Sarah Page’s Post

Unlocking the full potential of every individual starts with embracing neuro-inclusive principles in our organisations. Here are the keys to creating truly inclusive spaces: Principle 1: Know where you stand & commit to long-term action. Principle 2: Foster an open, supportive culture where neuro diversity is celebrated. Principle 3: Always consider neuro diversity in people management. Principle 4: Let individuals drive their own journey. Principle 5: Embrace flexibility for everyone’s success. Principle 6: Prioritise ongoing wellbeing. Principle 7: Amplify neuro divergent voices. Read on for more insight: https://bit.ly/3v7AuRU #NeuroInclusion #Diversity #Inclusion #Leadership #BusinessGrowth

Employers are becoming increasingly aware of the need to create workplaces and cultures which value and respect diversity, including neurodiversity. Our partner Alacoque Marvin takes a closer look at the recently published guide by the CIPD titled Neuroinclusion at Work which is a good starting point for leaders and managers seeking to create a neuroinclusive culture. https://bit.ly/49WPukj #neuroinclusive #neurodiversity #neuroinclusion

Influencing change in the workplace happens when there's more meaning involved. But what makes work meaningful in the first place? Some helpful ideas below for those seeking to inspire a sense of purpose in themselves or their org! https://lnkd.in/gQRyimiv

Companies that have made neurodiversity a focus of their DEI efforts have seen increased engagement, performance and profits. And according to experts at Korn Ferry, fully embracing neurodiversity isn't merely a stride toward a more inclusive future; it represents a significant shift toward a workplace where a variety of minds come together to collaborate and propel success. Through implementing a comprehensive approach to support neurodiverse employees, businesses can establish an environment where every person can flourish—laying the foundation for a future where diversity and innovation are inseparable partners. Click here to learn more: https://bit.ly/49viu27 #Neurodiversity #DEI #DEIB #Engagement #EmployeeWellbeing #KornFerry #Diversity

Only 25% of organisations have a formal neurodiversity strategy. This powerful stat from the 2024 CIPD Neurodiversity Report is a stark reminder that we still have a long way to go in creating truly inclusive workplaces. For many neurodivergent individuals, the workplace can feel overwhelming—a space where traditional structures don't always make room for different ways of thinking, communicating, or working. Imagine the frustration of not being understood, or the stress of working in environments that weren’t built with your strengths in mind. That's the reality for so many talented individuals whose potential remains untapped. But getting it right doesn’t have to be hard—it starts with understanding: ✅ Open communication about needs and strengths ✅ Adjustments to the way work is structured and measured ✅ Training for leadership and teams to better support neurodivergent colleagues It’s not just about “being inclusive.” It’s about creating a workplace where everyone can thrive, no matter how their brain works. If you’re not sure where to begin with neurodiversity support, that’s okay. Many organisations struggle with the “how,” but starting the conversation is key. Discover how you can start building a more inclusive, supportive environment for all your employees 👉 https://lnkd.in/enFr5MvU #NeuroBridge #EmbraceInclusivity #Neurodiversity #DEI #HumanResources

Addressing micro-inequities is often the hardest part of creating a diverse, inclusive and equitable workplace. It’s an important and necessary step though as otherwise it’s a barrier to your success #leadershipdevelopment #rolemodel #deib

Incredible insights on the power of difference and the crucial role of Employee Resource Groups (ERGs) in nurturing neurodiversity in the workplace! Sarah Harnett and the team at Greenhouse Software are setting a remarkable example of how embracing neurodiversity drives innovation and fosters inclusive cultures. Too often, the unique strengths of neurodivergent individuals are overlooked, but Sarah highlights how ERGs can break down stigmas, raise awareness, and create environments where everyone feels valued. This approach not only enhances creativity and problem-solving but also builds competitive workplaces where talented people thrive. Hats off to Sarah and Greenhouse for leading the way in recognizing and celebrating neurodiversity. Let's continue to champion these efforts and unlock the immense potential within our teams. #InclusiveLeadership #Neurodiversity #EmployeeResourceGroups #ERG #WorkplaceInclusion #Leadership #PeopleManagement

Embracing Inclusion: Addressing Microaggressions to Foster a Thriving Workplace In today’s dynamic workplace, fostering a culture of inclusion is not just a goal but a necessity for success. Over the past few months, I had the privilege of conducting eight workshops for a leading financial organization, focusing on Diversity, Equity, and Inclusion (DEI) with a specific lens on microaggressions. These subtle, often unintentional, behaviors or comments can significantly impact the work environment and the well-being of employees. Understanding Microaggressions Microaggressions are everyday verbal, nonverbal, and environmental slights or insults, whether intentional or unintentional, that communicate hostile, derogatory, or negative messages to individuals based solely upon their marginalized group membership. These can manifest in various forms, including comments that undermine one’s abilities, exclusion from important conversations, or assumptions based on stereotypes. The Impact on the Workplace Microaggressions create an atmosphere of exclusion and can significantly affect the mental and emotional health of employees. They erode trust, reduce employee engagement, and hinder collaboration and innovation. For a financial organization that thrives on precision, trust, and teamwork, addressing these microaggressions is critical to maintaining a high-performance culture. Workshop Insights During the workshops, we delved into real-world scenarios and practical strategies to recognize, address, and prevent microaggressions. Here are some key takeaways: Awareness is Key: Understanding what constitutes a microaggression is the first step. We discussed various examples and encouraged participants to reflect on their own behaviors and biases. Active Listening: Encouraging active listening helps in understanding the experiences of others. It fosters empathy and opens up avenues for constructive dialogue. Inclusive Language: Using language that respects and includes all individuals is crucial. We practiced using inclusive language that avoids assumptions and stereotypes. Bystander Intervention: We discussed techniques for bystander intervention that are respectful and effective. Continuous Learning: DEI is not a one-time effort but an ongoing journey. We emphasized the importance of continuous learning and adaptation to foster an inclusive workplace. Moving Forward By cultivating a culture of respect and understanding, we can unlock the full potential of every employee, leading to greater innovation and success. Let’s commit to making our workplaces more inclusive, one action at a time. #Inclusion #Diversity #Equity #DEI #Microaggressions #WorkplaceCulture #Leadership #FinancialServices #ContinuousLearning I look forward to connecting with others who are passionate about fostering inclusive workplaces. Feel free to share your thoughts and experiences on this crucial topic. Together, we can make a difference

Embracing Neurodiversity in the Workplace 🌟 How inclusive is your workplace? Neurodiversity brings a unique perspective that can transform teams, drive innovation, and boost productivity. Yet, many workplaces remain unprepared to support and fully leverage the strengths of neurodiverse employees. In my article for The Maverick Paradox, I explore why companies should prioritise neurodiversity and learn practical ways to create an environment where everyone can thrive. From recognising varied communication styles to reshaping workflows, a neurodiverse-friendly workplace isn't just good ethics—it's smart business. Click here to read the full article: https://bit.ly/3UxwGD3 #Neurodiversity #Inclusion #WorkplaceCulture #Innovation #Leadership

"Now is the time to support your workplace and, in particular, support your people leaders and managers in having uncomfortable conversations and bringing teams together instead of letting them fall apart." Read the full article at the link below #DEI #diversity #equity #inclusion #DEItrends #DEIforcast #workplace