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The Art of Making Good Mistakes: Why Failure is Your Company’s Best Asset

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Companies that fear mistakes stop innovating. From penicillin to Post-its, breakthrough innovations emerged from errors. Shifting from blame culture to learning culture enables psychological safety, faster adaptation, and real growth. In complex business environments, mistakes aren’t failures—they’re strategic data for continuous improvement and competitive advantage. We live in a performance-obsessed society. From our earliest years […]

Inclusive communication, Workplace

The myth of “Culture Fit”: How searching for similarities can actually get in the way of true diversity

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Hiring for “culture fit” perpetuates homophily, excluding diverse talent through the flawed “beer test.” This unconscious bias harms minorities and creates groupthink. Rather embrace “Culture Add”: seeking differences that drive innovation, not similarity that breeds stagnation. Picture this scenario. You’ve made it to the end of a pretty long selection process. The candidate has an

Inclusive communication, Neurodivergency, Workplace

Designing change: a workplace that respects people with autism

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Workplace changes like restructuring or menu updates can destabilize employees with autism who depend on predictable environments. Authentic DEI requires “designing change” through advance communication, visual aids, fixed workstation options, sensory refuges, and predictable menus. These universal design principles reduce anxiety and improve concentration for all employees, demonstrating that genuine inclusion is built into physical

Inclusive communication, Neurodivergency, Workplace

Beyond well-being: what is psychological safety and why is it essential for inclusion?

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Psychological safety—the shared belief that team members can take interpersonal risks without fear of negative consequences—is essential for genuine inclusion beyond diversity statistics. Unlike superficial wellness initiatives, it creates structural trust enabling employees to contribute authentically, take risks, and perform optimally. Organizations must shift responsibility from individual resilience to building psychologically secure work systems through

Inclusive communication, Neurodivergency, Workplace

Crystal ceilings and mirror mazes

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Is climbing the corporate ladder really a straight shot, or a maze of invisible walls? From unconscious bias and the “double bind” to the unpaid “office housework” tax, crystal-ceiling barriers disproportionately stall women, people of color, LGBTQ+ colleagues and those with disabilities. Intersectionality multiplies these obstacles, creating unique challenges for every identity.Real change means moving

Inclusive communication, Neurodivergency, Workplace

Corporate communication and inclusive language: the unspoken rules and neurodivergent people

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Effective corporate communication often relies on unspoken rules and implicit social cues that can create significant barriers for neurodivergent people. This article decodes these hidden norms, providing a clear and practical guide to making workplace interactions more inclusive. I translated implicit expectations into explicit communication rules, offering actionable strategies for managers and colleagues to support

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