June marks Pride Month for the U.K., U.S. and Australia. And yet, despite progress and increased public support for LGBTQ+ equality in recent times, many people who belong to the community are still discriminated against, in the workplace and outside of it.

In fact, according to data collected by the Human Rights Campaign Foundation, 46 percent of people are still closeted at work. Some of the main reasons for this are fear of being stereotyped (38 percent), worries over making others feel uncomfortable (36 percent), and concerns about losing friends (31 percent).

In many territories across the world, being or behaving in a way that implies you're LGBTQ+ can still have severe consequences. In fact, 71 countries still criminalize same-sex relationships, with eight countries even using the death penalty as a punishment. And in more than half of the world, LGBTQ+ people are not protected from discrimination by workplace law.

LGBTQ+ Equality and the Workplace

One of the few spaces that can have real impact in improving LGBTQ+ equality is the workplace. And unsurprisingly, being an LGBTQ+ inclusive employer is great for business too. It "positively impacts recruitment, retention, engagement and, overall, total revenue" according to the Human Rights Campaign Foundation. But it takes effort – and it's not only up to LGBTQ+ colleagues to change the workplace culture. It's up to the rest of us, too.

Often – far too often – we tend to tell ourselves, "What can I do?" or, "It's none of my business." We might think we're too ignorant or out of the loop to really understand the things that impact our LGBTQ+ colleagues. We might be worried that we'll make a mistake and cause offense, without intending to. We might even think that the war for equality has been won, now that same-sex marriage is legal (in some territories), and other rights activists are openly doing more to achieve equality in legislation.

But allies to the community are key to long-term transformation. This is particularly the case in workplaces, where co-workers and supervisors can use their influence to change mindsets, call out negative stereotyping and discrimination, and celebrate the uniqueness and diversity of colleagues.

Being an Ally to LGBTQ+ Colleagues

You don't have to be a member of the LGBTQ+ community to support it. It's not even difficult to do. It takes respect, and the ability to listen (properly listen without interrupting) and learn.

So, if you want to show your support but aren't sure how to do it, here are a few things you can do to become a true ally to your LGBTQ+ colleagues:

1. Learn About LGBTQ+ Life

Pride Month is a great opportunity to learn! So why not take some time to discover the story behind how Pride started? Or learn more about some of the key figures who changed the course of LGBTQ+ history?

Brush up on terms, too. We use the term LGBTQ+ frequently, but do you actually know what it stands for? LGBTQ+ is an initialism for Lesbian, Gay, Bisexual, Transgender, and Queer, while the "plus" includes other sexualities and identities, such as pansexual, intersex and asexual. While the term is relatively new, remember that LGBTQ+ people have always existed – from way before this term became popular!

Over the years, Pride has become much more diverse to encompass many different sexualities and identities, some of which are still not fully understood. This can at times feel confusing (there's a lot to learn!). To help out, we've produced a handy infographic that includes some of the different Pride flags and what they represent:

It's also important to remember that the LGBTQ+ community itself differs in opinions and beliefs, sometimes widely and strongly. Be open and respectful to these varied opinions. As long as they're not hurtful or abusive, they can tell you a lot about the unique perspectives of the LGBTQ+ community and the issues facing it.

2. Avoid Assumptions

Unless a colleague specifically mentions their sexual orientation, it's unprofessional and inconsiderate to make assumptions. After all, you may be wrong. There's no way of knowing whether someone is LGBTQ+ without asking them. Assuming that you have "gaydar" can actually perpetuate harmful stereotypes.

Even if you know that one of your colleagues is LGBTQ+, it's important to let them decide if and when they want to let others know. They may be very private. Keep in mind that they need to make this decision repeatedly – whenever they start a new job or meet new people.

Avoid putting your LGBTQ+ colleagues in the uncomfortable position of speaking for the whole group. Just because your colleague is transgender doesn't mean that they want to talk about transgender issues all the time, or that they're some kind of spokesperson for the transgender community.

3. Use Inclusive Language

Use language that recognizes that people have diverse lifestyles, relationships and families. For example, instead of asking about someone's "husband" or "wife," you could ask about their "partner." Or instead of "mom" and "dad," say "parent."

If you still aren't sure what terms you should be using, ask! This is a sign of respect and an easy way to demonstrate your support for LGBTQ+ colleagues.

No matter how well-intentioned you are, chances are you've used gendered words in the workplace. But using non-inclusive words regularly can have a negative impact on people who already feel that they don't fit in to what's perceived to be the "norm."

Just think about the following phrases:

• guys and gals.
• ladies and gentlemen.
• brothers and sisters.
• sir/madam.
• he/she.

The above are gender assumptive. They only recognize two main genders, but the truth is that some people don't belong to either. They might be gender fluid or non-binary. So try using more inclusive language instead, such as:

• friends and colleagues.
• esteemed guests.
• they/them.
• everyone.

4. Be Respectful of Pronouns

The pronouns that we use (he or she or they) are tied intrinsically to our identity. So it's important that we get these right – particularly when it comes to our colleagues.

Some people may be trans; others may be gender neutral. And yet, far too often people assume pronouns for other people. Often this is reflexive, but getting it wrong can cause people upset (even if it's unintentional). So, if you're unsure, ask someone, "What's your personal pronoun?" This is an open, low-pressure question that allows someone who's in the process of transitioning or has already transitioned to affirm their identity.

You can also do your bit by updating your own pronouns in visible spaces – for example, on social media profiles, or on internal communication platforms, via your IM profile and email signature. Doing this supports trans and non-binary people by normalizing gender identity and expression.

5. Tackle Discrimination and Harassment

Intolerance in the workplace can take the form of overt abuse or microaggressions. Obviously, overt abuse and harassment have no place in the workplace, and a zero-tolerance approach should be taken.

Pinpointing and dealing with microaggressions can be more tricky. According to professor of psychology Dr Kevin L. Nadal, microaggressions are "commonplace verbal, behavioral, or environmental actions that communicate hostility toward oppressed or targeted groups."

