As Mental Health & Wellbeing Awareness week unfolds, it’s time to spotlight the pivotal role of corporate DEIB teams in championing this vital annual milestone.
Reflecting on my 36 years in the workforce (yes, I’m proudly showing my age!), I’ve witnessed an inspiring evolution in prioritising health and wellbeing in the workplace. The consensus is clear: a focus on mental health and wellbeing breeds a more positive and commercially productive workforce.
Still not convinced. Let’s dive in to some compelling statistics from MHFA England:
One in five UK workers reported feeling unable to manage stress and pressure in the workplace
Poor mental health accounts for more than half of all work related illnesses.
Around 51% of long-term sick leave is due to stress, depression or anxiety
Now, let’s look at the pivotal responsibility of corporate DEIB teams in fostering workplace health and wellbeing.
Integration & Alignment: At AMS, we have integrated our Health & Wellbeing team into our ERGs, aligning our efforts with our overall DEIB plans.
Psychological safety: Creating an environment of psychological safety is paramount, allowing everyone to show up authentically and reducing the burden of masking that fuels stress and anxiety.
Embracing Belonging: We’ve recently added “Belonging” to the name of our function in AMS. This enhanced focus on Belonging fosters a sense of connection to the business, nurturing a sense of wellbeing
Cultural Inclusivity: DEIB teams must spearhead the charge in cultivating an inclusive culture. Instances of exclusion or microaggressions demand swift action and remediation.
Celebrating Diversity: By curating a calendar of diverse cultural events, we cultivate a sense of belonging for underrepresented groups, nurturing their mental health and wellbeing.
What do you think? What best practice are you seeing in how other organisations are combining their DEIB and Health & Wellbeing efforts?
Neurodiversity acknowledges the natural variation in the human brain and the neurodiversity movement celebrates these differences between all individuals, together with the unique experiences of those who are neurodivergent and known to have some neurological functioning which is considered different from what is most typical. Within this realm, empaths, individuals highly attuned to the emotions of others, have a unique perspective to offer.
Empaths, with their heightened sensitivity and intuitive understanding of emotions, often find themselves navigating the professional landscape in distinctive ways. In this article, we’ll explore high levels of empathy in the workplace and offer some practical tips for empaths to thrive in their careers. Empaths, in particular, possess an acute sensitivity to the emotions of others, often experiencing them as if they were their own.
In the workplace, this heightened empathy can be both a blessing and a challenge. On one hand, it allows empaths to forge strong connections with colleagues, facilitate effective communication, and foster a supportive work environment. On the other hand, it can also make them more susceptible to emotional overload, burnout, and difficulty setting boundaries.
For empaths then, the workplace can sometimes feel like a minefield of emotions, overwhelming stimuli, and constant energy drains. From absorbing the stress of colleagues to navigating office politics, the daily grind can take a heavy toll on those who are more sensitive to emotions that are around them. But fear not, fellow empaths, for there are strategies and techniques to not only survive but thrive in the professional world without sacrificing your well-being. So, if you’ve ever felt like screaming, “I’m an empath, get me out of here!” this guide is for you.
Acknowledge Your Ability: The first step to thriving as an empath in the workplace is to acknowledge and embrace this sensitivity as a strength rather than a weakness. Recognize that your ability to empathize deeply with others is a valuable asset that can foster collaboration, communication, and emotional intelligence.
Set Boundaries: Empaths have a tendency to absorb the emotions of those around them, leading to emotional overload and burnout. Setting clear boundaries is crucial for protecting your energy and maintaining your well-being. Learn to say no when necessary, prioritize self-care, and establish limits on how much emotional labor you’re willing to take on.
Create a Safe Space: Designate a quiet corner or personal sanctuary in your workspace where you can retreat when you need a break from the chaos. Surround yourself with comforting objects, soothing colors, or calming music to create a sense of peace and tranquility amidst the hustle and bustle of the office.
Practice Grounding Techniques: Grounding techniques can help empaths stay rooted and centered in the present moment, reducing overwhelm and anxiety. Experiment with techniques such as deep breathing, visualization, mindfulness meditation, or spending time in nature to reconnect with yourself and recharge your energy.
Limit Exposure to Negative Influences: Toxic work environments, difficult colleagues, and draining interactions can take a significant toll on empaths. Identify sources of negativity in your workplace and take proactive steps to limit your exposure to them. Surround yourself with positive influences, supportive colleagues, and on uplifting experiences whenever possible.
