigned to players in the sport, each with designated areas on the court they can occupy. Relevance: Liv Maudsley’s switch from shooter to defence due to her height reflects the strategic nature of these positions and how physical attributes can influence one’s role in the game. Examples: Goal Shooter (GS), Goal Attack (GA), Wing Attack (WA), Centre (C), Wing Defence (WD), Goal Defence (GD), and Goal Keeper (GK). Related Terms: Team Sports, Basketball, Handball, Athletic Strategy Common Misconceptions: Some may think netball positions are interchangeable without understanding the specific skill sets and areas of the court associated with each role. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Olivia Maudsley School Run Podcast The post Wisdom on the School Run appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Gender Equity and Inclusive Workplaces: Moving from Performative Acts to Authentic Support Valentina Jaramillo illuminates the future of gender equity by addressing the pitfalls of rainbow washing, advocating for genuine inclusion, and stressing the importance of pay equity and inclusive language to empower all gender identities in the wor In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages with Valentina Jaramillo to explore "The Future of Gender Equity". Valentina sheds light on the pervasive issue of "rainbow washing" by companies, which superficially support the LGBTQ+ community without genuine actions. Joanne and Valentina examine the importance of authentic company support and its positive impacts on employee morale and retention. The conversation touches on the necessity for pay equity, transparent pay structures, and fostering discussions about gender equity within workplaces. Valentina Jaramillo is an empowerment catalyst and inclusion advocate, dedicated to developing inclusive gender equity strategies for organisations. Valentina's personal journey of discovering their true identity at the age of 40, despite growing up in Colombia where non-binary identities were not recognised, fuels their passion for advocacy. Valentina stands as a beacon for inclusive language, policies, and spaces, promoting gender-neutral restrooms, and emphasising the importance of genuine support for all gender identities, including non-binary, agender , and gender non-conforming individuals. The episode delves into challenges related to the use of pronouns, discussing how resistance from others persists. Joanne and Valentina recount experiences of being disregarded by recruiters on LinkedIn for listing pronouns and facing the need to conform while travelling. They explore the broader issues of inclusivity in language and the impact of traditional gender roles, highlighting the need for progressive changes to foster a welcoming environment for everyone. Joanne and Valentina also address the pink tax, gender stereotypes in marketing, and the performative activism often seen during Pride season. They call for continuous advocacy and support for diversity within organisations, extending beyond superficial gestures to meaningful actions that drive change. The episode wraps up with a heartfelt call to listeners to engage in genuine support and inclusion, encouraging them to subscribe and share their thoughts and stories. A key takeaway from this episode is the emphasis on authentic, ongoing support for gender equity, and the need for inclusive language and policies that reflect genuine intentions. Listeners will gain valuable insights into fostering an inclusive workplace culture, the importance of addressing gender disparities, and the challenges and triumphs of gender nonconforming individuals. This episode serves as a call to action for everyone committed to driving gender equity and inclusion forward. Published: 26.09.2024 Recorded: 25.06.2024 Duration: 1:00:58 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #128: The3 Future of Gender Equity Other Links SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk Inclusion Bites Podcast on YouTube Clips, Quotes and Hooks The Benefits of Diverse Identities in the Workplace: “Diverse identities in the workplace bring they increase profit, they retain talent, they increase productivity. So we already know the benefits.” — Valentina Jaramillo [00:08:19 → 00:08:31] Future Equity Concerns: “We should be pulling putting everyone up trying to get to that equity for everyone, and that’s where I see the issue that it’s not that conversation is still not happening.” — Valentina Jaramillo [00:11:28 → 00:11:39] Corporate Inclusion Challenges: “So 1 of the things that I I know that happens in a lot of corporate or that started to happen is that the the the ERGs, the women ERD was suddenly kind of they they put all the other genders in there, but it was kind of like, oh, we don’t know what to do with you, so let’s just tie them up here.” — Valentina Jaramillo [00:12:40 → 00:12:57] Inclusive Language Debate in Spanish-Speaking Countries: “He is actually explaining why their course and why the institute is advocating for inclusive language in Spanish, whether it’s an x instead of a or o or an e, and it’s just because language evolves and it changes.” — Valentina Jaramillo [00:29:06 → 00:29:12] Language and Inclusivity: “I have a group of friends that are very woke, and they do their effort, and they do it, and by now, they’re used to.” — Valentina Jaramillo [00:33:58 → 00:34:05] Gender Equity Strategies: “Gathering the data, making sure that they are using inclusive policies, that people use inclusive language for everyone, that trying to to start to build even in these small spaces, that ground start.” — Valentina Jaramillo [00:42:18 → 00:42:31] Viral Topic: Inclusivity in Workplace Policies: “It is a simple thing, but it is also not a simple thing.” — Valentina Jaramillo [00:43:10 → 00:43:13] Topic: The Impact of Oppressive Systems on Gender Identity “And again, I do believe that the the patriarchy and the oppressive system wants us to keep fighting because if they make us fight against each other, they call the power.” — Valentina Jaramillo [00:45:47 → 00:45:58] The Social Construct of Gender: “But to people who are using it, in this case, women who are using this rhetoric against trans women, it’s like, seriously? Like, what what part of your femininity is being aggravated because of a trans woman?” — Valentina Jaramillo [00:47:24 → 00:47:40] The Impact of Diversity on Companies’ Success: “I think we by now, we can start to notice and really see those companies and if they haven’t figured it out, and they will probably start to see it in their revenue also because and in the way they attract people and talent and retain their talent because, and again, every generation is becoming even more queer.” — Valentina Jaramillo [00:53:05 → 00:53:25] Definition of Terms Used Rainbow Washing Definition: Rainbow washing refers to the practice where companies superficially show support for the LGBTQ+ community, typically through marketing and promotional materials, without enacting any substantive changes or support for the community. Relevance: This term is significant as it highlights the difference between genuine inclusion efforts and superficial gestures that are often used to capitalise on the LGBTQ+ market without meaningful commitment. Examples: Changing a company logo to rainbow colours during Pride month without supporting any LGBTQ+ initiatives or policies internally. Related Terms: Performative Activism, Pink Washing, Tokenism Common Misconceptions: People often assume that rainbow washing is a positive step towards inclusion; however, it overlooks the lack of authentic support and change within the organisation. Pay Equity Definition: Pay equity involves ensuring that employees are paid fairly and equally for the same or equivalent work, irrespective of their gender, race, or other characteristics. Relevance: Pay equity is crucial for fostering a fair and inclusive workplace, reducing wage gaps, and promoting employee morale and retention. Examples: Conducting regular pay audits to identify disparities, implementing transparent pay scales, and ensuring equal pay for equal work. Related Terms: Wage Gap, Salary Transparency, Equal Pay, Fair Compensation Common Misconceptions: Many believe that pay equity only addresses gender pay gaps, but it encompasses all forms of pay disparities, including those based on race and other factors. Inclusive Language Definition: Inclusive language is a way of communicating that avoids potentially offending or excluding individuals based on their gender, race, ethnicity, or other characteristics. Relevance: Using inclusive language is vital in creating environments where all individuals feel respected and valued, helping to mitigate discrimination and promote equity. Examples: Using ‘they/them’ pronouns, replacing ‘chairman’ with ‘chair’ or ‘chairperson’, and avoiding gender-specific terms when unnecessary. Related Terms: Gender-Neutral Language, Non-Binary Pronouns, Politically Correct Language Common Misconceptions: Some think that inclusive language is merely a trend or unnecessary political correctness, but it plays a significant role in fostering inclusivity and respect. Pink Tax Definition: The pink tax refers to the tendency for products marketed towards women to be more expensive than similar products marketed towards men. Relevance: Highlighting the pink tax is important in addressing and challenging gender-based pricing discrimination, which contributes to economic inequality. Examples: Women’s razors costing more than men’s razors, or women’s personal care products being priced higher than men’s versions of the same products. Related Terms: Gender Pricing, Price Discrimination, Consumer Rights Common Misconceptions: Many believe the pink tax is a myth or an exaggerated issue, but numerous studies have documented its prevalence across various product categories. Gender Spectrum Definition: The gender spectrum is a concept that views gender as a continuum, rather than a binary classification of male and female. It recognises a range of gender identities beyond the traditional binary framework. Relevance: Understanding the gender spectrum is crucial for creating inclusive environments that respect and support diverse gender identities and expressions. Examples: Non-binary, gender fluid, Agender, and genderqueer identities all fall within the gender spectrum. Related Terms: Gender Identity, Non-binary, Gender Non-Conforming Common Misconceptions: A common misconception is that there are only two genders, male and female. The gender spectrum challenges this notion, showing that gender is more complex and varied. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Valentina Jaramillo The post The Future of Gender Equity appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Moving Beyond Meritocracy and Systemic Inequities Sharita Marshall delves into the intricate financial implications of employee turnover, the relentless push for true equity over meritocracy, and the necessity of strategic Employee Resource Groups to foster a deeply inclusive workplace culture. In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Sharitta Marshall delve into the financial and emotional implications of employee turnover within organisations. Sharitta, a seasoned expert in diversity, equity, and inclusion, questions traditional decision-making processes and advocates for a deeper understanding of why employees leave, urging companies to focus on keeping them engaged. Joanne and Sharitta explore the tangible costs of poor employee experience and high turnover, stressing the importance of making a compelling business case for human experience, especially in a capitalist-driven world. Sharitta Marshall, founder of Visionary Development Consulting, is dedicated to fighting for workplace equality and liberation for all. Her consultancy focuses on providing strategies for businesses to empower Employee Resource Groups (ERGs) and develop equity within organisations. Sharitta's advocacy reaches beyond the boardroom; she is committed to challenging systemic inequities, addressing the often overlooked individual impacts of DEI, and fighting against late stage capitalist resistance to equity. With her experience as a global ERG leader, Sharita brings a wealth of knowledge on aligning ERG initiatives with organisational goals to drive meaningful change. The conversation touches on the ongoing challenges and resistance faced in driving DEI efforts, with Sharita highlighting the influence of the impending US election and the broader political climate on DEI funding and initiatives. Joanne and Sharitta also delve into the concept of meritocracy, privilege, and the challenges of addressing systemic inequalities. They discuss the role of