They might seem like small things; but, over time, they can have a serious impact on a person's physical and mental wellbeing. Furthermore, ignoring them can serve to perpetuate inequality and undermine inclusion.

Common examples of microaggressions are things like, "You don't look gay," or, "How did you turn gay?" They can also include misgendering, tokenization, failure to acknowledge LGBTQ+ relationships, or exclusion from social groups.

When perpetrators are called out on their behavior, they might qualify it with things like, "You're being oversensitive," or, "I was just joking." This can make it tricky to tackle this kind of behavior. Dr Nadal suggests victims or witnesses ask themselves five questions to help them decide how to respond:

• If I respond, could my physical safety be in danger?
• If I respond, will the person become defensive, and will this lead to an argument?
• If I respond, how will this affect my relationship with this person?
• If I don't respond, will I regret not saying something?
• If I don't respond, does that convey that I accept the behavior or statement?

If you do decide to take action, respond assertively rather than aggressively. Calmly talk to the person about how their words and behavior have affected you. Use "I" statements such as, "I think what you just said was very hurtful," instead of attacking statements like, "You're homophobic," which will likely cause the person to become defensive.

Finally, seek support! If you feel that microaggressions are constant and persistent, even when you've done your best to address them, you may need to make a formal complaint to HR. Also, talk to your allies – people who you know to be trustworthy and who will listen to you without judgment. Share with them the emotional impact of the situation and how it's affected you. This can be crucial in allowing you to work through negative feelings that the microaggression has caused, such as low self-confidence or self-worth, anger, and even depression.

Do you know of more ways we can support our LGBTQ+ co-workers? What do you expect from a good ally? You might be interested in the following resources:

Diversity at Work Video
Mutual Respect
Toxic: A Guide to Rebuilding Respect and Tolerance in a Hostile Workplace
The Diversity Bonus: How Great Teams Pay Off in the Knowledge Economy
Understanding the Bystander Effect

About the Author:

Lucy has over 10 years’ experience writing, editing and commissioning content. She has a keen interest in supporting inclusion and diversity, and chairs Mind Tools' neurodiversity panel. Lucy also heads up Mind Tools’ video learning series, and particularly enjoys exploring and experimenting with new video formats. When she’s not producing fantastic new learning content, she can be found enjoying nature with her two kids and delving into the latest book on her very long reading list!

The post 5 Ways to Support Your LGBTQ+ Colleagues appeared first on Mind Tools.

Anti-racism is about more than just being non-racist. It's about actively combating racism. This can seem daunting, but there are lots of things you can do. Here, we explore some strategies to help you actively fight racism.

Avoid Performative Allyship

Have you ever seen a viral video of someone doing something superficially generous for a homeless person? Or maybe you've seen a sad LinkedIn post from a manager, upset because they've had to let some of their workforce go? You've almost certainly seen people change their social media profile pictures or post supportive messages to causes they believe in, like posting a black square in 2020.

These could all be considered examples of performative allyship, where support for someone or something is "performed," rather than being something actually helpful. And while these actions sometimes do help the marginalized person or community, the main purpose is to make the ally look or feel good.

Author Nova Reid highlights why not all acts of allyship are authentic. She says, "There's an impulsive desire to fix, to be the hero of the story, to swoop in and rescue and, for some, it also comes from a place of superiority and/or a desire to be forgiven."

So if you're thinking of all the ways you can demonstrate good allyship for social media likes, think again. Being anti-racist is not a TikTok trend. Instead, in Nova's words, "A good ally is a person who advocates and works alongside the Black community, who uplifts communities for a shared common goal."

RESIST Racism

The "RESIST method" highlights steps that you can take to play your part. Its creator, Claudia Crawley, a Black career coach and anti-racist consultant, explains how to apply it:

"Recognize. Racism exists. Recognizing and acknowledging this is the first step in the anti-racist fight.
Educate. Educate yourself. There are lots of books, videos and articles out there to get you going and keep you busy learning. Then, educate others – family, friends, and co-workers.  
Support. Amplify Black and Brown voices where you can, and support other allies, too. Remember that you too need support. So get support for yourself from fellow allies. It’s a tough struggle and it’s impossible to take it on alone without support. 
Interrupt. If you see racist behavior, interrupt it! Interrupt your own behavior too if you're called out for expressing unconscious bias, prejudice or microaggressions. This means accepting when you screw up, apologizing and seeking to learn from the experience. 
Spot. Look around and notice who is in your workplace. At what levels are they based? Is the entirety of your leadership team White? Speak out if it's not right! 
Talk. Have discussions with your friends, family and co-workers about racism. Normalize talks about racism and anti-racism in the workplace Talk to organizations that are doing things well and learn from them. Talk to your children too and take the taboo out of racism as a topic. Get comfortable with being uncomfortable!"

How to Interrupt Racism

Racism doesn't always look like a violent attack. Often, it comes in the form of everyday microaggressions.

Failing to bother to learn how to pronounce someone's name, comparing two Black people that look nothing alike, or touching a Black person's hair are all common examples. Individually, they may not seem like a big deal, but over time they wear a person down – like drip torture. So it's important that we do all we can to stop and correct this behavior whenever we see it.

It can be nerve-wracking to interrupt microaggressions, but there are ways you can help to safely defuse the situation.

In many cases, the person committing a microaggression may not be aware that they're causing harm. It's important to approach gently and with an open mind. Attempting to reproach them could only make things worse if they become defensive.

To keep everyone safe, respond to the situation calmly – don't try to scold or fight off the aggressor. Instead, engage the victim. Talk to them and ignore the attacker. Continue the conversation until the attacker gives up and leaves. Then, check that the victim is OK and offer to escort them to a safe space. 

Get Your Workplace Involved!

Dismantling racism needs to be treated like any other strategic imperative or transformational change.

“Businesses are run on this fundamental formula: define your strategy, set specific goals with clear accountabilities, and then tie rewards to successful outcomes. Creating a racially equitable culture is no different,” say Margaret H. Greenberg and Gina Greenlee, coauthors of "The Business of Race: How to Create and Sustain an Anti-racist Workplace AND Why It’s Actually Good for Business."