Practice Self-Compassion: Empaths can be highly self-critical, holding themselves to impossibly high standards and internalizing the emotions of others. Practice self-compassion by treating yourself with the same kindness and understanding that you would offer to a friend. Remember that it’s okay to prioritize your own needs and well-being.
Seek Support: Don’t be afraid to reach out for support from trusted friends, family members, or colleagues who understand and appreciate your sensitivity. Having a supportive network can provide validation, encouragement, and perspective when you’re feeling overwhelmed or discouraged.
Navigating the workplace as an empath can be challenging, but it’s not impossible. By acknowledging your ability, setting boundaries, creating a safe space, practicing grounding techniques, limiting exposure to negativity, practicing self-compassion, and seeking support, you can cultivate resilience, maintain your well-being, and thrive in your professional life. So the next time you feel like screaming, “I’m an empath, get me out of here!” remember that you have the power to create a work environment that recognizes and supports your unique gifts.
The first step to thriving as an empath in the workplace is to acknowledge and embrace this ability as a strength rather than a weakness.
In a disconnected world, it’s great when the stars align. Serendipity is hugely underrated.
For many years, I have been a passionate advocate of mental health and speak about it whenever I have the chance. We all have mental health: it’s not just about struggling, about diagnosed conditions (although I could write you a list), about plans and strategies. It’s a shifting state for us, for all of us, and just happens to be a hot topic in the workplace today. My life – at work and at home – is that of a willing guinea pig in mood lifting, self-examination and experiments. If it’s not illegal, I’ll give it a go. It’s messy and it works – for me at least – but I have often missed a North Star for direction and purpose. That is until I got lucky.
Last week was Diversity Week at AMS and I was fortune – no, privileged – to attend a session with John Amaechi ((6) John Amaechi OBE | LinkedIn). I didn’t know of John a week ago, but I feel lucky that I know him now. His articulate, authentic and relatable approach to helping people ‘recognize their souls in the dark’ resonated hard and since that session I have been devouring his content via any medium I can access. Thank you, John, it was, and you are fantastic.
He stands for so much more, but a regular theme that comes to the surface again and again in his work is kindness. I’m no David Goggins but I had often felt this to be a little light, a little loose in definition and as someone prone to many less charitable characteristics, considered it at best to be my way of paying off my personality debt.
But it seems that is exactly the point. Kindness is a state of mind we can cultivate with mutual benefit. We give and we receive, and, in the process, we create a positive feedback loop that is good for the soul of the one and the many. We can all be kind and need to extend to ourselves as much as we do to others – it’s not cheating, it is a critical tool in enhancing engagement, performance, and peace of mind. And it’s completely free.
No one is asking or requiring sainthood, nor a huge investment in time. Check in on a colleague; throw a ball for your dog; put down your phone and ask a child what they’d like to do; make an extra coffee when you are in the office; cook dinner unasked. These micro moments really matter and, on an organizational level, help to create a culture of belonging and inclusiveness more effective than any enforced training session or corporate dictate. It’s not a weakness to show empathy, it is strength, and it is empowering. Deep down I have sensed this for many years but now, thanks to the serendipity of a Friday Teams call, I feel that my kindness can have a purpose and yours can too.
Don’t stop the meditating, the journaling, the healthy eating, or whatever lifts your mood, just be kind to yourself in the process. Your family and your colleagues will thank you for it. And just try to take a breath when your instinct is to judge or complain and offer support instead: it’s not easy and you will fail more than you succeed but you will reap the benefits.
So as my dad used to say: be lucky. And thanks again John, may you stay lucky too.
While some individuals may find strengths in their neurodivergent traits, I was reminded by colleagues this week about the importance of recognizing that not everyone experiences their neurodivergence as a superpower, particularly in the context of work.
It is well publicized that organizations who have diverse teams and who demonstrate inclusivity are benefiting from greater levels of innovation, as well as better productivity and performance. Understanding more about the challenges that could be faced by those who are neurodivergent in your workplace is important when considering inclusive practices and leadership.
Here are some reasons to consider why being neurodivergent might not be perceived as a superpower at work.