ERGs as strategic business units and the importance of executive sponsorship for ERGs, underlining the need for clear roles, responsibilities, and alignment with business objectives. The episode concludes with a powerful message on the interconnectedness of societal issues and the necessity of shifting towards understanding collective global impact. Joanne encourages listeners to subscribe to Inclusion Bites, share their journeys, and reach out with thoughts and stories for future episodes. A key takeaway from this episode is the pressing need for organisations to prioritise DEI initiatives and understand their cost implications, not just financially but also in terms of human experience. Listeners will gain valuable insights into effectively engaging employees, addressing systemic inequalities, and leveraging ERGs to drive business success and foster an inclusive workplace culture. This episode is a call to action for leaders to re-evaluate their DEI strategies, ensuring they are meaningful and impactful. Published: 19.09.2024 Recorded: 24.06.2024 Duration: 0:55:07 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #126: Equity in Action — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips, Quotes and Hooks Creating Equity Through Employee Resource Groups: “Well, I start from the the lens of them looking at the employee resource group as a strategic business unit. Not an Infinity Group, not a community group, not a club, or just a checkbox, but program of individuals that are underrepresented typically within the organization and setting them up to create equity throughout the organization.” — Sharita Marshall [00:09:58 → 00:10:24] **Equity vs. Capitalism**: “Equity is the antithesis of capitalism. And wherever equity thrives, capitalism dies a little bit.” — Sharita Marshall [00:12:34 → 00:12:38] Ensuring Equity in the Workplace: “You can impact your bottom line in a positive way, but you don’t have to continuously traumatize people to pay bills.” — Sharita Marshall [00:13:07 → 00:13:13] Strategic ERG Development: “It is not the ERG’s responsibility to handle all of the DEI objectives.” — Sharita Marshall [00:16:37 → 00:16:41] Empowering Middle Managers: “When I say leadership, I just don’t mean, like, c suite. I mean, middle managers. They need to understand that they’re directly tied to the ERG success because they need to make sure that leaders have the support and ability to get those objectives done.” — Sharita Marshall [00:17:14 → 00:17:28] “Diverse Leadership Development”: “They haven’t been able to be seen by directors in higher level management because they’re individual contributors, but now they’re doing presentations around the program goals to to date.” — Sharita Marshall [00:23:35 → 00:23:49] “Pushback Against DEI Initiatives”: “And the pushback around DEI, to be quite honest with you, is coming from white supremacists and Joanne black sentiment.” — Sharita Marshall [00:25:40 → 00:25:48] The Importance of Inclusive ERG Programs: “And if you have an ERG program and you see that you don’t have any executives, you don’t have any directors, you don’t have anybody that is in any of these ERGs, then maybe you need to look at that because they should represent the entire organization.” — Sharita Marshall [00:37:07 → 00:37:22] The Power of Storytelling in Organisations: “There is power in storytelling, and there’s power in having the ability to share your lived experience from your lived experience Jo that people can have an insight and maybe create empathy around that.” — Sharita Marshall [00:41:16 → 00:41:32] The Longevity of the Struggle: “I do believe we’re gonna be fighting this for years to come. I think it’s gonna get to the point where when late stage capitalism is no longer in the position to sustain itself, when it has completely worn out the the working class and it can’t continue to propagate and expand upon itself, that that’s when very widespread impactful change will happen.” — Sharita Marshall [00:50:20 → 00:50:48] Definition of Terms Used Employee Turnover Definition: Employee turnover refers to the rate at which employees leave an organisation and are replaced by new employees. Relevance: High employee turnover can be costly for organisations due to hiring and training expenses, and it often indicates deeper issues within the workplace environment. Examples: Firms frequently hiring new employees to replace those who resign, retire, or are fired. Related Terms: Attrition, Retention, Employee Engagement. Common Misconceptions: Many assume that employee turnover is solely due to poor employee performance, overlooking systemic issues such as lack of engagement or poor leadership. Late Stage Capitalism Definition: Late stage capitalism refers to the period in the capitalist economic cycle characterised by intense concentration of wealth and power among a small elite, often leading to societal and economic inequalities. Relevance: It highlights the resistance to equity initiatives due to the fear among wealthy capitalists of losing control and profit. Examples: Cases of excessive CEO compensation amidst low wages for entry-level employees, monopolistic business practices. Related Terms: Income Inequality, Neoliberalism, Wealth Gap. Common Misconceptions: Some may believe late stage capitalism is a recent development when, in fact, it is a phase that has been building over decades. Employee Resource Groups (ERGs) Definition: Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster a diverse and inclusive workplace aligned with the organisation’s mission, values, goals, and business practices. Relevance: ERGs play a crucial role in advocating for diverse voices within organisations and in driving DEI initiatives. Examples: Groups focused on gender equality, LGBTQ+ communities, racial and ethnic minorities, people with disabilities. Related Terms: Affinity Groups, Diversity Councils, Employee Networks. Common Misconceptions: ERGs are sometimes seen only as social groups rather than strategic business units that can significantly impact organisational success. Meritocracy Definition: Meritocracy is a system in which advancement within an organisation or society is based on individual ability and achievement rather than on social class or wealth. Relevance: The belief in meritocracy is often challenged in DEI discussions, as systemic inequities can hinder equal opportunities for success. Examples: Promotions based purely on performance metrics, academic admissions based on test scores alone. Related Terms: Egalitarianism, Equity, Opportunity Gap. Common Misconceptions: Meritocracy is often misunderstood as providing truly equal opportunities, while in practice, various forms of privilege can skew outcomes in favour of certain groups. Intersectionality Definition: Intersectionality is the study of overlapping or intersecting social identities and related systems of oppression, domination, or discrimination. Relevance: It acknowledges that people can face multiple, interconnected layers of discrimination and disadvantage, which must be considered in DEI efforts. Examples: A black woman may experience both racism and sexism, which intersect to create a unique set of challenges distinct from those faced by black men or white women. Related Terms: Cross-Discrimination, Multi-Faceted Oppression, Social Identity Theory. Common Misconceptions: Intersectionality is sometimes oversimplified, seen as a catch-all term for diversity rather than a complex analysis of interlinked social categories. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Sharitta Marshall Visionary Development Consulting The post Equity in Action appeared first on SEE Change Happen: The Inclusive Culture Experts .…
The Power of Self-Awareness and Accountability in Leadership Lina Jankauskeite explores the transformative power of reframing difficult situations, nurturing self-leadership, and embracing humility to foster genuine connection and drive systemic change in personal and professional realms. In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Lina Jankauskeite explore the power of reframing our perceptions of people's actions and difficult situations. Joanne and Lina delve into the significance of viewing others through a positive lens and discuss strategies for reframing negative experiences to lessen frustration. Through personal anecdotes and learned insights, Joanne and Lina highlight the necessity of taking personal responsibility for our decisions and turning mistakes into invaluable learning opportunities. Lina Jankauskeite is a psychologist, holistic life coach, and speaker who has journeyed from rural Lithuania to the diverse and bustling environment of the UK. At the age of 20, Lina moved to London, initially arriving for a break but eventually finding a sense of belonging and community, particularly through her work at the airport. Lina is dedicated to promoting self-awareness, resilience, and self-leadership. She focuses on empowering individuals to adopt proactive mindsets and avoid the victim mentality. Her engaging conversational style and thought-provoking insights make her an impactful guest on the podcast. Together, Joanne and Lina unpack the barriers such as defensiveness that undermine effective self-leadership. They discuss how humility, vulnerability, and the willingness to admit mistakes are crucial in leadership and personal growth. Highlighting experiences from business and personal interactions, Joanne credits her own entrepreneurial journey for reinforcing the importance of personal accountability and effective leadership. Lina emphasizes the systemic change that begins with individual actions and shares her evolution in consciously using empowering language to alter thought patterns and foster resilience. Joanne and Lina also address walking away from toxic situations and the importance of achieving closure. Lina reflects on her personal journey of recognising and changing disempowering language, framing it as a daily practice that requires self-awareness and consistent effort. Their discussion is not only enlightening but also equips listeners with practical strategies to cultivate a healthier, proactive mindset. A key takeaway from this episode is the importance of reframing our perceptions and taking personal responsibility for our actions and decisions. By practicing self-awareness, embracing humility, and consciously using empowering language, listeners can transform their interactions and foster a more inclusive and positive environment. This episode encourages reflection and offers actionable insights for anyone seeking to drive personal and systemic change. Don’t miss out on this transformative conversation! Published: 12.09.2024 Recorded: 20.05.2024 Duration: 1:06:59 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #126: Reframing Our World — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Hooks The Power of Reframing: “And if you reframe, for example just take that one second to reframe that exactly the same situation and just saying, I feel pissed off because of what you said or what she did.” — Lina Jankauskeite [00:23:47 → 00:23:59] Mindfulness on the Road: “The moment I reframe that situation, I couldn’t care less that it’s possibly not true. But it works for me, and I just use that. So this is this is what they’re doing, and this is why they’re going slow.” — Lina Jankauskeite [00:30:13 → 00:30:25] Tech Frustrations: “I remember I was visiting my mum a few months back, and she she fired up Zoom because she had to she wanted to remind herself how to put people in the breakout rooms, and she something didn’t work or something. And she was, oh, all of this is nonsense, and she sort of just stood up and went off in the straw.” — Lina Jankauskeite [00:30:38 → 00:31:44] Questioning Conformity: “They encourage and enforce conformity to the rules that I imposed on you, which kind of takes away to a degree and everything.” — Lina Jankauskeite [00:37:15 → 00:37:24] **The Importance of People in Systems**: “But even though sometimes it seems that systems take up a life on their own, I, at least, personally, still strongly believe that the systems are run by people.” — Lina Jankauskeite [00:42:59 → 00:43:10] The Impact of Competition on Self Image: “A lot more competition orientated than it is collaboration orientated when it comes down to it.” — Lina Jankauskeite [00:44:05 → 00:44:12] The Power of Vulnerability: “Vulnerability is what connects me to other people because that defending your corner, it’s a very lonely place to be, just defending your corner no matter what.” — Lina Jankauskeite [00:47:28 → 00:47:43] Overcoming Imposter Syndrome: “Why do you feel that you have to be the master of things? You know, you you only need to be a guide.” — Lina