Margaret H. Greenberg, who identifies as White, and Gina Greenlee, who identifies as Black, interviewed more than two-dozen leaders from a wide range of industries, roles, races, and ethnicities for The Business of Race. The need for a strategy that is core to the business was stressed again and again. “This is not an HR initiative or a check-off-the-box exercise,” say Greenberg and Greenlee. “No matter your company size, no matter if you have dedicated DEI professionals, no matter your industry – you need a strategy.”

Managers and leaders play a key role in tackling institutional racism. Here are a few suggestions for how to make a positive change in your organization and start building your strategy:

• Don’t just be a mentor, be a sponsor. (“Sponsorship is different from mentorship,” say Greenberg and Greenlee. “The sponsor actively advocates for the employee of color and seeks out growth and advancement opportunities for them. Rather than pair by age or gender as mentorships are often structured, sponsorships pair senior executives, who are still most often White, with BIPOC employees whom they want to develop into more senior leadership roles.”)
• Ensure that all images and language used in job ads and collateral material are inclusive. And rather than hiring for "cultural fit," create diverse recruitment panels and consider "blind" interviews.
• Review your suppliers. How are they diverse?
• Be involved at diversity and inclusion events.
• Provide transparency around any racial and ethnicity pay gaps, and how you will address these.
• Set up sponsorship and/or mentoring, or employee resource groups for underrepresented people.
• Respond to allegations of racism promptly and seriously.
• Ask an inclusion expert for advice if you don't have enough internal expertise.

By combining learning and action, we can come together to make positive change. Learn more in our Racism in the Workplace blogs: Our First Conversation and No Laughing Matter. 

Have an Open Mind, But Pick Your Battles

I spoke to Katrina Bath, Junior User Researcher at Emerald Group, and she was willing to share her feelings on the subject. Katrina said, "From personal experience, I've found that denying someone their opinion usually escalates the disagreement, so I think we need to be able to hear those people out.

"Be mindful that everyone still has a right to an opinion. Change and eradicating century-old mindsets take time. And make sure that you're respectful even if the other person isn't. We don't need to sink to anyone's lower level."

However, sometimes you have to know when to walk away. Try as you might, there will always be some people who refuse to accept that their behavior is offensive or damaging.

Katrina has experienced this too, adding, "I often find that people on the receiving end of racism are the ones who have to be more tolerant of unreasonable views, but why should we have to just stand there and listen? I recently experienced a similar situation and I found it very upsetting and tiring as not everyone is open to being educated.

"Sometimes, facing heated situations with determination to correct the other person might have the opposite effect, which could result in a dangerous situation," Katrina warns. "In these instances, it's more important to put your own safety first."

"Not everyone is going to change their mindset. That's a loss for us, but it's inevitable. Instead, we should focus on getting through to the people who do want to listen. If the majority of people understand that racism is wrong then the minority of people who are racist won't have a platform or opportunities to harass people."

What strategies has your workplace implemented to combat institutional racism? What are you doing to be an anti-racist ally? Tell us in the comments below!

With thanks to Claudia Crawley for permission to use the RESIST method, and for kindly reviewing this blog. And thanks to Margaret H. Greenberg and Gina Greenlee, for sharing their insights and also reviewing this blog.

The post How to Be a (Real) Anti-Racist Ally appeared first on Mind Tools.

While the answers given may highlight some uncomfortable truths, it's important to know if people are supported to be themselves, and whether opportunities to contribute and develop are truly open to all.

What Is "Inclusive Inclusivity?"

Being inclusive allows everyone to feel valued and accepted without having to conform to a particular organizational norm. Inclusive organizations support their staff to do their best work, regardless of background, circumstance or culture.

And importantly, inclusion is about valuing difference, rather than merely tolerating it. It's about creating a positive environment where everyone can contribute.

In preparing for the upcoming #MTtalk Twitter chat, Community Manager Yolande Conradie coined the phrase "inclusive inclusivity" to capture the idea that, to be truly inclusive, we must make sure that we're inclusive of absolutely everyone, regardless of culture, circumstance or background.

The term comes from the observation that, sometimes, well-intentioned efforts to include particular groups or individuals can inadvertently exclude others.

Adopting an Inclusive Mindset

In order to achieve true inclusivity, we first have to adopt an inclusive mindset. When we detect an imbalance in the workforce, it may be tempting to adopt strategies that will tip the scales back.

However, not only could this approach unintentionally alienate other team members, but even the very groups we're aiming to support may feel patronized.

Instead of surface-level fixes, we need to get to the root of the issue and embed inclusivity into organizational values and behaviors.

Inclusivity In Action

How Inclusive Are Your Events?

U.S.-based Mind Tools Coach, Sonia Harris, is an event manager, and has been reflecting on what inclusive inclusivity looks like for those with disabilities. Following an event, Sonia suggests getting feedback from attendees who use wheelchairs or who are visually or hearing impaired. This will ensure that efforts to be inclusive translate into reality.

Sonia believes that planning is essential for achieving genuine inclusion at events. For example, when conducting a site inspection for a future meeting and event space, Sonia offers the following planning considerations:

• Can wheelchair users and those who have audio or visual impairments easily get to and from the venue?
• Once they've arrived, can they smoothly transition between the indoor and outdoor event spaces?
• How far is the main event space from elevators and wheelchair-accessible restrooms?
• Are entranceways and restroom stalls wide enough to accommodate a wheelchair?
• Will sign language interpretation and closed captioning be available during sessions of your in-person or online event?
• Do the main session and breakout rooms have enough unobstructed, comfortable space at the front for wheelchair users or those who are visually or hearing impaired?

Celebrating Diversity

U.K.-based Mind Tools Coach, Sarah Harvey, shares an example of inclusive inclusivity in action. As a previous non-executive board member for a mental health and wellbeing charity based in London, Sarah reflects on her experience of working in a diverse and inclusive organization.