Social and Communication Challenges: Many neurodivergent individuals, such as those with autism spectrum disorder (ASD) or ADHD, may face difficulties in social interactions and communication. In a workplace that heavily relies on teamwork, networking, and where communication is not always clear, these challenges can hinder performance and integration.
Sensory Overload: Sensory sensitivities are common among neurodivergent individuals. Bright lights, loud noises, or even certain textures can be overwhelming and distracting in a work environment, making it difficult to focus and perform tasks efficiently.
Executive Functioning Issues: Neurodivergent individuals may struggle with executive functioning skills, such as organization, time management, and task prioritization. These challenges can be managed but can they lead to misunderstandings or conflicts with colleagues and supervisors, when it is not possible for them to be openly discussed and accommodated.
Rigid Thinking Patterns: Some neurodivergent individuals may exhibit rigid thinking patterns or difficulty adapting to change and a preference for routine. In a dynamic work environment that requires flexibility and adaptability, misunderstanding about how to work with this apparent inflexibility can pose significant challenges.
Stigma and Misunderstanding: Despite efforts to promote diversity and inclusion, there is still stigma and misunderstanding surrounding neurodiversity in many workplaces. Neurodivergent individuals may face discrimination, microaggressions, or lack of accommodation, which can negatively impact their performance and well-being.
Mismatch between Skills and Job Demands: While neurodivergent individuals will excel in certain tasks or areas of expertise, they may struggle in environments that do not align with their strengths. In the case where a job requires extensive social interaction, for example, it may not be conducive to the strengths of someone who is neurodivergent, especially without an understanding of the need the individual will have for breaks from this effort.
Lack of Support and Resources: Many workplaces lack adequate support and resources for neurodivergent individuals. Without appropriate accommodations, such as flexible work schedules, quiet spaces, or assistive technologies, neurodivergent employees may struggle to reach their full potential.
It’s essential to recognize that neurodiversity encompasses a wide range of experiences and abilities, and what works well for one person may not work for another. While many individuals will indeed find strengths in their neurodivergent traits, it’s crucial for organizations and teams to acknowledge the challenges that many neurodivergent individuals face in the workplace.
Building a more inclusive and accommodating work environment requires understanding. Whilst pity and ableism are unhelpful in the context of discussing neurodiversity, empathy and proactive efforts to support employees, regardless of their neurodivergent status are critical.
Greater understanding and education of teams will help to ensure that challenges do not become barriers and that ultimately individual team members can fulfill their potential.
When speaking to clients over the last several months, one of the common themes has been “the market is going to turn soon, will people stay at my company?” It’s an important question, and a prime reason why our team is focusing on Talent, not just TA. Employees are tired and burned out from taking on more responsibility as colleagues are laid off; negotiating with employers over WFH vs remote work; figuring out how to use an influx of new technology seemingly every single day. Those clients that are focused on reskilling, internal mobility and employee engagement, will have the best retention success.
As a leader of people, creating a partnership with your HR organization and focusing on Talent not just talent acquisition, will help your business. Take time to understand how your employees want to grow. Understand what opportunities are available in other parts of the business and what skills are needed for the future success of your company. Encourage your employees to network internal and learn ways to add new value to the organization. Taking the time to hone your skills as a manager, will be a good return on investment for your people.
As the job market has cooled and companies are cutting costs, overworked and underserved employees can start to feel disconnected from the company’s mission or don’t see internal career growth on the horizon.
edge://newtab/
The days when a manager could succeed by a weekly team meeting and counting employee output have long passed. We now live in a world where employees are encouraged to bring their whole selves to work and to integrate personal life into business life. As a result, we get to know each other better, we care for each other more and our work benefits from both. This change also means that topics once hidden under dark of night, are now discussed between manager and employee.
This Harvard Business Review article makes a strong case for companies to proactively support employees experiencing menopause. By employers getting ahead of health conditions, including menopause, the employee base feels supported, knows where to go for resources and is able to stay healthier and therefore more productive.
So the answer? Yes, you can talk about menopause at work, and as a leader you should learn how to create a successful conversation.
When the workforce has improved physical and mental health, everyone wins.
edge://newtab/
Being Disabled always felt like a dirty, shameful thing.
Something to hide, something to cover up, something to deny.
