Inclusive Concepts Inc ’s Post

"What's your capacity?" It's one of those questions where no matter how much time I'm given to prepare, I rarely know what my answer is. What *does* the capacity of a working-from-home-parent look like? When our 9-5 looks more like a 7a-12a because we need to feed the kids, put the baby down for naps and tend to multiple melt downs throughout the day, it feels impossible to know what our real "capacity" is. But what I *do* know is this. At The Lactation Network, "we root each other on in cultivating our own abilities to perform." What does that look like for a working-from-home-parent? It means that I can... 🤱🏻 Support my stay-at-home-husband raise our incredibly active and strong-willed kids. 👩🏻💻 Have flexible work hours to get my work done when the house is quiet. 🤹🏻♀️ Unapologetically juggle parenting and working throughout my day. Without explanation. Without guilt. With gratitude. This is the culture that The Lactation Network fosters. And maybe this is due to my former life as a musician, but I kind of love that I only have myself to blame if my "performance" is lacking. Because that means that it's up to me to improve. So back to my original question "What is my capacity?" I'm still figuring out how to measure this and will share a few of my ideas tomorrow! 🤔 Why am I posting this? This month, I'm sharing how company cultures have impacted my performance as an employee. (Mainly so I can show off The Lactation Network's awesome culture guide 😁 ). I hope this month's posts will help you consider how your company empowers you to strive for your best. ✨

People want to be acknowledged, heard, and valued. This can be as simple as a small conversation that reveals I don't have to be right, I don't have to be the one in control of this — I just want to be heard. 💡 Learn more about bringing humanity to the workplace in our upcoming workshops! 👉 https://lnkd.in/gvU9dSV

Why is it so easy to forget what it’s like to be new to the workforce? Worse, how is it that we so quickly lose empathy for those navigating this phase of life? Over time, the challenges we all faced as newcomers seem to disappear from our memory, which does such a disservice to those just starting out. To combat that, I began jotting down thoughts and advice for young professionals, inspired by casual conversations, walks, meetings, and coffee chats. Here are 10 insights drawn directly from my conversations with young professionals as they work to find solid footing in the early years of their careers.

Isn't it great when the universe aligns and gives you the opportunity to catch up and reconnect with colleagues from the past. It was so good to see Kirsten White and to reminisce and laugh at ourselves but to also see how much we have both grown as people and progressed in our careers. Such a rewarding catch up. Here's to more rewarding catch-ups in the future! Until the next time. #ReconnectAndReflect #OldFriendsNewGrowth #CatchUpAndThrive

🌟 Next week is Neurodiversity Celebration Week 🌟 Neurodiversity in it's simplest form is nothing more than recognising that everyone has a brain that works in a slightly different way, accepting the challenges and opportunities that we each have in the way our brains function and supporting each other to maximise what we can achieve as a team. The reality of neurodiversity is that every interaction at work takes place between people with different brains yet only a few organisations are thinking about neurodiversity or neuroinclusion in the workplace.   We need to do more to consider different thinking styles (types of information processing, learning, and communication styles) at work to be able to unleash individual and collective potential.  Once we accept that we are all different, each with our own strengths and challenges, then perspectives will change. But how do we create a workplace where everyone in the team can be productive? And how do we hire so that we attract every bit of potential talent that can add value?  If you are neurodivergent ally then I would recommend checking out neurodiversityweek.com who are running 24 free online seminars next week, including (but not limited to!) the following: - An Introduction to Neurodiversity Monday 9:30 to 10:30 - The Benefits of Neurodiversity in the Workplace Tuesday 12:00 to 1:30 - Empowering Yourself as a Neurodivergent Woman in the Workplace Thursday 2:30 to 4:00 Share with your colleagues and friends. #neurodiversity #hiring #adhdawareness #neurodiversityatwork #neurodiversitycelebrationweek