Their clients have a broad spectrum of complex mental and physical health needs, combined with different personal circumstances, educational backgrounds, and cultural diversity. And this broad range of diversity was reflected in the staff and volunteers.

Such contrasts could have been a recipe for clashes, conflict and chaos. Yet the inclusive inclusivity was clear to see in every conversation, every decision-making process, and every meeting, Sarah says.

Despite their differences, everyone was expected to show up and share all that made them their unique selves, while recognizing the importance of celebrating how other people showed up, too.

Inclusion in the Workplace

Inclusion is more than a set of policies or procedures. It's about our individual and collective experience of our work. It's about creating positive workplaces or environments where we can all influence, share our ideas and expertise, and have our unique perspectives valued.

Yolande sums up how we can all achieve inclusive inclusivity by asking the following question:

"It's important to me to respect your culture as well as my own. How can we accomplish that?"

To achieve inclusive inclusivity, it needs to sit at the heart of what we do, drive our thinking, and guide our behavior at all times.

In our Twitter poll, we asked our followers how they define inclusivity. The overwhelming majority voted that inclusivity is "When everybody belongs."

Exploring Inclusive Inclusivity

During Friday's #MTtalk Twitter chat, we discussed the importance of active mindfulness to ensure no one is excluded.  Here are all the questions we asked, and some of the best responses: 

Q1. What does "inclusivity" mean to you? 

@DreaVilleneuve It's more than creating a seat at the table, it's raising the voices of those who have joined. 

@Yolande_MT Inclusivity: to treat people in such a way that they don't feel they have to "earn" it to belong. Inclusivity isn't a tick-box exercise. It comes from the heart and it's all about how we treat people and how we include them from day to day. 

Q2. When have you felt most included at work, and what made the difference? 

@_GT_Coaching In the past, when values felt like they were aligned with others.  Now, I can personally choose to feel included based on how I create it. 

@PmTwee It makes [me] feel satisfied and thus more productive. 

@Dwyka_Consult I felt most accepted when my workplace supported me through a very tough time – even though I was only 50 percent there (mentally). Everybody understood and offered to help. 

Q3. What do organizations risk by not becoming more inclusive? 

@_GT_Coaching Lots, but one thing that really shows up for me is a lack of creativity.  

@DreaVilleneuve Inclusive environments bring diversity, diversity brings new ideas, different problem solving, alternate viewpoints. Without being inclusive, you risk growth potential and stagnation. 

Q4. What are possible barriers to creating a more inclusive workplace? 

@NWarind Nepotism; favouritism; bullying; perks and privileges to higher tiers but no trickledown effects. 

@_GT_Coaching People's personal filters and understanding of how a situation occurs for them. 

Q5. How can we distinguish between real inclusivity and token inclusivity? 

@DreaVilleneuve It's the "B" in DEIB [Diversity, Equity, Inclusion, Belonging]. Belonging. Real inclusion makes way for all people to feel as they are welcomed, valued, and important to the team/ organization. 

@PmTwee When you fail to see consistency, truth will out. 

Q6. What small things can anyone do to include others? 

@NWarind Be open-minded and consult. As all have intelligence, let them share and feel the burden of responsibility. 

@_GT_Coaching I can be mindful of how I am being plus recognize my own inauthenticity and biases. 

Q7. How can we include one person's values/ culture without ignoring or excluding someone else's/ our own? 

@MikeB_MT Including someone's culture shouldn't mean I have to exclude someone else's. It's that richness of seeking to include and understand all different perspectives and cultures that truly starts to build a culture of inclusiveness and belonging. 

@DreaVilleneuve By celebrating it all, by giving space to differences, by making changes they show that all are welcome. 

Q8. Does being inclusive mean accepting everything around you? Please explain. 

@Eve_odhis Yes and being able to say no politely and with a lot of love and respect for whatever you are disagreeing with. We are all different thus the beauty of diversity and power of inclusivity. We have to acknowledge our differences, accept them, and communicate them with love. 

@Dwyka_Consult No – and I've learned not to just "accept" my own thoughts. Sometimes, in certain situations, I must treat them with suspicion because they want to "steer" me to what's comfortable, not what's necessary. 

Q9. What does it mean to have an "inclusive mindset"? 

@ZalaB_MT "Inclusive mindset" means less judging and more listening, learning, searching; having a bend-able mindset (a term coined by @MikeB_MT) allows me curiosity and openness towards the unknown; empathy; and understanding that together we can be stronger. 

@Eve_odhis For me it means being true first to yourself then to the world by deliberately learning about others, their way of life and appreciating it. One thing I continue to learn is that, not knowing actually is a driver to exclusion. When you do not understand how and why, you'll tend to be blinded by your own biases. 

Q10. What action will you take to nurture an inclusive environment? 

@PmTwee Give a thought and practice mindfulness. 

@_GT_Coaching Engage in conversations about the subject to develop my understanding. For now, continue to be detached from my beliefs, which means I can accept the beliefs of others as being important to them. Continue to seek feedback on how I show up to others. 

To read all the tweets, have a look at the Wakelet Collection of this chat. 

Coming Up on #MTtalk

Responsible leaders work to ensure each team member has a place and feels included. Good parents guide their children in a similar way.

During our next chat we're going to talk about the changing perspectives of parenting and work. In our Twitter poll this week we'd like to know which parenting skills you utilize at work. 

Resource Links to Help You Prepare

(Note that you will need to be a Mind Tools Club or Corporate member to see all of the resources in full.)

Putting Your Parenting Skills to Work

Parents Who Lead

Can You Be a Good Leader and a Good Parent?

Combining Parenthood and Work

How to Juggle Caregiving Responsibilities and Work

The Life Career Rainbow

The post Inclusive Inclusivity – #MTtalk Roundup appeared first on Mind Tools.

He was brilliant at math and his memory was like an encyclopedia, yet he had difficulty remembering his way home from downtown, which was only a 10-minute drive. He lived, worked and had a family long before the word "neurodiversity" was coined, and in those days people simply thought he was odd, a perception reinforced by the infamous Rain Man stereotype.