Jankauskeite [00:53:40 → 00:53:47] Toxic Relationships and Personal Growth: “You have to be open to stepping away because it just consumes your energy and really brings out the worst in you as well if you stay too long in those situations.” — Lina Jankauskeite [01:03:01 → 01:03:05] The Path to Self Leadership: “You have to be securing yourself sufficiently to not fall for that kind of provocation.” — Lina Jankauskeite [01:04:04 → 01:04:10] Definition of Terms Used Positive Lens Definition: Viewing people’s actions and situations through an optimistic and non-judgmental perspective, assuming good intentions rather than malice. Relevance: Helps reduce frustration and fosters a more inclusive and understanding environment by focusing on positive aspects rather than negative assumptions. Examples: Interpreting a delayed email response as a sign of the sender being busy rather than ignoring you, or seeing criticism as constructive feedback meant to help you improve. Related Terms: Positive Psychology, Optimism, Empathy, Cognitive Reframing Common Misconceptions: Some may think viewing through a positive lens means ignoring or excusing bad behaviour, but it actually involves constructive understanding and responding appropriately. Self-Awareness Definition: Conscious knowledge of one’s own character, feelings, motives, and desires, along with the ability to manage oneself and one’s relationships effectively. Relevance: Crucial for personal development, resilience, and effective leadership by enabling individuals to recognise their strengths, weaknesses, and the impact of their behaviour on others. Examples: Recognising your triggers in stressful situations and choosing to respond calmly instead of reacting impulsively. Related Terms: Emotional Intelligence, Mindfulness, Introspection, Self-Regulation Common Misconceptions: Some may believe self-awareness is being self-absorbed, but it actually entails a balanced and reflective understanding of oneself in relation to others. Victimhood Mentality Definition: A psychological state where a person perceives themselves as a victim of the negative actions of others, often coupled with a refusal to take personal responsibility for their circumstances. Relevance: Overcoming this mentality is essential for personal growth, resilience, and fostering a sense of control and empowerment in one’s life. Examples: Blaming colleagues for career setbacks without recognising one’s own role or areas for improvement in work performance. Related Terms: Learned Helplessness, Self-Sabotage, External Locus of Control, Empowerment Common Misconceptions: It’s often thought that recognising someone’s victimhood mentality means invalidating their experienced hardships, but it actually involves encouraging them to reclaim agency and responsibility. Empowering Language Definition: A way of speaking and thinking that promotes a sense of control, capability, and positive action instead of passivity and helplessness. Relevance: Changing disempowering language patterns can rewire the brain, fostering positive thought processes and enhancing one’s ability to face challenges effectively. Examples: Replacing “I can’t handle this” with “I will find a way to manage this situation.” Related Terms: Positive Affirmations, Cognitive Behavioural Therapy (CBT), Positive Self-Talk, Neuroplasticity Common Misconceptions: Some may think empowering language is about being overly positive or unrealistic, but it’s about fostering constructive and proactive mindsets. Humility in Leadership Definition: The quality of being humble and acknowledging one’s limitations and mistakes, while valuing the contributions and strengths of others. Relevance: Promotes a supportive and collaborative work environment, encourages team development, and enhances trust and open communication. Examples: Admitting when you don’t know something and seeking advice or help from team members. Related Terms: Servant Leadership, Vulnerability, Authentic Leadership, Collaborative Leadership Common Misconceptions: Humility is sometimes seen as a lack of confidence or weakness, but in reality, it involves strength and self-awareness in accepting and growing from one’s limitations. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Lina Jankauskaite Redefine and Rewire The post Reframing Our World appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Understanding Ourselves, Enhancing Our World Manoj Krishna explores the profound connection between self-understanding and societal peace, emphasising how deep introspection can lead to harmonious interactions and diminish global conflicts. In this insightful episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Manoj Krishna to discuss the profound connection between self-awareness and societal peace. Manoj, a former spine surgeon turned wisdom educator, explores how personal enlightenment can lead to broader societal transformation. The conversation revolves around the themes of inner peace, the quest for happiness, and the transformative potential of truly understanding ourselves and others. Joanne and Manoj delve into the pitfalls of modern education systems that curb natural curiosity and discuss the societal obsession with material accumulation as a false path to happiness. Manoj Krishna is the founder of the Human Wisdom Project and the creator of the HappierME app. With his medical background and extensive training, he pivoted from medicine to focus on fostering a better future for humanity through promoting inner peace and self-understanding. His work, particularly in schools, is dedicated to drawing out children's innate intelligence rather than imposing information, aiming to cultivate a generation that prioritizes wisdom and emotional intelligence. Through his initiatives, Manoj endeavors to help individuals unlock their inner potential, enabling them to make better decisions and contribute positively to a peaceful world. The episode is rich with thought-provoking anecdotes and practical advice, highlighting how shifting our focus from external achievements to internal growth can mitigate widespread issues like stress and loneliness. They discuss the necessity of exposure to diverse perspectives and the critical role of education in cultivating a deep understanding of the human mind. Joanne and Manoj emphasize the importance of embracing change and personal growth as pathways to reducing global suffering and enhancing relationships. The conversation underlines the urgency of reevaluating our priorities and values to address the root causes of personal and societal discord. A key takeaway for listeners is the empowerment that comes with self-awareness and the impact this can have not only on personal contentment but also on achieving a harmonious society. This episode is a compelling call to cultivate a deeper understanding of ourselves to foster a world characterised by peace and understanding. Published: 05.09.2024 Recorded: 14.05.2024 Duration: 0:56:04 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #125: Inner Peace, Outer Progress Other Links SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk Inclusion Bites Podcast on YouTube Clips and Hooks Empowering Individual Action: “And you think, who am I? And then you realize you have the ultimate power because you’re an ordinary human being.” — Manoj Krishna [00:03:17 → 00:03:24] Rethinking Educational Approaches: “But the root word of education, adusory, is to draw out. You see? And what we really need to do in education is draw out their innate intelligence or wisdom, whatever word you want to call it.” — Manoj Krishna [00:04:31 → 00:04:45] Harnessing Childhood Wisdom: “If we can bottle up their wisdom and share it with the world, we really could not only help each child flourish, but change the future of humanity.” — Manoj Krishna [00:05:15 → 00:05:26] Understanding Self-Awareness: “And all it does is ask you questions and helps you unlock your own inner intelligence. So I said recently it’s like walking into a room and putting the light on, except the light goes on in your own mind.” — Manoj Krishna [00:06:10 → 00:06:25] Transformative Change in Mental Health: “And the change happens effortlessly, You see, without conflict, without any kind of resistance, it just flows. Your relationships become happier, you become happier.” — Manoj Krishna [00:09:30 → 00:09:43] Understanding Happiness: “After all, happiness is peace, you see. If you ask anybody, what do you want from your life? They say I wanna be happy. And happiness is really at the core of it is living with peace.” — Manoj Krishna [00:21:00 → 00:21:11] Exploring Inner Peace: “So I’m constantly chasing something on the outside to make me feel good on the inside. But if we pause and ask, why don’t I feel good on the inside? What’s going on? Because if I could answer that question and find the peace within me, right, then I don’t need to chase all this stuff on the outside.” — Manoj Krishna [00:24:24 → 00:24:46] Chasing Happiness: “I feel bored, empty, and restless.” — Manoj Krishna [00:25:45 → 00:25:51] Child’s Insight on Consumerism: “if we could find an answer to our inner boredom, then we wouldn’t need to consume so much. We wouldn’t need to buy so much. Right? Because that’s what’s pushing us to buy all this stuff.” — Manoj Krishna [00:26:52 → 00:27:03] Personal Growth and Freedom: “And as soon as you wake up and realize that, then you begin your own journey of learning and you’re free.” — Manoj Krishna [00:32:52 → 00:32:59] Definition of Terms Used Inner Emptiness Definition: Inner emptiness refers to a lack of contentment within oneself, often associated with feelings of incompleteness, loneliness, and a craving for external validation or material possessions to fill the gap. Relevance: Understanding and addressing inner emptiness is crucial in achieving personal happiness and mental well-being. It helps an individual to focus on internal development and genuine satisfaction rather than seeking fulfillment from external sources. Examples: Searching for new purchases, relationships, or achievements in hopes of feeling complete and satisfied. Related Terms: Emotional Intelligence, Self-fulfillment, Mental Health Common Misconceptions: Often, people mistake inner emptiness for clinical depression or simple unhappiness, but while related, it specifically involves a deep-seated feeling of lacking meaningful personal fulfillment. Cognitive Dissonance Definition: Cognitive dissonance is the mental discomfort experienced by a person who holds two or more contradictory beliefs, ideas, or values at the same time, or is confronted by new information that conflicts with existing beliefs, ideas, or values. Relevance: Recognising cognitive dissonance is essential in understanding human behaviour, particularly in adapting or resisting changes in perspective or lifestyle that promote inclusivity and acceptance. Examples: Believing in equal rights but unconsciously acting in prejudiced ways; promoting sustainability while frequently flying for leisure. Related Terms: Confirmation Bias, Behavioral Psychology, Self-Awareness Common Misconceptions: Cognitive dissonance is often mistakenly thought to only cause negative effects, but it can also be a motivator for changing beliefs or behaviours that don’t serve the individual or society well. Scarcity Mindset Definition: A scarcity mindset is the belief that there is never enough of something, such as resources, opportunities, or time, leading to feelings of insecurity and competitive behaviors. Relevance: Understanding a scarcity mindset helps address behaviours like hoarding or aggressive competitiveness, cultivating a more inclusive and empathetic approach to resource distribution and social interaction. Examples: Hoarding goods during a crisis, reluctance to share knowledge or opportunities at work fearing others might outperform or replace them. Related Terms: Abundance Mentality, Zero-sum Thinking Common Misconceptions: Some assume that having a scarcity mindset is simply being prudent or realistic about resource management, not realizing it often leads to unnecessary stress and limited personal or professional growth. Codependency Definition: Codependency is an emotional and behavioural condition that affects an individual’s ability to have a healthy, mutually satisfying relationship. It is often characterized by reliance on others for approval and a sense of identity. Relevance: Exploring the concept of codependency is pivotal in understanding relationship dynamics, particularly in addressing behaviours that may undermine personal autonomy and emotional health. Examples: Relying on a partner to make decisions about personal life, feeling devastated by criticism from friends or family. Related Terms: Emotional Dependency, Relationship Dynamics, Self-esteem Issues Common Misconceptions: Codependency is frequently misunderstood as merely being caring or loving, whereas it generally involves more self-sacrificing and enabling dysfunctional behaviours. Human Wisdom Definition: Human wisdom refers to the deep understanding and insight gained through personal experiences, reflection, and learning, which guide sound judgement and thoughtful actions. Relevance: Promoting human wisdom is imperative in fostering better personal choices, improving relationships, and contributing to societal well-being, aligning with the goals of inclusive and conscious living. Examples: Applying lessons from past mistakes to prevent future errors, using emotional intelligence to resolve conflicts. Related Terms: Emotional Intelligence, Self-Awareness, Philosophical Insight Common Misconceptions: Human wisdom is sometimes seen as inherent and unchangeable, whereas it often develops and evolves through continuous learning and interaction with the world. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Manoj Krishna HappierMe The post Inner Peace, Outer Progress appeared first on SEE Change Happen: The Inclusive Culture Experts .…