I was scrolling through my feed today, and honestly, it felt a little blah. So many posts are about how amazing someone’s career is or how they can change your life if you just do this or that. But you know what really inspires me, posts and images of: • Someone creating art just because they love it. • Someone working from home, taking a break to cuddle with their dogs, because loved ones matter. • Someone saying, “Here I am, a normal everyday person in all my glory,” happy and healthy, just being themselves. That’s what I find inspiring—people living and loving their actual lives. Fancy events and spending all of your time at the office? If that’s what makes you happy, you do you! But for so many of us, life is about more than that, and corporations that don’t respect that, don’t respect you. If we all recognized that companies with outdated policies are solely focused on their own interests—regardless of the flashy benefits they offer—and if we collectively spoke up and prioritized working for organizations that genuinely care about people and making a positive impact beyond their profits, we could help shape workplaces that truly put people and families first. Fingers crossed they are out there and growing. As workers and citizens of this amazing country, let’s put our attention and money toward companies that have values we believe in, so they can grow and we can help make a shift toward a more human-centric society.

When we talk about generational differences, it can be easy to fall into the trap of whether any other generation is better or worse because they do things a certain way. And let's be honest - we usually think they do things worse than we do. But the key to generational differences is to understand where people come from and what gives them the tendency or preference to work a certain way. I've heard the criticism that younger generations have a short attention span and can't focus. But can you blame them given the technology and screen first world they grew up in? I don't think of it as right or wrong - just different from how I grew up and something managers have to adapt to. This is one of the many facets of Gen Z (folks under 25) that I will be talking about in my free webinar next Thursday at 2pm CST on Managing the Next Generation at Work. I hope you'll join me! (Even if you can't be there live, register anyway. You'll get a follow-up email with my slides and a link to the replay) https://lnkd.in/grZmEJAu

This week is Learning at Work Week, where the aim is to spotlight the importance of continued learning and development at work. In our recent blog, we spoke to one of our former ACCEL Talent Development Program Associates, Allison (Black) Spain, about what she learned in the program. Read more: https://hubs.ly/Q02wQ-Zl0 #LearningAtWorkWeek #ClinicalResearch #ClinicalTrials

Bonfire newsletter last week, talking about one of my favorite things to talk about: privilege. Specifically, what we're calling creative privilege. People get so uncomfy when they talk about privilege, but it's not scary. Having privilege (of any kind) doesn't mean that your life is some walk in the park, or you've gotten everything handed to you on a silver platter. Rather, privilege simply means that important aspects of your life weren't made *more* difficult because of things about you that you cannot control, like your race, gender, ability, orientation, etc. Anyway, if you're curious about this overlap between privilege and creativity/your creative practice, check out the link to this week's post! https://lnkd.in/e8rdkD-v

I don’t celebrate wins enough. It’s easy to get caught up in the challenges and focus on the lows, while overlooking the highs that deserve celebration. As we approach the end of Mental Health Awareness Week #MHAW, I’m reminded of the importance of pausing to reflect on the successes. This quarter, Cin7 has welcomed 28 new starters across APAC, and I am proud of each one. These new starters represent more than just roles filled—they embody growth, opportunity, and the future of the teams they’ve joined. In internal talent acquisition, it’s easy to move from one role to the next without pausing to appreciate the impact. But success in talent acquisition isn’t just about bringing great people on board—it’s about helping individuals take meaningful steps in their careers and ensuring that teams have the right mix of talent to thrive. From people starting their first role in a new country to those making a major career leap—including a number of Senior Software Engineers—every new starter has their own story and purpose. There’s so much that talent acquisition teams do below the surface that people don’t see. The late nights, the endless follow-ups, the balancing of countless moving parts. But these efforts lead to something truly valuable: building strong teams that make a difference. This quarter has also highlighted the importance of diversity within teams. I’m proud that 12 of these new starters were women, but more importantly, I’m proud of the unique perspectives and strengths each new team member brings. It’s not just about meeting targets—it’s about fostering an environment where every individual can contribute and succeed. Of course, recruitment comes with its challenges—the ups and downs, the long waits, and the setbacks. As we focus on mental health this week, it’s a good reminder to manage that stress and, more importantly, to celebrate the wins that do come. Pausing to celebrate these moments is vital for maintaining both personal well-being and professional balance. Today, I’m celebrating the 28 individuals across APAC who have joined us and the teams that are stronger because of them. #MentalHealthAwareness #TalentAcquisition #CelebrateSuccess #DiversityAndInclusion #CareerGrowth #RecruitmentWins #NewStarters #TeamSuccess #MentalWellbeing