The term "neurodiversity" made its first appearance more than 20 years ago. It was coined by Judy Singer in her honors thesis, published in 1999. But having a name doesn't make something less complex, or easier to identify.

Different Wiring, Different Language

Understanding the fact that different people have different "wiring" can help us all, neurotypical and neurodivergent alike, to embrace those who see things differently from ourselves. This is crucial for our comprehension of real inclusion and accessibility, where we see human potential instead of a ticked box.

Alongside my work as a Mind Tools coach, I'm a workshop facilitator and coach for inclusive and innovative teaching in schools, educational organizations, and non-profit organizations in Slovenia and across Europe. And one of the main things I've learned from collaborating throughout my career is that each person experiences neurodiversity differently – and has their own language for it.

That's why it's important that organizations create an inclusive culture that talks about and encompasses neurodiversity in all its forms – be it traits that are present from birth (and develop later in childhood and adolescence) or acquired through, for example, brain trauma.

Working With Neurodiversity

I still vividly remember working with one of my students – let's call him Jimmy. He came to me because he was neurodivergent and needed individual help and support with his studies.

Jimmy had immense knowledge of specific topics and subjects, but he struggled with language. In particular, he wasn't great with idioms – they were "alien" to him, he often said.

On one occasion he couldn't stop thinking about the phrase "Are you pulling my leg?" because it felt nonsensical to him. He kept asking why somebody would pull his leg if they were teasing or joking. It was hard for him because he took things at face value, and the figurative nature of everyday language is something that still bothers him today.

In one of our early lessons, we'd been working for an hour and he'd been doing his exercises diligently. At the end of the lesson, I asked Jimmy what he thought of it, and he said that it was OK, but my writing was terrible. It was illegible, he said, and I really needed to work on it.

I paused for a moment (in reality, I wanted to laugh), but because I knew him, I understood what he meant. Jimmy couldn't focus on the content of our lesson because I hadn't accommodated what he needed. So he got distracted and couldn't engage with me as he usually did. It made me more aware of what I needed to be mindful of when collaborating with him.

Embracing Neurodiversity

Not everyone can, or should have to try, to fit seamlessly into the traditional classroom or workplace.

Most schools still require students to sit, listen, pay constant attention, and go at the same pace as the rest of the class. If a student can't do this, it can become a stressful and humiliating game of "cat and mouse," with the teacher trying to mold the student to fit the "norm."

Neurodiversity can be accompanied by other physical or mental challenges that make everyday tasks harder still, but society's beliefs and attitudes play a major role, too. As I think about accommodating my students with neurodiversity, I'm reminded that they are working hard to accommodate their peers – and me – every day!

"The only disability is when people can not see human potential"

Debra Ruh, Founder of TecAccess

Increasingly, workplaces are recognizing that neurodiversity can bring new and valuable strengths and skills that teams would otherwise lack. And we can all create the building blocks for a better environment.

The main one is to be more open, understanding, and accepting of difference. Consider how each difference can contribute to the overall success, unity and uniqueness of a team.

These are skills that you don't learn as a part of the curriculum, but you need them every day in a classroom, learning group – or workplace.

Pieces of a Puzzle?

As I learn about neurodiversity, it's helped me to think of myself and the students or colleagues I work with as puzzle pieces. We're irregularly shaped but complete human beings, getting on with our lives and work – all of us an integral part of the full picture.

I've seen students thrive when given opportunities tailored to their needs, when we're accommodating of uniqueness, and when we put our energy into building the self-esteem of students, rather than labeling their difference.

(The term "neurodivergent" has become contentious exactly because it highlights difference and can imply "othering" or condemnation. But for some of the people it refers to, it is simply a statement of objective fact, while for others it is a proud badge of identity.)

As educators and employers, we have a choice – we can see people with ADHD, autism, dyslexia or dyspraxia as different or, worse, difficult. Or, we can see their potential, and their neurodiversity, as an advantage, and ensure they have the opportunity to thrive.

Neurodiversity and the Workplace

Workplaces that embrace neurodiversity allow employees to work and achieve goals in their own way.

All structures and processes in the organization need adjusting to embrace neurodiversity. Recruitment, retention and training all require the championing of neurodiversity.

The recruitment process often screens out neurodiverse people. The traditional traits of a "good hire," such as presentation and writing skills, emotional intelligence, persuasiveness, teamwork, and the ability to network easily can be the very things that neurodiverse people struggle with.

Those who think differently might get overlooked by hiring managers. We need to mitigate against this.

This starts with facilitating workplace adjustments, such as allowing more time for tasks, reorganizing workspaces (setting up quiet areas, for example, or providing noise-canceling headphones), and offering assistive technology.

Next comes communication in a suitable format, regular one-on-one conversations, and a focus on digital inclusion in the workplace.

Let's Talk About Neurodiversity 

During Friday's #MTtalk Twitter chat, we asked neurodivergent and neurotypical people to share from their lived experience. Here are all the questions we asked, and some of the best responses: 

Q1. What does "neurodiversity" mean to you?

@NWarind Respecting each other's opinions; all are intelligent. 

@ZalaB_MT Neurodiversity to me means we're expanding the norms and expectations of "normalcy". We see, perceive and accept neurodivergent people with their whole skillset (where they excel and where they struggle) and help them thrive with what they can bring to the table.

Q2. Why is it important to talk about neurodiversity in the workplace?

@DrSupriya_MT Gone are the days when we believed not to talk about different and difficult topics. Talking is important, as it will help to clear myths and bring clarity. 

@SoniaH_MT It's important to talk about neurodiversity in the workplace because some people have grown up applying stigmas or stereotypes. Better practices and acceptance in the workplace can help combat those stigmas or stereotypes. 

Q3. What's the most important thing you've learned about neurodiversity at work, and how did you learn it/who from?

@DreaVilleneuve I have three neurodivergent young folks, two still at home. What I have learned is that every one of them is different, to meet them where they are. Different thought processing is eye-opening and insightful when you listen. 

