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 […]
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
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
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 is critical in organizations, and must take into account the fact that not all employees fit into a standard How not to do inclusive communication After seven years and eight months of working as a freelancer with a large international agency, 4,290 projects delivered, many compliments and thanks received (including from clients for
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