The Life-Saving Power of Inclusive Healthcare Practices Ellen Edenbrow explores the critical importance of inclusive healthcare, emphasizing how I&D initiatives enhance patient outcomes and foster a culture of belonging across diverse communities. In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Ellen Edenbrow to discuss the essential topic of inclusive healthcare for all. Joanne sets the stage by addressing the sensationalism and negativity in the media that significantly impacts the mental health of the transgender community. Ellen and Joanne dive into the complexities faced by trans and non-binary individuals in healthcare settings, addressing both systemic issues and everyday experiences. Ellen Edenbrow, along with their wife, offers tailored inclusion and diversity training for the health and social care sectors. Having been involved in the inclusion and diversity field for approximately nine years, Ellen recently launched Inclusive Health to focus on improving patient access and inclusivity within healthcare. Their work spans various sectors and their distinct experiences as a non-binary individual provide vital insights into the challenges and breakthroughs in establishing an inclusive healthcare environment. The conversation highlights the fears and misconceptions surrounding trans people in shared spaces and the daily hurdles trans individuals face. Ellen discusses their personal journey, including the necessity of private hospital rooms and navigating identity-related challenges in healthcare. The podcast explores meaningful topics such as intersectional policies, the NHS rainbow badge project, and the broader societal benefits of inclusive healthcare practices. Joanne and Ellen also delve into the importance of allyship and advocacy, stressing the need for organisations to engage with trans and non-binary individuals actively. Joanne and Ellen share personal anecdotes that shed light on systemic healthcare issues and stress the importance of respecting individual choices concerning transitioning. Despite ongoing challenges, both express optimism over efforts by healthcare trusts and charities striving for LGBTQ+ inclusivity. Joanne closes the episode by encouraging listeners to support inclusion efforts and to share their stories. A key takeaway from this episode is the powerful call for empathetic and respectful healthcare practices tailored to trans and non-binary individuals. Listeners will gain insights into the importance of fostering understanding and embracing diversity to improve healthcare outcomes and promote societal acceptance. This episode champions the idea that inclusive healthcare isn’t just beneficial for minority groups but enhances the wellbeing of society as a whole. Published: 29.08.2024 Recorded: 13.05.2024 Duration: 1:03:43 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #124: Inclusive Healthcare for All Other Links SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk Inclusion Bites Podcast on YouTube Clips and Hooks Navigating Healthcare and Entrepreneurship: “I think my dad was trying to get me to be self employed since I was about 18. And I thought, finally, I’ll give it a stab.” — Ellen Edenbrow [00:03:43 → 00:03:50] Economic Challenges for the Self-Employed: “The work is a bit different. You know, a lot of LGBTQ+ people, usually June saves them financially because of pride and people are worried and people aren’t getting the the call outs that they thought they were gonna get.” — Ellen Edenbrow [00:11:49 → 00:11:59] Exploring LGBTQ+ Travel Concerns: “So when we book a holiday, it’s not just where’s the weather, where is it nice. It’s where will we be okay as tourists? Secondly, where would it be okay if we were born there?” — Ellen Edenbrow [00:17:01 → 00:17:11] Navigating Healthcare as a Trans Individual: “I chose specifically to go to, an LGBTQ plus, kind of sexual health partnership in Leeds as a charity that works with the sexual health clinic and they do a specific trans and non binary opening session. So you feel acknowledged straight away and the only, you know, questions will be asked in a considered way.” — Ellen Edenbrow [00:21:38 → 00:21:56] Inclusive Health Advocacy: “I promise you there’s more people in health care that are trying to advocate this stuff than you are being told to believe.” — Ellen Edenbrow [00:24:22 → 00:24:28] Exploring Identity During Isolation: “It was only when I wasn’t out there in the world constantly, possibly hiding who I was, that I could start being who I was because of our without fear or worry of other people.” — Ellen Edenbrow [00:34:06 → 00:34:17] Gender Identity and Early Awareness: “I very much knew who I was before I was taught or learned anything.” — Ellen Edenbrow [00:39:16 → 00:40:17] Confronting Gender Identity in Healthcare: “So I had top surgery, had my, my breast removed, and I went private because the NHS, it would take many, many years, and my mental health couldn’t cope with that.” — Ellen Edenbrow [00:42:12 → 00:42:22] Understanding Personal Transformations: “I wish I could have ordered this for you because it makes so much sense, you know?” — Ellen Edenbrow [00:49:24 → 00:49:28] Holistic Support in Charitable Organizations: “I’m doing a session soon and supporting people that give group and support to young people that are in families and communities with drug and alcohol abuse and supporting their LGBTQ plus service users.” — Ellen Edenbrow [01:02:18 → 01:02:31] Definition of Terms Used Gender Affirming Procedures Definition: Medical treatments and procedures that are part of the transition process for transgender individuals to align their physical appearance more closely with their gender identity. Relevance: These procedures are crucial for the well-being and mental health of transgender individuals, helping to alleviate gender dysphoria and improve quality of life. Examples: Hormone replacement therapy, chest or breast surgeries, facial feminisation surgery, and voice modification surgeries. Related Terms: Transitioning, Gender Dysphoria, Transgender Healthcare Common Misconceptions: A prevalent misconception is that these procedures are cosmetic or elective in nature, whereas they are often medically necessary and life-saving treatments for those experiencing gender dysphoria. Inclusive Health Policies Definition: Strategies and regulations designed to ensure that healthcare services are accessible, equitable, and respectful to everyone, regardless of their gender, race, sexuality, or other characteristics. Relevance: Such policies are essential to combat systemic biases in healthcare that can lead to disparities in the health outcomes of marginalized communities. Examples: Implementing training for medical staff on LGBTQ+ health issues, designing facilities that respect privacy and accommodate diverse needs, and policies ensuring non-discrimination based on gender identity or sexual orientation. Related Terms: Healthcare Equity, Cultural Competence, Non-Discrimination Policies Common Misconceptions: It’s often mistakenly believed that inclusive health policies benefit only minority groups; however, they improve the healthcare system for all users by promoting a more understanding and responsive healthcare environment. I&D Initiatives Definition: Inclusion and Diversity initiatives within the healthcare sector aimed at enhancing the cultural competency of healthcare providers and addressing disparities in health outcomes. Relevance: These initiatives are vital for creating equitable healthcare environments that recognise and are responsive to the diverse needs of all patients. Examples: Specific outreach programs for minority communities, training modules for healthcare workers on issues facing disabled patients, or the LGBTQ+ community, and policies aimed at reducing health disparities. Related Terms: Health Equity, Diversity Training, Inclusive Practice Common Misconceptions: There is a misconception that I&D initiatives are merely symbolic gestures. In truth, they are backed by research showing that they can save lives by enabling more personalized and effective care. Unlearning Assumptions Definition: The process of identifying, challenging, and discarding preconceived notions and biases that can cloud judgment and hinder inclusive thinking. Relevance: Essential for personal growth and the promotion of inclusivity, particularly in diverse environments like healthcare, where assumptions can lead to misunderstandings and inadequate care. Examples: Reevaluating beliefs about gender roles, sexual orientation, and racial stereotypes through education, exposure to diverse groups, and reflective practices. Related Terms: Bias Training, Cultural Competency, Reflective Practice Common Misconceptions: Many believe that unlearning is a straightforward and quick process, whereas it often requires ongoing effort and exposure to diverse perspectives and environments. Fear Mongering Definition: The action of deliberately arousing public fear or alarm about a particular issue, often exaggerated or false, to achieve a certain goal. Relevance: In healthcare, fear mongering can create significant barriers to inclusivity by spreading misinformation that can influence public and professional attitudes negatively toward certain groups. Examples: Sensationalized media stories about the risks posed by transgender individuals in gender-specific spaces such as bathrooms, or misleading information about the medical risks of gender-affirming procedures. Related Terms: Misinformation, Stigma, Social Panic Common Misconceptions: A common misconception is that fear mongering is always blatant; however, it can often be subtle and insidious, gradually shaping societal attitudes without overt detection. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Ellen Edenbrow Inclusive Health The post Inclusive Healthcare for All appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Understanding and Overcoming Cultural Barriers in the Workplace Ritika Wadhwa explores the critical role of cultural intelligence in harnessing diversity, addressing the complexities of identity, and driving impactful change through informed and empathetic leadership. In this thought-provoking episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Ritika Wadhwa to explore the profound concept of Cultural Intelligence (CQ) and its pivotal role in harnessing diversity. Ritika, an expert in global diversity strategies, sheds light on the importance of CQ in business and personal interactions, highlighting key strategies for understanding and navigating variegated cultural landscapes. They delve into how CQ can aid not just in business survival but in thriving by advancing understanding and collaboration across diverse groups. Ritika Wadhwa, originally from India, is the CEO and founder of Prabhaav Global, working with multinational organisations in places like Dubai, Hong Kong, and Singapore to improve their cultural intelligence and strategic expansion. Her compelling journey as an ethnic minority, immigrant, and female founder shapes her profound insights into the essence of inclusivity and the powerful impact of cultural competence in leadership and business dynamics. With her extensive experience, Ritika imparts critical understanding and actionable knowledge that drives major organisations toward effective inclusivity and diversity management. Throughout the episode, Joanne and Ritika discuss practical ways in which leaders can cultivate cultural intelligence to foster an inclusive environment that respects and values individual differences. They touch upon the fundamental capabilities of CQ, including motivation (CQ drive), understanding (CQ knowledge), strategy (CQ strategy), and action (CQ action), emphasizing their role in transforming intentions into impactful inclusivity actions. The dialogue also explores the historical underpinnings of cultural conflicts and the modern-day implications of those dynamics in corporate and social settings. Their conversation provides invaluable insights into why understanding and embracing cultural diversity is crucial not just for business leaders but for anyone looking to make a meaningful difference in a globalized world. By the end of the episode, listeners are equipped with the necessary tools to start implementing cultural intelligence in their daily lives and professional endeavors. A key takeaway of this episode is the transformative power of cultural intelligence in driving innovation and inclusivity within global contexts, making it an indispensable skill in today's interconnected world. Listeners are encouraged to harness the depth of cultural insights shared in this discussion to enhance their interpersonal relationships and professional interactions. Subscribe to Inclusion Bites to continue exploring how diversity and inclusion shape our world. Published: 22.08.2024 Recorded: 29.04.2024 Duration: 1:01:35 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #123: Cultural Intelligence for Harnessing Diversity — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Clips and Quotes Transforming Intent into Impact: “And what I was most interested in is to hold people, leaders more specifically, accountable from moving from intent to impact.” — Ritika Wadhwa [00:04:22 → 00:04:31] Understanding Cultural Intelligence: “People fear each other because they don’t know each other, and this fear sits at that if we can level up and increase the knowledge about the communities, the groups, those parts of society that we’re not familiar with, that we don’t know much about.” — Ritika Wadhwa [00:08:31 → 00:10:14] Navigating Cultural Intelligence: “One of the biggest backlash I get is whenever I talk about religion. It is it it divides more than any other facet of humanity.” — Ritika Wadhwa [00:11:50 → 00:11:56] Leadership in the Digital Age: “There’s innumerable resources out there. There is no excuse for a leader now to say I don’t know about this because we’ve got the Internet.” — Ritika Wadhwa [00:19:25 → 00:19:33] Cultural Assimilation and Gratitude: “It was so ingrained in us that everything white is so good that just to be part, just to get a job and work with white people, I felt grateful.” — Ritika Wadhwa [00:25:04 → 00:25:14] Colonial Legacy and Economic Shifts: “Because India, economically, is doing better than the UK right now.” — Ritika Wadhwa [00:29:53 → 00:30:00] Cultural Training Controversies: “And he was sent to Malaysia with the specific purpose of training Malaysian women to become more assertive. I mean, where do you start from that? Right? It’s just what does assertiveness mean? In what context? How is it expressed? And why is why is it that if it’s expressed differently, that’s not okay and that they you need training.” — Ritika Wadhwa [00:42:19 → 00:42:39] Cultural Perception in Global Interactions: “What I’m thinking, everything that is the dominant way of doing things isn’t necessarily the only way of doing thing.” — Ritika Wadhwa [00:42:54 → 00:43:01] Legacy of Partition: “So literally, one person took the map of that was all of India and drew a line across it going through farms and railway tracks and people’s properties and all of that and go, this is Pakistan, this is India.” — Ritika Wadhwa [00:48:37 → 00:48:51] Activism and Personal Experience: “It’s interesting though because, you know, again, if you’re if you’re completely privileged and you haven’t ever felt what it’s like to be marginalized, discriminated, bullied, harassed, hurt, or that people you love have been hurt because of just who they are, then it’s so hard to to stay curious or want to do something about it.” — Ritika Wadhwa [00:55:05 → 00:55:26] Definition of Terms Used Cultural Intelligence (CQ) Definition: Cultural Intelligence is the capability to relate and work effectively in culturally diverse situations. It encompasses understanding one’s own cultural identity and the cultural identities of others to navigate interactions effectively. Relevance: As businesses and societies become more globalised, being culturally intelligent is crucial for fostering collaboration, avoiding misunderstandings, and enhancing communication within diverse environments. Examples: Adapting business strategies to suit different cultural norms, customizing communication styles when interacting with international clients, and implementing diverse and inclusive workplace policies. Related Terms: Cultural competence, global mindset, intercultural awareness, cross-cultural communication. Common Misconceptions: Cultural intelligence is often assumed to be a natural skill among people who travel widely; however, it requires deliberate learning, exposure, and education about different cultures beyond personal tourism experiences. Dehumanisation Definition: Dehumanisation is the act of denying the humanity of others, often by viewing or treating them as if they are less than human or lacking in human qualities. Relevance: Recognising and addressing dehumanisation is essential in promoting human rights and fostering inclusive societies, especially in preventing conflicts and promoting reconciliation in the post-conflict societies. Examples: Using derogatory language or slurs that degrade a particular group, implementing policies that limit certain groups’ access to healthcare, education, and other necessities. Related Terms: Racism, sexism, discrimination, xenophobia. Common Misconceptions: Some believe that dehumanisation only occurs in extreme cases, such as during wars or in genocides; however, it can also be subtle and institutionalized in daily interactions and social structures. Educating Leaders Definition: Educating leaders involves equipping those in positions of power with the knowledge, skills, and sensitivities to foster inclusivity and effectively manage diverse teams in an equitable manner. Relevance: As workplaces and societies become increasingly diverse, having educated leaders ensures better decision-making that respects and values all group contributions, ultimately leading to improved organizational outcomes. Examples: Diversity and inclusion training sessions for executives, workshops on unconscious bias and its impacts on decision-making, leadership retreats focused on building empathy and understanding across different cultures. Related Terms: Leadership development, diversity training, inclusive management practices. Common Misconceptions: There’s often a belief that leadership skills are innate and cannot be taught, which undermines the importance of continuous learning and adaptation in leadership roles. Colonial Influence Definition: Colonial influence refers to the impact, both historically and presently, that colonial rule has had on the social, economic, and political fabric of colonized nations. Relevance: Understanding the effects of colonial influence helps in addressing and overcoming various contemporary issues related to identity, economic disparity, and systemic inequality in post-colonial societies. Examples: The influence of the English language in India, economic policies favouring certain groups over others, the drawing of arbitrary national boundaries in Africa and Asia. Related Terms: Post-colonialism, imperialism, historical trauma. Common Misconceptions: It is commonly misunderstood that the effects of colonialism are a thing of the past; however, many social and economic structures are still influenced by those historical interactions. Assertiveness in Cultural Context Definition: Assertiveness in cultural context refers to how the expression or perception of assertiveness is influenced by cultural norms and values. It looks at how different cultures interpret and value assertive behaviour. Relevance: Understanding this concept is pivotal in international business and multicultural environments where interaction norms vary widely, and what is considered assertive in one culture may be seen as aggressive or rude in another. Examples: In some Western cultures, speaking directly and forthrightly is valued as assertive, while in many Eastern cultures, such directness may be frowned upon in favour of a more indirect and harmonious approach. Related Terms: Communication styles, intercultural communication, cultural norms. Common Misconceptions: It is often mistakenly believed that being assertive is universally understood and appreciated, ignoring the significant variations in how assertiveness is expressed and received across different cultural landscapes. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Ritika Wadwha Prabhaav Global The post Cultural Intelligence for Harnessing Diversity appeared first on SEE Change Happen: The Inclusive Culture Experts .…
Serving with Pride and the Battle Against LGBTQ+ Discrimination in the Military Emma Riley explores her poignant journey from silence to advocacy, highlighting the profound challenges and triumphs of championing LGBTQ+ rights and visibility within the military and beyond. In this compelling episode of The Inclusion Bites Podcast, Joanne Lockwood speaks with Emma Riley about the stark realities and profound challenges of LGBTQ+ rights within the military. Emma shares her harrowing journey from being ousted from the Royal Navy due to her sexuality to becoming a pivotal activist for change. They discuss the invasive and demeaning treatments she endured, the subsequent legal battles, and her victory at the European Court of Human Rights, which ultimately led to a transformative shift in military policies. Joanne adds depth to the conversation with her perspectives on the broader implications of such discrimination. Emma, now a programme governance and operation manager and an active advocate for LGBTQ+ rights, recounts her story with remarkable resilience. Her activism is not limited to her legal victories; she is also deeply involved with Diversity Role Models, a charity aimed at eradicating LGBT bullying in educational settings. By sharing her experiences, Emma aims to inspire others to advocate for equity and to support those who feel marginalized in various spheres of life, especially in armed forces and corporate environments. The dialogue also touches on the significance of Pride events as both a celebration and a protest, mirroring Emma's dual role as a celebrant of diversity and a challenger of injustices. Her story sheds light on not only the struggles but also the triumphs that can be achieved through persistence and courage. Listeners are taken through a journey of emotional lows and highs, as Emma details her transformation from a silenced servicewoman to a vocal advocate. Joanne's insights offer further understanding of how these experiences relate to broader societal changes. The episode wraps up by reaffirming the importance of fighting for what is right and encouraging societal shifts towards acceptance and justice. This narrative not only offers solace to those with similar experiences but also serves as a call to action for allies to support necessary changes in legislation, military practices, and social norms. An urgent reminder that individual stories can catalyse collective progress, this episode is a must-listen for anyone committed to fostering a more inclusive world. Published: 15.08.2024 Recorded: 29.04.2024 Duration: 0:56:23 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #122: From Silence to Advocacy Other Links SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk Inclusion Bites Podcast on YouTube Clips and Quotes Breaking Gender Barriers in the Navy: “And that was the first ever mixed sex class that went through HMS Mercury.” — Emma Riley [00:06:06 → 00:06:11] Unrelenting Interrogation: “I mean, I can’t remember the questions they asked, but it was just continuous pressure to admit that you were gay.” — Emma Riley [00:14:32 → 00:14:39] Search Procedures and Privacy: “well, if you mean dildos or vibrators, no, but please do search the rest of the block. I’m sure you’ll find some.” — Emma Riley [00:15:49 → 00:15:54] Exploring Forgiveness and Injustice: “Well, the only reason you can be blackmailed was because you’ve got a ruling place. You’re not supposed to be gay.” — Emma Riley [00:19:29 → 00:19:34] Resilience in Leadership: “people like me make great executives, because they’ve gone through so much, they’ve overcome so much, they don’t get phased by the small stuff.” — Emma Riley [00:31:02 → 