@MikeB_MT Being open, aware, understanding. By being open to the diverse ways people experience work and the world, I'm learning. Taking the approach of empathy and active listening truly builds understanding and relationships. 

Q4. In what ways might a workplace impact its neurodiverse employees, negatively or positively?

@DrSupriya_MT It's still a long way as we are obsessed with normal and being same. The investment of time and effort to create space for such employees is not common. 

@DreaVilleneuve From the physical – open spaces, flickering lights, to communication, which is not one size, fits all, to work styles that need specific accommodations, employers should always work with the employee to assess optimum environments. A small change can impact all. 

Q5. What's the potential impact of more neurodiverse people in the workplace? Why?

@MikeB_MT Creativity and productivity blossom. Each member of the team grows in their knowledge and understanding. Team spirit improves. Teams, live, breathe, evolve. Neurodiverse team members will only help this.

@J_Stephens_CPA It was amazing seeing this in the young Cub Scouts I had the privilege of leading when my youngest son was involved. That was well before the term neurodiversity was around, but they came up with so many creative ideas over the past 15 years.

@greatergoodgeek The more diverse a workplace is – the richer the experiences and outcomes can be. Everyone has unique gifts and talents to share. 

Q6. What has helped you and your colleagues to understand one another better and bridge any neurotypical/neurodivergent divide?

@ZalaB_MT It's OK to say, "I don't know" or "I haven't experienced 'xyz' before." Let's find a way to learn more about it, let's find resources and people who can help us, lead the way, and offer assistance. A lot of discomfort still stems from NOT KNOWING. 

@DrSupriya_MT I read somewhere that etiquette is care and common sense! Create safe spaces to talk and ask questions.

Q7. What's the best way for someone without lived experience of neurodiversity to find out the needs of their neurodiverse colleagues? 

@greatergoodgeek Hmm – I don't know what the best way is... but I imagine that someone without lived experiences might try to learn as much as possible first. (reading, workshops...) After that – if appropriate – some guided conversations might happen later. 

@Yolande_MT Simply ask, "How would you prefer ______ " or "What would be comfortable to you when we _______?" 

Q8. How could hiring practices be changed to recruit and retain more neurodiverse people?

@DreaVilleneuve I could write a book (or look up my TEDx talk). Expectations around eye contact, dress, and how answers are formulated. Interviews from walking to informal to working. Understanding accommodations. Drop stereotypes. 

@SarahH_MT Involving neurodiverse people on the recruitment panel would be a great start. This should include being involved with interview questions, tests, etc. Consider neurodiversity in the induction process, too.

Q9. What else can organizations do to be more inclusive of neurodiversity?

@SarahH_MT I'd want to create an inclusive, safe culture where it is OK to openly discuss neurodiversity and would ask staff who are neurodiverse what they need from the organization. I am keen to hear what other people suggest on this though; I honestly am not sure what else. 

@Yolande_MT Customize your onboarding processes: create a buddy system that gives a neurodivergent person a trusted support person. Have decompression spaces where people can go when they feel overwhelmed or overstimulated. Make the physical environment as comfortable and inclusive as possible. Give people spaces where they can think, work and create in a way that will benefit them and the organization. 

Q10. What does great advocacy for neurodiversity involve and how will you put this into practice in your workplace?

@Dwyka_Consult Don't just include people – you run the risk of token-inclusion / window-dressing. Let people BELONG. 

@SoniaH_MT Great advocacy for neurodiversity involves first educating yourself, then understanding what you've learned, applying what you've learned, and correcting previous practices moving forward. 

To read all the tweets, have a look at the Wakelet collection.

Coming Up

We'd be remiss to talk about neurodiversity and not follow it up with a conversation about inclusivity.

During our next chat, we're going to talk about more than inclusivity though – we'll be discussing "inclusive inclusivity." In our Twitter poll this week, we'd like to know what you think inclusivity is.

Blog Resource Links

Note that you will need to be a Mind Tools Club or Corporate member to see all of the resources in full. 

Managing a Person With ADHD 

Empathy at Work 

Overwhelmed at Work 

How to Manage a Person With Dyslexia 

Managing Highly Sensitive People 

Neurodiversity at Work 

Managing People With Autistic Spectrum Disorder 

Managing Perfectionists 

Managing Unsociable People 

Managing Gifted People 

How to Juggle Caregiving Responsibilities and Work 

The post Let's Talk About Neurodiversity – #MTtalk Roundup appeared first on Mind Tools.

As a privileged queer woman, I recently began to wonder what all the fuss is about. Haven't we reached equal rights by now? And isn't condensing the entirety of LGBTQ+ history into one month a year a bit reductive? After all, it's not like LGBTQ+ people exist only during the month of June!

But recent events demonstrate that we do indeed still need a Pride Month. Here, I explore what Pride Month is today, what it means for my colleagues, as well as why we still need it more than 50 years after the first Pride riots.

Why Do We Still Need Pride Month?

While it may seem like we have reached total equality in the U.K., U.S. and Australia, LGBTQ+ people still experience many injustices in these countries.

Earlier this year, the U.K. Government failed to include transgender people in its ban on conversion therapy. In the U.S., multiple states are considering a "Don't Say Gay" bill to restrict schools from discussing gender identity and sexual orientation until after third grade. And earlier this month, an Australian journalist attempted to "out" actress and comedian Rebel Wilson. With cases like these in the headlines, it's easy to feel like we're taking two steps back with each step forward.

Clearly, we still need Pride Month in order to tackle these barriers to freedom and equality.

In the words of Mind Tools Coach, Mike Barzacchini, "The ability to be who you are and to love who you love should be fundamental. To me, Pride Month means both celebrating and advancing those freedoms. And never taking them for granted."

Celebration, Visibility and Education

Pride started out as a series of riots in 1969. After police raided a New York City gay bar (the Stonewall Inn) in the early hours of June 28, neighboring residents fought back. The following six days consisted of violent protests and clashes with the police.

These riots were pivotal in the fight for LGBTQ+ rights and safe spaces.