“I have bad eyesight,” “I forgot my glasses,” “I need glasses.” I used to use these as ways to cover up the fact I was struggling. But yet, they don’t go far enough. Bad eyesight didn’t come close to my medical diagnosis or the significant challenges I experienced. I am Registered Blind. Glasses will never help. But I felt safer saying these rather than share that I was Disabled.
Society is conditioned to view Disability as one set thing. A wheelchair user. You need only look at bathroom signs, parking bay signs, even bumper stickers—Disability is represented by a wheelchair user. The saddest part about this conditioning is even as Disabled People, we too can feel we aren’t Disabled enough, we don’t look Disabled enough, or that our lived experience isn’t as important.
We don’t teach people that Disability is diverse. We don’t teach people about ableism. And so, we are not aware that thinking Disability is a physical thing is ableist thinking.
But what is Ableism?
In its simplest form, Ableism is the mistreatment of Disabled People. It stems from the power imbalance Disabled People experience in society. It is hurtful, outdated, exclusionary language. It is bias, behaviors, beliefs, and stereotypes that perpetuate harm or negatively impact Disabled People. It is the inaccessible design of buildings, transport, workplaces, websites, products, and services. It is the unequal access to healthcare, education, employment, development, and opportunity. Ableism is systematic, and we have, or all will be ableist at some point in our lives. How can we undo if we are not unlearning?
Ableism impacts Disabled People, and it can lead to a person fostering internalized Ableism. Internalized Ableism stems from the systemic Ableism of society. When a Disabled person begins to believe the Ableism they are experiencing, when they begin to feel like a burden, a problem, or less than. When they begin to believe that being Disabled is a negative thing. The psychological trauma and social isolation of internalized Ableism impacts a person’s mental health, their sense of worth, and their identity.
I spent my life navigating a society that wasn’t designed for me. I struggled in education, labeled as “special” and was made to feel like a problem that needed to be solved.
I applied for job after job being ghosted or rejected or overlooked because of asking for an adjustment/accommodation. I had more short employment stints than I did hot dinner in my 20s. I couldn’t engage, participate, or interact with the world the way my non-Disabled peers could; I felt alone. These experiences did not just make me feel like a failure; they allowed my internalized Ableism to consume my life.
Why am I telling you this?
December 3rd marks International Day of Persons with Disabilities, a day to learn and support the rights of Disabled People, but for me, it is also a day to center Disabled voices and learn more about the diversity of Disability and to unlearn the systemic Ableism of our society.
I challenge you this year to go further than you have before. Attend some of the incredible panel discussions we have lined up, check out the Disability and Neurodiversity Ignite playlist, read a book, follow a new Disabled Content Creator online, learn about the diversity of Disability and how to be a true ally, because to be an ally to the Disabled community means unlearning Ableism.
If we are going to create a more inclusive society for Disabled People, it starts with removing Ableism from our language, behaviors, beliefs, and our design.
After all, anyone can become Disabled at any given time. In fact, 80% of people acquired Disability later in life as opposed to the 20% born with it. Disability is part of the human experience, so why wouldn’t we want society to be inclusive and free of Ableism?
15% of the world’s population lives with some form of disability. Each of these individuals has the potential to brings unique talents to an organisation.
I was reading today about the brilliant Standing Ovation movement aid – a workplace modification design that has enabled an individual with 80% disability in his lower limbs to be an active participant in the workforce.
This got me thinking about the important role that Talent Acquisition plays in opening doors for disabled candidates.
We have the opportunity to advocate for candidates who might not be considered by a hiring manager, we have the opportunity to investigate workplace modifications that might enable us to bring great talent to an organisation, and importantly, we have the opportunity to make a candidate feel engaged, empowered and treated with respect through a recruitment process.
Often reliant on proactive individuals, these opportunities need to be systemised by design, running through process, policy, people and technology interventions in the hiring process.
If this topic is of interest, please also watch this great webinar that AMS hosted as part of our DEI Knowledge Exchange where our panel of experts discussed their own experiences as well as how leaders can understand and support all dimensions of disabilities in the workplace.
“Accessibility allows us to tap into everyone’s potential.” – Debra Ruh
The month of October has acknowledged a number of milestones moments with UK Black History Month, World Mental Health Day, World Menopause Day and National Parents Week. We also acknowledged National Domestic Abuse Awareness Month in October which could possibly be seen as unusual to observe in a professional setting. However, it’s something that we need to raise further awareness of given the impact employment can have for Domestic Abuse Survivors.