00:31:13] Military Equality Triumph: “it is a violation of the article 8, I think it was, in which everybody has a right to a private life. And effectively they stated that the ban on homosexuals serving in the military was illegal.” — Emma Riley [00:36:49 → 00:37:02] Overcoming Personal Challenges Through Vulnerability: “And, honestly, the only reason that I can really speak with you now is because I met the person who’s now my wife, and I was able to start relaxing into being vulnerable with somebody for probably the first time in my life. I completely credit her with with bringing me alive, basically, in in in front of in front of everything.” — Emma Riley [00:40:55 → 00:41:16] The Power of Sharing Personal Stories: “The next thing that happened is that my stepdaughter asked me to give a presentation to her school. So I got asked by the school, a secondary school, to go in and do an assembly, and it was the whole school. And so for the first time in my life, I put a PowerPoint presentation together. I got some photographs together.” — Emma Riley [00:43:02 → 00:43:21] Impact of Inspirational Speeches: “You see, you just don’t know who you’re affecting.” — Emma Riley [00:44:30 → 00:44:32] Veterans Seeking Justice: “the more I can speak publicly about this, the more I can try and reach other veterans who maybe haven’t heard about the reparations, who haven’t had the opportunity to connect with other veterans because it to be able to tell your story to somebody who really understands is a very powerful thing.” — Emma Riley [00:51:18 → 00:51:37] Definition of Terms Used Authentic Self Definition: The ‘authentic self’ refers to an individual’s true, uninhibited personality, values, and beliefs, free from societal influences or pressures to conform. Relevance: Encouraging individuals to embrace and express their authentic selves at the workplace or in social settings promotes mental well-being and creates an inclusive environment where diverse perspectives are valued. Examples: Sharing personal stories or backgrounds that shape one’s identity, openly discussing one’s beliefs and values, or showcasing unique aspects of one’s cultural heritage at work. Related Terms: Self-identity, Integrity, Personal Authenticity Common Misconceptions: It’s often believed that professionalism requires leaving personal characteristics at the door; however, embracing an authentic self can enhance job satisfaction and interpersonal relations. Restitution Definition: Restitution involves restoring or compensating someone for loss, damage, or suffering they have experienced, often through legal or financial means. Relevance: In contexts like Emma’s, restitution is crucial for acknowledging past wrongs, particularly institutional discrimination, and providing survivors with a form of justice that acknowledges their experiences. Examples: Financial compensations for unlawful dismissals, official apologies, or reinstatement of positions or benefits wrongfully denied. Related Terms: Reparation, Compensation, Justice, Redress Common Misconceptions: Restitution is frequently seen only as monetary; however, it can also include other forms of correction like public apologies or systemic changes. LGBT Bullying Definition: LGBT bullying refers to harassment or intimidation directed towards individuals based on their sexual orientation or gender identity. Relevance: Addressing and mitigating LGBT bullying is essential for fostering safe environments in schools, workplaces, and communities, thus allowing everyone the freedom to be their authentic selves without fear. Examples: Name-calling, derogatory jokes, physical assaults, or exclusion from social or professional groups specifically because of someone’s LGBT status. Related Terms: Homophobia, Transphobia, Discrimination, Harassment Common Misconceptions: Some believe that LGBT bullying is just a form of teasing and a rite of passage, but it can lead to serious emotional and psychological consequences. Euro-centric View Definition: Euro-centricity refers to a worldview that emphasizes Western norms and values at the expense of other cultures, which can lead to a misunderstanding or devaluation of non-Western perspectives, traditions, and contributions. Relevance: Recognizing and challenging Euro-centric views is crucial in creating a diverse and inclusive atmosphere, where the rich tapestry of global cultures is acknowledged and respected. Examples: Over-representation of European history in education systems, undervaluing non-Western solutions in business practices, or biased media representation. Related Terms: Cultural Imperialism, Ethnocentrism, Global Diversity Common Misconceptions: Often, Euro-centrism is misinterpreted as merely appreciating European culture, rather than recognizing it involves the marginalization of other cultures. Safe Spaces Definition: Safe spaces are environments in which individuals feel they are protected from discrimination, criticism, harassment, and any other emotional or physical harm. Relevance: Creating safe spaces, especially for marginalized and vulnerable groups, is crucial in promoting genuine expression and facilitating impactful discussions without fear of retaliation or judgment. Examples: Support groups, inclusive workplaces, specific chat rooms or forums where individuals can express themselves freely. Related Terms: Inclusive Environment, Psychological Safety, Accessibility Common Misconceptions: The concept of safe spaces is sometimes criticzed as coddling or shielding individuals from real-world challenges, when actually, they are about respecting and understanding different boundaries and experiences. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Emma Riley Global Privacy Office of RX The post From Silence to Advocacy appeared first on SEE Change Happen: The Inclusive Culture Experts .…
The Convergence of Queer Identities and Neurodiversity Helen Davies explores the intricate intersections of neurodiversity and queer identities, shedding light on the nuances of self-expression and the vital role of inclusive environments in fostering a sense of belonging and authenticity. In this thought-provoking episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Helen Davies to explore the intersection of neurodiversity and queer identities. They delve into the complexities encountered by individuals who navigate these twin spectra, emphasizing safe spaces, acceptance, and institutional challenges. Helen highlights the significant overlap between neurodivergent and queer communities, advocating for increased understanding and support. Joanne shares insights into the challenges faced in professional and social environments when identities intersect, fostering a conversation around inclusion and equity. Helen is an experienced nurse who has dedicated her career to supporting neurodivergent adults, drawing on her 36 years in emergency care to inform her approach. Her professional journey is coloured by her personal experiences as a gender fluid and neurodivergent individual, facing and overcoming challenges related to both identity and neurodiversity. Founder of Practical Wisdom, Helen's organisation provides invaluable support and advocacy, aiming to foster environments where neurodivergent individuals can thrive. In this episode, she shares both her professional insights and personal journey, providing a unique perspective on the challenges and triumphs of living outside societal norms. The discussion touches on the nuances of gender identity in professional spaces, the evolution of public understanding towards queer and neurodivergent identities, and the importance of symbols like pronouns and sunflower lanyards. Helen and Joanne emphasise the necessity of creating inclusive environments that not only recognise but celebrate differences. They also discuss the generational shifts in perceptions and language, reflecting a growing acceptance among younger populations. This episode concludes with a powerful message about the importance of community, visibility, and advocacy for neurodivergent and queer individuals. It's a compelling call to action for listeners to engage actively in discussions about inclusion and equality in all spheres of life. A key takeaway from this episode is the vital need for society to embrace and support the complexity of individual identities, promoting a culture where every person feels valued and understood. This dialogue is crucial for anyone looking to deepen their understanding of neurodiversity and queer identities, providing rich insights and practical wisdom that challenge listeners to think inclusively and act compassionately. Published: 08.08.2024 Recorded: 26.04.2024 Duration: 0:59:27 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #121: Embracing Neurodiversity and Queer Identities Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Quotes, Hooks and Timestamps Exploring Intersectionality: “I’ve noticed that there’s a very, very high prevalence of neurodiversity within our queer communities.” — Helen Davies [00:02:20 → 00:02:26] Debating Gender Identity Services: “I think the trouble is is the a lot of the model in some in the gender services, there are more model, which is about you have to prove that you’re trans enough, that you want it enough, and you have to live a certain way for a certain amount of time, which isn’t about choice. That’s about proving you tick enough boxes to warrant that proceed those procedures.” — Helen Davies [00:05:51 → 00:06:12] Healthcare Inclusion Challenges: “Yeah. And I think that’s the hardest thing psychologically is we it felt like we were getting somewhere, you know, genuinely did. And then you’re like, suddenly like the whole rug’s been like whipped away.” — Helen Davies [00:06:58 → 00:07:10] Improving Healthcare for Transgender Community: “So and but there is there are places doing awareness training, trying to support people, putting in locally commissioned services for GPs, for annual health checks, doing different, like better initiatives to try and reassure the community that there are places where they can go and actually feel like they can get the care that they deserve.” — Helen Davies [00:07:53 → 00:08:16] Understanding Neurodiversity in the Workplace: “And interestingly, I came out as being queer, you know, over the decades a lot quicker than I came out as being neurodivergent, because it genuinely felt career limiting for a very long time.” — Helen Davies [00:11:33 → 00:11:45] Empowering Neurodivergent Individuals: “And like you said, I don’t need to know everything, but what I can do is, is I know the things in terms of what to deliver about the awareness, the common struggles that people have, the common things that help people.” — Helen Davies [00:28:59 → 00:29:10] Understanding Neurodiversity: “Everybody is different, but I think people who are neurotypical is a term obviously where it’s a majority of the population. So when there is still 1 in 5 or 1 in 7 who aren’t, then they’re the people who read the side of the curve, basically, in terms of whatever normal is.” — Helen Davies [00:41:49 → 00:42:01] Celebrating Diversity and Inclusivity: “What if we actually just talk about the difference is normal to be expected, you know, that actually we’re looking at what people’s strengths are, the things that they find tricky, you know, and that we’re just kind of managing to get everyone to not just thrive, but, but also work in harmony with each other to, to do the thing, whatever it is they’re trying to do at work or at home, or, you know, that, that they’re actually it’s embraced because, you know, the whole point Is about communities.” — Helen Davies [00:47:13 → 00:47:45] Understanding Unconscious Bias: “And you can have unconscious bias for sure. I I guess, you know, yeah, it’s it’s having some awareness and that that you might have an unconscious bias that, you know, you that you can think about, you know, inclusivity and what you’re actively doing to embody it in the workplace, for example, or the club.” — Helen Davies [00:48:26 → 00:48:45] Finding Your Tribe: “One of the things I think is important though, is I guess, is how you also find each other, how you find your tribe.” — Helen Davies [00:49:31 → 00:49:39] Definition of Terms Used Neurodiversity Definition: Neurodiversity refers to the variation in the human brain regarding sociability, learning, attention, mood, and other mental functions. It is a viewpoint that brain differences are normal, rather than deficits. Relevance: Advocating for neurodiversity can lead to increased recognition and support for individuals with neurological differences, which includes developing inclusive policies and practices. Examples: Autism spectrum disorder, dyslexia, attention deficit hyperactivity