QUB School of Psychology’s Post

Last week, our VP Education, Timiebi Oyinpere took to interviewing several male staff members, and students at UWS concerning #InternationalMensDay2024. So many interesting and insightful conversations were had across the board, and this week - we share exactly what they had to say. From an insight into why they choose their career, how they manage their work/life balance (which can be super hard to do), and advice they would give to anyone in relation to International Men's Day. Check the interviews out on our Instagram profile below: https://lnkd.in/efv8TZGU #internationalmensday #imd24 #positivemalerolemodels

In a recent paper published in Scientific Reports, Fabian Baumann, Agnieszka Czaplicka & Iyad Rahwan — all of the Max Planck Institute for Human Development — analyze how the underlying social network of a group impacts the effect of diversity on performance. #culture #networkscience #diversity Keep Reading:

CONFIRMED: We’ve assembled an international team of interdisciplinary experts to tackle the topic of ’Caring and Sharing’ in World Happiness Report 2025. Following our first-ever public call for chapter proposals, we received 39 expressions of interest from 18 different countries. Researchers will examine multiple aspects of caring and sharing, from the social connection of sharing a meal to our attitudes to others, and much more in between. Read more 👉 https://lnkd.in/gpxw2Tm5

Some fascinating research is set to be featured in World Happiness Report 2025, focusing on the theme of 'Caring and Sharing'. Check out the confirmed authors! 👇

In the last year more than half of surveyed life science companies have introduced initiatives to improve their DE&I. But in the same breath, those surveyed also indicated difficulty in implementing these initiatives effectively. DE&I is not a one-time effort, it needs ongoing commitment and investment to be effective. And with over 80% of life science leaders saying DE&I is crucial to the success of a company, you can't afford to slapdash your efforts here. Based on the survey responses of leaders across the life science space, we've collated a review filled with DE&I insights and best practices for implementing DE&I strategies successfully. Swipe to see a taster and use the link to download it now. #dei #diversity #equity #inclusion

CRAE's wonderful Charlie Hamilton has been sharing key ideas for teams at #NeurodiversityCelebrationWeek across UCL this week: • No one needs to tell you they’re neurodivergent. Start by assuming groups are all neurodiverse and work from a genuinely inclusive stance. • Self-audit strengths together as a team. It’s the closest way to uncover people’s preferences without requiring disclosure. • Split projects into clear tasks and share the tasks across groups (but ensure you have an accountability system with consequences). • Walk through all your processes again and again and ask others to do it. Critique your institution's processes – too much is taken for granted, when neurodivergence doesn’t. • Don't assume the team is fine. Don't linger in rejection and champion the smallest of wins.

In the corporate space, if you are going to #ChangeTheWorld, you need high quality academic research to evolve working practices. That's why I'm really proud that.... The 2024 Neurodiversity in Business and Work Academic Research is complete.    Interested in a detailed sneak-peak? 👩🎓 Discuss the full findings of research the academic that Prof Almuth McDowall and Dr Nancy Doyle, visiting professor, Birkbeck University have undertaken at our Corporate Members' Roundtable on 24 June.     This year the research has focused on:     • Improved capture of ND strengths and weaknesses  • Better capture of wellbeing and engagement  • Knowledge and support – subtle slights and microaggressions  • Conflicts and resolution – psychological safety    The Roundtable will be held at The Shard, 32 London Bridge Street, London, SE1 9SG (0900-1130) and we expect demand to be high. If you would like to attend, please register your expression of interest (the form is linked in comments), and add in a comment below letting us know. If you are selected then you will receive a confirmation email.  Image description: Grey background with white wording which reads “Learn about the 2024 Neurodiversity in Business research study. You are invited to our Research Roundtable on 24 June. Research leads: Prof Almuth McDowall and Dr Nancy Doyle, visiting professor, Birkbeck University. The NiB and Birkbeck logo are at the top of the image”.    #Neurodiversity  #NeurodiversityInBusiness  #NeuroInclusionNow  #ChangeTheWorld  #TeamNiB  #CollaborateForImpact  

