LeadGood Education

🚨 Ethics – It’s Not Meant to Make Things Easier!🚨 What’s the difference between compliance and ethics? Why does ethics go deeper, making us question not just what we do, but who we are as an organization? In the latest episode of the The Eight Mindsets podcast, Jason Meyer and myself go BEYOND COMPLIANCE to tackle the big questions with Roderick Noordhoek, Head of the Global Ethics Office at Rabobank. 🎙️ 🔑 Key points we’re diving into: 💡 Why ethics is essential to sustainable business practices (even if it slows you down). 🌍 How global companies balance universal principles with local cultural differences. 🤝 Ethics as dialogue: Facilitating tough conversations, not dictating rules. ⚖️ The ethical tightrope of stakeholderism—making decisions that align values with impact. Spoiler Alert: Ethics isn’t a quick fix or an easy road, but it’s what separates a good organization from a great one. It’s about making decisions we can proudly own—today, tomorrow, and years from now. 💬 Join us as we explore how ethics shapes business, culture, and leadership. Ready to think beyond compliance? 🎧 Tune in now! https://lnkd.in/gGVbGnua

🚨 Stop calling them "accommodations." Start calling them "innovations." 🎯What's "essential" for some becomes beneficial for all. 💡 Think about it: - Closed captions? Not just for hearing impairment - Flexible schedules? Not just for caregivers - Clear communication protocols? Not just for neurodivergent teams 🎯 That's how culture changes. That's how innovation happens. That's how we build better workplaces. Big thanks to Jason Meyer, President at LeadGood Education, for sharing his insights on The Ethicsverse! Follow us for more! Enter The Ethicsverse LIVE every week! Link in the comments. 👨🎓 FREE CEUs for live attendance 📚 World Famous Book Giveaway 🤝 Networking opportunities and more! #ethics #compliance #hr #neurodivergent #workculture

🤯 "We're stuck at 80% engagement." We hear this all the time from compliance leaders... 🧠 Here's what they're missing: At least 20% of your workforce is neurodivergent. That's not a statistic. That's your people. Are you reaching your ENTIRE audience? Or just the neurotypical majority? 🎯 Think about it: Laws don't make exceptions Compliance isn't optional Your message must reach everyone Big thanks to Jason Meyer, President at LeadGood Education, for sharing his insights! Follow us for more! Enter The Ethicsverse LIVE every week! Link in the comments. 👨🎓 FREE CEUs for live attendance 📚 World Famous Book Giveaway 🤝 Networking opportunities and more! #ethics #compliance #hr #communication #neurodivergent

 Are you unintentionally excluding 20% of your workforce? 🚫👥 The future of workplace culture is neuro-inclusive. Are you ready? 🌈🧩 Here's the reality: - 20% of your workforce is neuro-divergent 📊 - Traditional compliance methods often miss the mark 🎯❌ - Ethical culture suffers when we overlook diversity of thought 🤔💔 Join us on Oct. 24 to unlock the potential of your ENTIRE team with: - Matt Kelly, Editor & CEO at Radical Compliance - Jason Meyer, President at LeadGood Education - Giovanni Gallo, Co-CEO at Ethico Follow us for more! Enter The Ethicsverse LIVE every week! 👨🎓 FREE CEUs for live attendance 📚 World Famous Book Giveaway 🤝 Networking opportunities and more! #ethics #compliance #hr #neurodivergent #workculture

It was a pleasure and an honor that Adam Turteltaub CCEP, CHC invited me back on Society of Corporate Compliance and Ethics (SCCE)’s Compliance Perspectives podcast, to talk more about the risks and opportunities of #neurodivergenceintheworkplace In this podcast, we revisit the crucial statistic that guides my companies’ #NeuROInclusion Initiative: that 25% (or more) of the workforce is neurodivergent—individuals with traits called ADHD, autism, dyslexia, executive function issues, and more. There are two main risks I discussed. First, that neurodivergent employees may have a hard time connecting with the typical ways we deliver training and other compliance messaging - meaning we fail to engage a quarter of our workforce with crucial policies, standards of conduct, and corporate culture.  (Helping organizations with this challenge is the focus of LeadGood Education.) Second — and this was my focus this time on the pod --, there’s the Americans with Disabilities Act (#ADA) to consider. A neurodivergent employee often (but not always) could be considered limited in a major life activity, potentially triggering ADA procedures, protections, and accommodations in everything from screening job applicants, to considering promotions, to workplace conditions. I think this is a litigation risk for most employers, and demands they get expert help to assess and improve their HR and supervisory programs, (Mitigating that litigation risk is something in Meyer Business Law’s wheelhouse.)   Twenty-five percent is not a small segment of the workforce. So as I say on the podcast, a simple Step One is to consider adding these issues to your formal risk assessments. Because if you’re not addressing these risks, you could be missing opportunities for better inclusion - AND exposing your organization to liability. Take a listen: https://lnkd.in/e4pj55Nr. And thanks again, Adam!

“We’ve all got something” This simple truth from my co-panelist Scott Elliot at our recent Princeton Mercer Regional Chamber #DEIA conference should shape how we think about disabilities, diversity, and workplace policies. Think about it: If (as activists say) a quarter of us are traditionally “disabled” and more than a quarter are #neurodivergent (which may or may not amount to a legal #disability), that’s already the majority of the workforce. Add in gender, identity, race, and other protected classes, and it becomes clear that #diversity isn’t the exception, it’s the norm! Humans, and Americans especially, just are diverse. It isn’t just what makes us great — it makes us. As NJ’s Chief Diversity Officer Candice M. Alfonso shared in her keynote, “Our diversity allows us to speak from, and share with each other, different life experiences for our common benefit.” In turn, Ayodeji Anthony Ilesanmi DHA from Novo Nordisk emphasized that this diversity strengthens the resilience of our organizations “in the face of challenges.” It’s not just about inclusion for the sake of inclusion—it’s about creating stronger, more adaptable teams that benefit everyone. Each speaker, including my fellow panelists, offered a unique and personal perspective that reflected a fresh approach to business values: this “diversity” stuff isn’t about “them” getting a boost over “me.” It’s Golden Rule stuff: each of us getting (and giving) that little bit of support that we’d appreciate in turn. Thank you all for such an enlightening morning! Dina Casalaspro Scott Elliott Amy Rosica Jordyn Gretchen DiMarco Hal English Christine Curran Marie Bardzilowski

Don’t miss the New Jersey Conference on Diversity, Equity, Accessibility, and Inclusion, hosted by the Princeton Mercer Regional Chamber!   This event is all about pushing forward the conversation on making workplaces truly inclusive, and I’m honored to be part of the panel “Critical for Some, Beneficial for All: Accessibility in the Workplace.” Our panel, featuring experts Dina Casalaspro, Scott Elliott from the PROGRESSIVE CENTER FOR INDEPENDENT LIVING INC, and moderated by Marie Bardzilowski of Northfield Bank, will dig into practical strategies for building a more accessible workplace. We’re not just talking compliance and law—we’re talking culture change. Accessibility in the workplace isn’t just about doing the right thing for those who need it most; it’s about creating an environment where everyone feels valued, included, and able to contribute their best. Join us on September 27 and leave with actionable ideas and solutions that you can implement right away! Register here: https://lnkd.in/e8hqxFVz #workplaceaccessibility #dei