disorder (ADHD). Related Terms: Autism awareness, ADHD support, Inclusive education. Common Misconceptions: Neurodiversity is often misunderstood as an excuse for poor performance or behavior, rather than an essential aspect of human diversity that requires supportive adjustments and understanding. Intersectionality Definition: Intersectionality is a theoretical framework for understanding how aspects of a person’s social and political identities combine to create different modes of discrimination and privilege. Relevance: This concept is crucial for understanding the complexities of multiple identities, such as both neurodivergent and queer, and how these intersecting identities can affect one’s experience of the world and access to support systems. Examples: A transgender person with autism facing unique challenges in society that differ from those experienced by cisgender autistic individuals. Related Terms: Multidimensional identity, compounded discrimination, social inequality. Common Misconceptions: There is often a misunderstanding that intersectionality is only about adding up oppressions, whereas it is about understanding the nuanced ways different systems interlock and influence each other. Genderqueer Definition: Genderqueer is an identity label that denotes a gender that is neither strictly male nor strictly female and is outside the gender binary and cisnormativity. Relevance: Recognising genderqueer identities helps in addressing and respecting individual experiences and expressions of gender, which challenge the traditional notions of gender. Examples: Individuals who may dress, behave, or identify combining elements traditionally considered male or female, or neither. Related Terms: Non-binary , gender fluid, androgynous. Common Misconceptions: There’s a common misconception that being genderqueer is just a phase or a form of attention-seeking, rather than a legitimate identity. Neurodivergent Champion Scheme Definition: The Neurodivergent Champion Scheme refers to a planned initiative designed to create visibility, representation, and support for neurodiverse individuals within organizations and communities. Relevance: The scheme aims to foster a supportive environment that recognises and utilises the unique strengths of neurodiverse individuals. Examples: Appointing and training selected staff as champions who can provide guidance and support, creating awareness programs, and implementing supportive modifications in the workplace. Related Terms: Advocacy, diversity inclusion programs, allyship in the workplace. Common Misconceptions: There’s a misconception that such schemes only target helping individuals with visible or more commonly known neurodivergent conditions like autism, ignoring other types like dyslexia or dyspraxia. Sunflower Lanyard Definition: The Sunflower Lanyard is a discrete way for individuals to indicate that they have a hidden disability, such as a non-visible neurodiverse condition, and might need some additional support, understanding, or patience. Relevance: The lanyard plays a pivotal role in subtly communicating the needs of individuals with hidden disabilities in public spaces and helps in fostering a supportive and inclusive environment. Examples: Worn by individuals in supermarkets, airports, or public transport to signal to staff and fellow patrons that they may need additional help or patience. Related Terms: Hidden disabilities, accessibility aids, inclusive communication. Common Misconceptions: A prevalent misconception is that if someone looks well, they do not need any additional support, thereby overlooking the importance of the Sunflower Lanyard. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Helen Davies Practical Wisdom The post Embracing Neurodiversity and Queer Identities appeared first on SEE Change Happen: The Inclusive Culture Experts .…
From Personal Health to Business Wealth Heather McLellan explores the crucial fusion of personal well-being and business resilience, sharing pearls of wisdom on preparing for health adversities with impactful foresight. In this thought-provoking episode of The Inclusion Bites Podcast, titled "Valuing Your Health in Business", host Joanne Lockwood welcomes Heather McLellan to discuss the often-neglected aspect of health in the world of entrepreneurship. Heather highlights the crucial nature of contingency planning and delegating, reflecting on her personal journey through a rare stroke and blood cancer diagnosis. Together, they explore the need for a power of attorney and the complexities faced by couples in business when health emergencies strike. They also broach the uncomfortable, yet essential conversations about business ownership and the impact of health issues on one's capacity to work, advocating for preventative discussions over reactive crisis management. Heather comes with an extensive background in occupational health, built over three decades of supporting employees to manage work after injury. Her personal encounters with health challenges have compelled her to apply her professional insights to her business strategy, navigating her way through recovery and business management. With Joanne also sharing her experiences as part of the 'Sandwich Generation', the dialogue extends towards the need for small business owners to factor in personal health and care dependencies into their continuity planning—a stark deviation from traditional disaster recovery protocol. The conversation moves through poignant stories and statistical evidence that underscore the reality of long-term health conditions affecting the workforce and the business landscape. Heather and Joanne also highlight the importance of a phased return to work, financial readiness for health-related business interruptions, and self-care practices. They drive home the message that personal well-being and business sustainability are deeply interconnected and call for serious attention from entrepreneurs. This episode is a deep dive into the intersection of professional success and personal health, stirring listeners to reconsider their approach to managing their business and health side by side. Joanne Lockwood champions the notion that taking the time to safeguard the future through planning and open dialogue is more than a business strategy—it's an act of self-preservation and empowerment. The key takeaway is that health can often be unpredictable, but the impact on business doesn't have to be. By embracing foresight, thoughtful planning, and open conversations about health in the business setting, entrepreneurs can turn vulnerability into strength. Listeners are left with the understanding that valuing health is not just essential for personal wellness, but also a strategic business move. Published: 02.08.2024 Recorded: 19.04.2024 Duration: 0:58:03 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #120: Valuing Your Health in Business — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Quotes, Hooks and Timestamps The Challenges of Solopreneurship: “if you’re not able to work for a period of time, if you are the main person who delivers your business services, if you really are a solopreneur, you are not generating an income. You are not keeping your your funnel full of potential new leads, then that’s going to potentially reduce your personal income if you don’t have the right reserves in place.” — Heather McLellan [00:04:18 → 00:04:39] Managing Health Uncertainty: “You can’t plan, particularly. You can’t predict. You may have some risk factors that mean you’re more at risk of certain illnesses or injuries than somebody else, but you can’t plan for it.” — Heather McLellan [00:10:54 → 00:11:00] Entrepreneurial Vulnerabilities: “And that is one of the vulnerabilities because it just carries on like that because it’s been like that from the beginning.” — Heather McLellan [00:14:45 → 00:14:52] Estate Planning and Business Continuity: “Because that, again, is important because that accounts for if you were taken ill to the point where you weren’t able to communicate. Jo you were unconscious for a period, and that gives somebody else the ability to deal with your work, your business.” — Heather McLellan [00:20:31 → 00:20:44] Impact of Serious Injuries on Families: “It was life changing for them, and it was life changing for the people around them, their colleagues, but their families big time.” — Heather McLellan [00:25:37 → 00:25:45] The Importance of Family Over Work: “Because at the end of the day, you know, our families take priority over our work.” — Heather McLellan [00:28:56 → 00:29:00] Managing Work-Related Stress: “if it’s actually work that is one of the stress factors, then, of course, that does bring into question the whole picture of, well, how do we look at that going forward?” — Heather McLellan [00:42:33 → 00:42:41] Work-Life Balance and Health: “I’m really finding it very hard to keep a handle on what everybody else is doing and keep myself well. And my other conditions are long term and lifelong, so that I need to have a lifelong management strategy.” — Heather McLellan [00:43:44 → 00:43:53] The Impact of Lost Identity in Professional Life: “But also the loss of identity there as well is that if if the if people manage without you, what is your role? They don’t need you anymore. They replace you into some other means. So then you think, well, what what am what am I even here for?” — Heather McLellan [00:48:16 → 00:48:30] Healthcare and Entrepreneurship: “The more that you’re able to manage yourself and keep yourself well, and if you do have the ability to have things like private health care, then you can speed up some of those things. But, yeah, it’s it’s, brings to sharp focus as well the the tension between enjoying what you have right now, living the life that you have now, getting making time for the people that you love, the things that you love as well as work, because you probably love that too. And it’s part of what you do it because you it’s your passion, because you don’t know what’s around the corner.” — Heather McLellan [00:53:02 → 00:53:37] Definition of Terms Used Business Contingency Plan Definition: A business contingency plan is a strategic blueprint that outlines procedures and steps to be taken in case of an unforeseen event that could disrupt normal business operations, such as the sudden illness of a key employee or executive. Relevance: Such a plan is critical for ensuring a business can continue to function or quickly resume after a major setback, mitigating risks and losses. Examples: Back-up plans for key role succession, emergency funds, continuity protocols, and cross-training employees to cover essential functions. Related Terms: Disaster Recovery Plan, Operational Risk Management, Business Continuity, Succession Planning Common Misconceptions: A common misconception is that contingency planning is only essential for large corporations, but small businesses can be even more vulnerable to disturbances and therefore also need robust plans. Power of Attorney Definition: A power of attorney is a legal document that gives an individual the authority to make decisions on behalf of another person, typically relating to financial, legal, or health matters. Relevance: It is particularly relevant in business if an owner or key decision-maker becomes incapacitated, as it allows for the continuity of operations without undue legal complications. Examples: A business owner granting a trusted individual the ability to manage financial transactions, or make crucial business decisions during an absence due to illness. Related Terms: Legal Proxy, Guardianship, Conservatorship, Fiduciary Duty Common Misconceptions: There’s a false notion that a power of attorney equates to relinquishing control over personal affairs permanently, but in truth, it can be tailored for specific circumstances and revoked as per the grantor’s wishes. Shareholder Insurance Definition: Shareholder insurance is a policy designed to pay out a sum of money to remaining shareholders if one of them dies, allowing them to purchase the deceased’s shares and maintain control of the business. Relevance: It prevents shares from passing to unintended parties, who might not have an interest or competency in the business, at the death of a shareholder. Examples: A cross-purchase agreement where remaining shareholders are the beneficiaries of the policy on the life of each other. Related Terms: Buy-Sell Agreement, Key Person Insurance, Business Succession Planning Common Misconceptions: It is often mistakenly believed that shareholder insurance is an unnecessary expense or that family members can seamlessly step into the business role of the deceased, disregarding potential conflicts or business disruptions. Graded Return to Work Definition: A graded return to work is a structured approach to help an employee who has been absent due to illness or injury gradually resume their work duties by initially working reduced hours or modified tasks. Relevance: This method aids in avoiding relapse or worsening conditions by ensuring a manageable workload during recovery. Examples: An employee returning after a stroke may start with half days or work on non-strenuous tasks before resuming their full-time role. Related Terms: Occupational Health, Fit Note, Work Accommodation, Phased Return Common Misconceptions: There is sometimes a misbelief that once an employee is cleared to return, they should be capable of immediately taking on full responsibilities, overlooking the transitional recovery period. Business Continuity Definition: Business continuity refers to the ability and plan of a business to continue critical functions and processes during and after a disaster or disruptive event. Relevance: Having a continuous flow in operations and strategy is essential for the survival and sustainability of a business during crises. Examples: Maintaining access to critical data through cloud storage, or setting up remote work possibilities to ensure work can continue during a lockdown. Related Terms: Disaster Recovery, Crisis Management, Risk Assessment, Resilience Planning Common Misconceptions: There’s a misconception that business continuity planning is primarily about IT recovery, but it extends to all areas of a business, including human resources, supply chain management, and customer relations. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Heather McLellan HKM22 Consulting The post Valuing Your Health in Business appeared first on SEE Change Happen: The Inclusive Culture Experts .…