A couple of days left. Happy Neurodiversity Celebration Week 2024. This is 𝙈𝙀❗ I am that neurodivergent worker with 𝗔.𝗗.𝗗. Leaders, here is the deal. I learn in different ways. I retain knowledge in different ways. I perform tasks in different ways. I execute on work in different ways. And none of those different ways makes me, or any other neurodivergent person with A.D.D. who is aware and practicing what works best for them, any 𝙇𝙀𝙎𝙎 effective or productive!   🧠 Actually, often it’s quite the opposite. Especially when I’m given the freedom to work in ways that work best for me. Get to 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 on a more personal level. Support them to feel more comfortable in opening up about their struggles and strategies for success.   💥 Practice empathy. 💥 Create psychological safety. 💥 Built trust. 💥 Listen to understand. 💥 Collaborate on actions. If you want your organization to succeed then you need to provide a great 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 so employees are more inclined to provide a great customer experience. 🗣️👂🏼 Part of that is 𝗔𝗦𝗞𝗜𝗡𝗚 your team how they learn best and how they are most productive. Then working with them to accommodate those methods.    💼 I’ve reached the point in my career where I won’t work for a company, a leader, or take on a client, who doesn’t respect me. Part of respecting and valuing me and my expertise is respecting my learning style and approach. There’s no point in setting anyone up for failure. Check out some of these great resources and events still occurring this week… https://lnkd.in/ej5zCbDN https://lnkd.in/egpJiUqh Are you a neurodivergent thinker and could use some support and guidance on navigating your workplace and career❓ Or a leader looking to develop strategies to support your neurodivergent employees❓ 📲Let’s chat and see if my coaching or advisory can assist you in achieving success. https://lnkd.in/eWur6svu 🏆 Create a win-win! #neurodivergent #neurodiversityatwork #adhd #workplace #leaders #culture #teams #career #keepitreal #learninganddevelopment #leadershipcoaching #NeurodiversityCelebrationWeek #NCW

As facilitators, consultants and coaches, we at Greaterthan encounter all sorts of responses in our work. From the very enthusiastic people who feel like they have finally found someone who understands them; to people who, even not knowing why, simply dislike us. Fair enough. We can’t be liked by everyone. I certainly don’t aim for it. Maybe you encounter something similar in your own work as you bring new and even counter-cultural ideas into workspaces. You may also notice that without a catalyst such as a new idea or practice, trauma responses are happening as people interact in daily work.  We also see trauma responses occurring, some more subtle than others. Realising that we needed to upskill ourselves in this area, Ria Baeck offered to put a program together. After participating in the internal pilot that Ria and I co-hosted for a few Greaterthan people, we realised that this work is very needed “out there”, so we started offering it to our clients and also via our Academy. For the last years, we have been actively exploring how trauma responses show up in the workplace; how we can apply tools and practices to respond when it happens, rather than reacting and letting it escalate; and how the more we focus on creating collaborative work spaces, the more we need to develop these skills and awareness. The leaders that we support in their desire to increase autonomy and create a culture based on adult-adult relationships recognise that this work is necessary to build the teams that they envision. With our Foundations of Trauma-informed Collaboration program, we will not make anyone a therapist, nor work on your own trauma healing. What we will do is learn about a variety of theories that explain trauma and how it shows up, with practical tools that you can implement in your life and work, plus an opportunity to learn by experiencing and embodying these practices over 10 weeks, starting on the 14th October (Americas) / 15th October (Australasia). Check the link below for details, apply and we will get in touch shortly.

🌟 Beyond Assimilation: Embracing Belonging in Medicine 🌟 The drive for belonging is innate, but is the culture of medicine truly fostering it? 🤔 In our latest blog, we reflect on the critical distinction between "belonging" and "fitting in" — and how this plays out in the medical profession, particularly for Gen Z learners. Belonging is about being seen, heard, and accepted for who we are, differences and all. Belonging fuels strength, vulnerability, and authenticity. Fitting in, however, often requires us to sacrifice parts of ourselves to meet the established norms, leading to diminished authenticity and, ultimately, a stifling of creativity and innovation. In the medical field, the traditional culture has often demanded assimilation. New generations are expected to fall in line, leaving behind their individuality. But what if we re-imagined a culture where everyone could truly belong? Let's explore the impact of this paradigm shift — especially as it relates to Gen Z — and the potential for transforming healthcare by embracing authentic diversity. Let’s start the conversation: Can we evolve to make room for more belonging, instead of just fitting in? Read the full blog here ➡️ https://lnkd.in/garw4DUe #Medicine #HealthcareCulture #Belonging #GenZ #MedicalEducation #DiversityInMedicine #Authenticity #Leadership #InclusiveLeadership