At AMS, we have partnered with EIDA, Employers Initiative on Domestic Abuse, which brings together a network of employers to build awareness, share best practice and champion change to take effective action on Domestic Abuse in the UK.
The below article in the Guardian highlights why employers need to take action, and unavoidable stats include:
56% of employees said that domestic abuse led to absenteeism
54% said that it caused the quality of their work to suffer
£66billion is the economic cost of domestic abuses in England & Wales in 2016/17
1 in 4 women and 1 in 7 men will experience domestic abuse in their lifetime
This month, AMS & EIDA delivered a joint session to nearly 190 UK&I colleagues to raise awareness of Domestic Abuse, spot signs and support colleagues. We have built a Domestic Abuse Resource hub and hope to continue the momentum from the initiatives this month, prioritising wellbeing and offering a safe and supportive environment that won’t tolerate domestic abuse in any form.
Not long ago, the idea that domestic abuse could be talked about in the workplace would have seemed incongruous, even shocking.
In the ever-evolving landscape of the modern workplace, the recognition and accommodation of neurodiversity have gained momentum. Neurodiversity acknowledges that neurological differences are a natural part of human diversity, and it champions the idea that individuals with conditions like autism, ADHD, dyslexia, and more bring unique strengths to the table. One interesting field at the intersection of neuroscience and workplace design, known as neuroergonomics, is playing a pivotal role in promoting neurodiversity considerations in the workplace. By tailoring work environments and practices to better suit the cognitive and sensory needs of neurodivergent individuals, neuroergonomics is fostering a more inclusive and productive workforce.
Neuroergonomics, as a scientific discipline, explores the interface between human cognition, sensory perception, and the physical work environment. It seeks to understand how the design of workspaces, tools, and processes can influence an individual’s cognitive performance and overall well-being. This emerging field takes into account a broad spectrum of cognitive abilities, sensory preferences, and neurodiversity characteristics, thereby contributing to an inclusive and supportive work environment.
In recent years, there has been a perceptible shift in the way organizations perceive and accommodate neurodiversity. Increasingly, companies are recognizing the benefits of a diverse workforce that includes individuals with neurological differences. These individuals often bring unique talents to their roles.
However, supporting neurodiverse workplaces requires more than just recognizing its potential advantages. It involves creating an environment where neurodivergent employees can thrive, and this is where neuroergonomics comes into play.
Neuroergonomics is fundamentally concerned with creating environments that are conducive to optimal cognitive performance. It is particularly relevant in accommodating the sensory and cognitive preferences of neurodivergent individuals. Here are some key considerations:
Sensory-Friendly Workspaces: Neurodivergent individuals may have heightened sensitivities to sensory stimuli. A neuroergonomic approach involves designing workspaces that consider lighting, noise levels, and the layout of the workspace to minimize distractions and sensory overload.
Personalized Workstations: Customizable workstations allow employees to tailor their immediate environment to suit their needs. For example, adjustable desks and chairs, as well as noise-canceling headphones, can help individuals create a workspace that enhances their productivity.
Clear Communication: Visual aids and clear communication strategies can be implemented to help employees better understand tasks, schedules, and expectations.
Structured Work Processes: Providing clear instructions and structuring work processes can help individuals stay organized and focused.
Flexibility and Inclusivity: Accommodating flexible work hours, remote work options, and allowing for alternative communication methods can benefit employees who may have different preferences or challenges.
Mentoring and Support Networks: Encouraging mentorship and support networks within the workplace can help individuals adapt and thrive.
The incorporation of neuroergonomics principles into the workplace has the potential to yield a myriad of benefits, including improved productivity, enhanced wellbeing, innovation, talent attraction & retention, and compliance with legal and ethical standards.
The rise of neuroergonomics represents a significant step forward in supporting neurodiversity in the workplace. By recognizing the unique cognitive and sensory characteristics of neurodiverse individuals and tailoring work environments to accommodate their needs, organizations can unlock the potential of all their employees. A neurodivergent-friendly workplace not only promotes inclusion but also leads to increased productivity, innovation, and employee well-being. As neuroergonomics continues to develop and gain recognition, it offers a promising avenue for creating a more diverse and equitable workforce.
Neuroergonomics, as a scientific discipline, explores the interface between human cognition, sensory perception, and the physical work environment.