The Power of Courageous Questions in Leadership Dr. Shelley Jones-Holt explores the potent blend of authentic leadership and cultural curiosity that is essential for inclusive environments and personal liberation. In this captivating episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Dr Shelley Jones-Holt for a thought-provoking discussion on Leading with Authenticity. Dr Shelley illuminates the path to courageous leadership and the transformative power of authenticity, drawing on her rich life experiences. She argues against making assumptions about cultural differences, advocating instead for the bravery to ask questions. An enlightening exploration into the value of authentic conversations ensues, charting how starting from childhood can influence the development of authentic leaders. Authenticity, she points out, should come with ardent responsibility and respect, underscoring the necessity of speaking one's truth in a non-damaging way. Joanne and Dr Shelley engage in a compelling dialogue around the metaphorical 'leaving the plantation', articulating a journey from the restrictive norms of the education system to the liberation found in entrepreneurship. Dr Shelley Jones-Holt stands out as a courageous leadership coach, author, and speaker dedicated to inspiring growth and nurturing authentic leadership. Through her stalwart advocacy for unlearning ingrained behaviours and embracing continual self-improvement, she challenges outdated authoritarian leadership models and encourages the building of genuine relationships based on Dom Miguel Ruiz's Four Agreements. With a background that spans from distilling wisdom from parenting eight children to spearheading her company Leadership Legacy Consulting and its associated nonprofit, Family Legacy 5, Dr Shelley's insights reflect the multifaceted nature of authentic leadership grounded in equity and understanding of individual needs. Throughout the conversation, both Joanne and Dr Shelley unravel the importance of storytelling in leadership as well as the intricate dynamics of stereotypes, biases, and the pursuit of creating a safe, welcoming and productive work environment. They delve into the courage necessary to embrace one's identity and to lead with both passion and empathy. The discussion navigates the tightrope walk between being a cogent leader and an effectual follower, illuminating the collective aspect of driving change and championing inclusion. This episode culminates with a powerful reflection on the non-negotiable essence of being authentic and the irrefutable impact it has on leadership. Dr Shelley encourages listeners to reach out for guidance on fostering an inclusive atmosphere for diverse identities within their organisations. With a heartfelt thanks, Joanne invites subscribers to engage further with the podcast, sharing thoughts and contributing to the ongoing conversation on inclusion and leadership. A key takeaway from this episode is Dr Shelley's compelling exposition on leading with heart and honouring the unique journeys of each individual. It is an essential listen for anyone striving to cultivate a culture of compassionate leadership and foster a milieu where authenticity and respect act as keystones to unlocking the full potential of teams and organisations. Published: 25.07.2024 Recorded: 17.04.2024 Duration: 1:02:05 Shownotes: AI Extracts and Interpretations The Inclusion Bites Podcast #119: Leading with Authenticity — app.castmagic.io Other Links SEE Change Happen: The Inclusive Culture Experts Inclusion Bites Podcast on YouTube Quotes, Hooks and Timestamps Authentic Leadership: “Confident, authentic leaders breed and build confident, authentic leaders.” — Dr Shelley Jones-Holt [00:03:22 → 00:03:27] Authenticity in Challenging Interactions: “we have to recognise when we’re being inauthentic and the triggers that create that lack of authenticity.” — Dr Shelley Jones-Holt [00:05:15 → 00:05:18] Rites of Passage and Authenticity: “It helps them to find that center of authenticity early so that when they get in those prickly situations, they can identify that it okay. This is gonna be a situation where I’m gonna struggle to not be a pleaser or to do what I you know, the system wants me to do as opposed to what I know is right by the people.” — Dr Shelley Jones-Holt [00:06:35 → 00:07:54] The Impact of Authenticity: “This idea of speaking your truth does not come without consequence. This idea of being your authentic self does not mean that everybody is going to accept it and and be willing to, you know, kinda tolerate your truth.” — Dr Shelley Jones-Holt [00:12:58 → 00:13:12] Educational System Reflections: “Well, there are systems that at play in the educational system very much like in the plantation that are not healthy for everyone.” — Dr Shelley Jones-Holt [00:16:56 → 00:17:04] Leadership Pitfalls: “If you ever have a boss that’s telling you what other people need, first of all, run.” — Dr Shelley Jones-Holt [00:22:57 → 00:23:00] Authentic Leadership: “My point of being authentic leaders is that if you’re gonna be an authentic leader who is based in equity, you have to know the people that you serve and do what’s necessary to meet those people where they are and get them what they need when they need it in the way they need it delivered.” — Dr Shelley Jones-Holt [00:25:15 → 00:25:32] Leadership and Understanding Your Team: “I would say to any new leader or any leader who’s looking at shifting their ways or your team is just not quite operating in the way that you would like them to, I would ask them, like, what do you know about your people? What do you know about their likes, their dislikes, what it is that motivates them and moves them?” — Dr Shelley Jones-Holt [00:31:21 → 00:31:38] Authentic Leadership in Practice: “And what many leaders have to realize is that oftentimes you are the biggest impediment to the authentic leadership you seek.” — Dr Shelley Jones-Holt [00:37:35 → 00:37:44] Leadership and Decision Making: “Leadership is nothing but decision making. And the decisions we make around people, around how do we move forward, around how we treat how we create the culture of how people are treated. Those decisions are some of the most critical parts of leadership, and sometimes we have people that are leaving those decisions on the table or by the wayside.” — Dr Shelley Jones-Holt [00:54:10 → 00:54:32] Definitions of Terms Used Leaving the Plantation Definition: The phrase “leaving the plantation” is a metaphor used to describe the act of exiting a restricting, oppressive or unfulfilling work environment in pursuit of freedom, autonomy, and the ability to create one’s own opportunities. Relevance: The term is relevant in discussions about career transitions, particularly when moving from traditional employment to entrepreneurship or more liberated ways of working. Examples: A teacher leaving the education system to start their own tutoring business; an individual leaving corporate life to freelance. Related Terms: Career Transition, Emancipation, Autonomy, Entrepreneurship Common Misconceptions: Some may mistake the term for referring to actual historical plantations, rather than understanding its metaphorical use to indicate systemic workplace constraints. Authentic Leadership Definition: Authentic leadership is a style in which the leader is true to themselves and their values, and leads with transparency, honesty, and integrity. Relevance: Authentic leadership is essential for creating trust within a team and forming genuine connections, which can lead to increased teamwork and productivity. Examples: A manager who shares their own professional challenges openly with their team; a leader who admits when they do not have all the answers. Related Terms: Leadership Transparency, Integrity, Ethical Leadership Common Misconceptions: It is often misunderstood that being an authentic leader means being relatable or likeable to all. Instead, it is about consistency in actions and alignment with core beliefs. Psychological Safety Definition: Psychological safety refers to an individual’s perception of the consequences of taking interpersonal risks in a workplace or group setting; a feeling of confidence that the team will not embarrass, reject, or punish someone for speaking up. Relevance: This concept is central to creating an environment where individuals feel safe to share their ideas, voice their concerns, and be themselves without fear of negative consequences. Examples: Employees feeling comfortable to offer innovative solutions or challenge the status quo without fear of ridicule or retribution. Related Terms: Inclusivity, Team Dynamics, Open Communication, Emotional Intelligence Common Misconceptions: Psychological safety is sometimes confused with being overly nice or avoiding conflict, whereas it actually involves candid conversations and constructive feedback in a respectful manner. Microaggressions Definition: Microaggressions are subtle, often unintentional, statements or actions that communicate derogatory or negative prejudicial slights towards members of a marginalized group. Relevance: Recognizing microaggressions is crucial for building inclusive environments and ensuring that individuals do not feel devalued or oppressed because of their identity. Examples: Asking someone where they are “really” from, or a woman in a meeting being asked to take notes by default. Related Terms: Implicit Bias, Stereotypes, Discrimination Common Misconceptions: Many believe that because microaggressions can be subtle and unintentional, they do not have a significant impact. However, they contribute to an unwelcoming atmosphere and can have a cumulative effect on mental health. Unlearning Definition: Unlearning is the process of identifying and intentionally discarding outdated, incorrect, or biased information or habits to make way for new learning and personal growth. Relevance: Unlearning is a fundamental step in personal development, particularly when attempting to foster genuinely inclusive attitudes and behaviours. Examples: Actively challenging one’s own stereotypes about a group of people or reconsidering a long-held belief about effective leadership styles. Related Terms: Personal Development, Bias Interruption, Behaviour Change Common Misconceptions: Some may think that unlearning is an admission of past wrongdoing, whereas it is actually a positive step towards evolution and embracing more accurate or equitable perspectives. Please connect with our hosts and guests, why not make contact..? Brought to you by your host Joanne Lockwood SEE Change Happen A huge thank you to our wonderful guest Dr Shelley Jones-Holt Leadership Legacy Consulting The post Leading with Authenticity appeared first on SEE Change Happen: The Inclusive Culture Experts .…
مرحبًا بك في مشغل أف ام!
يقوم برنامج مشغل أف أم بمسح الويب للحصول على بودكاست عالية الجودة لتستمتع بها الآن. إنه أفضل تطبيق بودكاست ويعمل على أجهزة اندرويد والأيفون والويب. قم بالتسجيل لمزامنة الاشتراكات عبر الأجهزة.