Now, Pride is more of a celebration for the community, and a chance to look back on all that has been achieved since then. Though the hard work isn't over yet!

As Senior Web Content Manager, Kevin Wiltshire, points out, "I celebrate Pride to recognize that we've achieved so much; to acknowledge the people who got us here and who continue to work for acceptance and equality; and, importantly, to call to mind that there are places where, not only is Pride not possible, but also dangerous just being LGBTQ+. They can't be visible, so I must."

Mind Tools Writer/Editor Melanie Bell feels a similar way. She says, "Pride Month is important for acknowledging the progress that's been made toward securing rights for the LGBTQ+ community and fighting for those rights that are still absent, threatened, or uncertain.

"It's about more than that, too: it's about being recognized for an important aspect of who you are and finding community in this. It's also about recognizing and celebrating the many valuable contributions that LGBTQ+ people have brought to the world."

Chief Impact Officer of Emerald Works, Nahdia Khan, highlighted the need for further education around intersectionality. "Pride is a great celebration of the achievements of the LGBTQIA+ movement, but I would like to see a greater debate around systemic issues that affect communities disproportionately. Economic deprivation, mental health and wellbeing for example, and how we can advocate for solutions."

Pride Month Isn't an Excuse for Rainbow Washing!

Pride Month evidently means so much to so many people, but every year it is also rendered meaningless by hundreds of businesses that use it as a marketing ploy. I once looked forward to June and my city's Pride parade, in which everyone felt welcomed and accepted, but now I've come to dread seeing our flag stamped on sandwich wrappers, shampoo bottles, and coffee cups in shops.

I feel like part of my identity is being monetized, reduced to a commodity that anyone and everyone can buy. This phenomenon has been given a name: rainbow washing. We've seen similar appropriations of Black History Month and Juneteenth.

Well, newsflash: we don't want 50 pence coins and colorful sandwich packaging. We just want to exist without facing prejudice or discrimination. Businesses need to do better to build inclusive cultures that aren't superficial!

Pride Month Is About Change

Now, we're seeing shifts in both directions – for better and for worse. Pride Month is an important reminder that the fight for gay rights is still very much on, particularly in countries outside of Europe, the U.S. and Australia.

In a positive shift, Thailand held its first Pride parade in 16 years this month. Calls for same-sex marriage were heard: the government is soon set to vote on a same-sex union bill. While we can't predict this outcome, it's clear that the Thai Pride parade is sparking change in the country's attitudes.

Emerald Publishing Inside Sales Representative, Sarjit Kaur, has observed this, too. She said, "In Asia, LGBTQ+ still revolves very much around relationships, rejection, taboo, mental stress, and emotions. Probably because one's identity relates closely to one's position in the family, community, society, and religion. Sexuality and gender play a significant role in the culture.

"Despite all of that, LGBTQ+ rights vs. Asian values are being challenged by certain activists to encourage people to talk openly about the issues and rights. Today, with the growing LGBTQ+ movements spreading strong messages, I can see people beginning to embrace the LGBTQ+ community and hopefully the situation will change."

Why is Pride Month important to you? What barriers do you think we still need to dismantle in order to achieve equality? Let us know in the comments section below.

The post Pride Month – What It Is and What It Isn't appeared first on Mind Tools.

It was a fairly small organization. The entire workforce comprised of just four classmates and me, and we all got seats on the board.

However, we had a clear goal, plus all the investment we needed to start. And we had fire in our bellies.

We were new to the business world, but we were determined to make it big.

Baby Steps for Board Members

Our fifth-grade class had been split into groups, then set a challenge by the teacher: to create companies to make and sell products at our school Christmas fair.

Each group had a month to agree a strategy, design and create festive merchandise, and arrange everything necessary to display and sell it on the day.

So we had a lot to do. And there was significant financial pressure, too. Our major (only) investor – our teacher, Mrs Brown – had made it clear that the single banknote she'd given us as seed money had to be used very wisely.

As all the other new companies in the classroom got into huddles and started work, my friends and I allowed ourselves a moment to eye up the competition. Then we pulled in our chairs, rolled up our sleeves, and convened the first meeting of the board.

The Board's in Business!

We'd been told to assign key roles, including CEO and Chair, which we did without too much fuss. Then we worked through a list of actions the teacher had given us.

Before long we had our product idea (the world's best-ever Christmas cards, featuring our favorite superheroes – and a chocolate treat in each one); our budget plan (use the free classroom pens and card, plow all the cash into the confectionery); even a bulletproof marketing strategy (spread the word in the schoolyard, then dress up as superheroes in Christmas hats on the day).

It was a great board meeting: organized, productive and energetic. The company had a clear target and an ambitious plan. What could possibly go wrong?

How Boards Work

Those memories of my first board role came flooding back when I read "How Boards Work," by veteran board member Dambisa Moyo. It's a book that explains how boards guide and govern corporations, as well as instructing current and would-be board members. And it makes a passionate plea for boards to do better.

The companies she writes about may be rather more significant than our Holiday Heroes Inc. But many of her core insights still chime with what happened to us all those years ago.

Three messages in particular would have been very helpful to know back then:

1. Successful boards rely on data

All members of a board need access to relevant intelligence, plus the time and skills to analyze it. And act on it.

But my friends and I didn't even think to find out what had worked in previous years. We could have researched what people might buy, or how much they'd pay. But we didn't – and our lack of useful data played a big part in our downfall.

On the day of the fair, our pricing turned out to be… ambitious, to say the least. (Although they were very good chocolates.) But people were much more interested in the other teams' cakes, baubles and snow globes anyway.

2. Boards need to be inclusive and diverse

Dambisa Moyo makes a persuasive case for building boards with a range of backgrounds, perspectives and specialties.

Sadly – and through no fault of our own – our board was made up of five white ten-year-old boys who loved comics. Our thinking was fairly narrow as a result.

3. The best boards have a clear purpose

"How Boards Work" shows that boards can guide major improvements in staff welfare, community involvement, even environmental protection. It demonstrates that the pursuit of profit can go hand-in-hand with having a positive impact for all.

But in our board, we focused on taking as much money as possible, and having fun drawing and dressing up as superheroes. So we didn't make much of an impact, bar raising a few smiles. And we didn't exactly work wonders for school funds. Mrs Brown didn't even get her money back.

Building Better Boards

I've served on several boards since fifth grade. None of them were quite at the level described by Dambisa Moyo. But, looking back, many of my experiences bear out her key points.

She shows that a well-informed, diverse and purposeful board is central to the success of a company. It goes a long way to determine how the business does financially, but also how well its people thrive, and how much impact for good it has in the world.

I'm still grateful to Mrs Brown for letting us play at being board members for a month. And I hope that, like me, my costumed colleagues learned lessons from the experience.

If not, I'd heartily recommend this book to them, as a guide to running businesses rather better than we did.

Meanwhile, if you want to buy a batch of comic-themed Christmas cards (and some slightly out-of-date chocolates), you know who to ask.

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If you haven't already signed up, join the Mind Tools Club and gain access to all 2,400+ resources, including approximately 400 Book Insights. For a corporate solution, take a look at our Mind Tools for Business site.

What are your experiences of boards – working on them, or being governed by them? And what do you think today's corporate boards should prioritize in their plans? Join the discussion by adding your thoughts below!

The post Why Some Boards Work – and Some Don't! appeared first on Mind Tools.

Celebrating Pride Post-Pandemic

We've not been able to celebrate Pride as we would pre-COVID. So, this year, we asked our colleagues and subscribers to share their favorite memories of Pride, as well as what the month means to them.

Rejoicing in Yourself and Celebrating Others

Erika Valenti, Regional Manager NA at Emerald Group put it perfectly, "Pride is celebrating the beauty of different but the same."

Jenny Chester, Journal Production Coordinator at Emerald also reflected on the happiness of Pride and the feeling of camaraderie and togetherness that it often sparked, "My favorite memory from Leeds Pride [in West Yorkshire, U.K.] is the members breaking out into a rendition of Bohemian Rhapsody as we marched down the bottom of The Headrow.

"To stand side by side with both friends and strangers, sharing a moment of joy and celebration was incredible. Singing together with one voice, as a community, was a powerful feeling. For me, Pride is that feeling of joyful celebration of yourself and others."

Remembering the Fight Against Social Stigma

Learning and Organizational Manager, Mike Shaw, shared a particularly poignant memory of Manchester Pride, in the north west of England. He also highlighted the part it's played in fighting the social stigma attached to being LGBTQ+.

He recalled, "I love Pride and particularly Manchester Pride, as it's great to see my city so energized celebrating LGBTQI+ with a city-wide parade, music, performance, etc.

"The part of the weekend I am most proud of though, is right at the end of the Bank Holiday Monday. After three days of partying, dancing and drinking, is the AIDS vigil. Set in Sackville Park, at the heart of the 'Gay Village,' which has the AIDS memorial, thousands of people come together to remember those who are no longer with us, the journeys that people have been on, and the impact of HIV and AIDS over the past 40 or so years.

"As emotional and hard as it is, it is also one of my highlights of the year – celebrating people's lives and fighting social stigma. I am proud and so moved that amid the celebrations, we can find time to stop, reflect, remember, and comfort. The sight of a candlelit sea raised high, is so beautiful... as you can see in the photo."

Being an Ally

For Donna Marie-Johnson, who joined the conversation on our Facebook Career Community group, Pride has been about allyship. And, most importantly, it's encouraged her to listen more to those that often feel unheard and unacknowledged.

She explained, "I had a co-worker who went through a name change after she transitioned [gender]. No one told me this before I did a company-wide search for her. I was shocked because I had never heard of that before. But, when I finally found her, I just listened. That's all she wanted, someone to listen to her. Because of this, I got an employee of the month award. It changed my whole perspective. I cannot judge what other people choose for themselves, that's not my place, but I can just listen. It's an honor to do so."

If you'd like to learn more about how to support your LGBTQ+ colleagues in the workplace like Donna, check out our blog post on the topic here.

Pride Is More Than an Event, It's a State of Mind

In a very moving and personal post, another of our colleagues, who wished to remain anonymous, reflected on their own personal journey. They talked about how far Pride has come in enabling people to live authentic lives, but also how far we still have to go to achieve true equality.

They commented, "Pride is more than a party – it's a state of mind, a way of walking. It's looking someone in the eye. It's not having to fight your demons every waking hour and some of your sleeping ones, too. Yes, it's the absence of shame, but something so much more. And it's the work of a lifetime for someone like me, who grew up in the 70s and 80s when U.K. newspaper headlines spiraled from 'lesbo affair' tittle-tattle to 'gay plague' hate.

"Alternately ostracized and terrorized by schoolmates, I knew of literally no one like me, in real life or fiction. Without the language to explain to myself what I was feeling let alone to anyone else, I quickly learned that to give even a hint of the turmoil inside would be disastrous, for my physical safety, for friendships, for family peace, and for any career prospects. So I shut up and shut down.

"My shell of denial and self-loathing began to crack toward the end of college when I met 'out and proud' gay and lesbian people for the first time (there was almost no recognition of B for bisexual then, let alone TQAI+). They didn't have two heads. They were just a lot more honest and non-judgmental than most of the determinedly straight set I hung out with!

"My first serious job was for an employer whose equality and diversity policy was streets ahead of most. First, they had one. Second, they lived it every day, in who they recruited, in how they treated clients. No empty words on a poster (of which there were many around the building), but somewhere to learn what respect really meant – a safe space for me to explore my own identity and a beacon to other organizations.

"Meanwhile, my lesbian and gay friends in the teaching profession hadn't been able to mention anything at work outside the heteronormative experience, for fear of legal action and public humiliation. Thanks to Section 28 of the Local Government Act, they lived strictly closeted lives, keeping secrets from colleagues and kids alike, and had to stand by while their students struggled with the very same issues.

"This oppression, combined with efforts to eradicate queer people from the police, military and civil service, blighted and distorted lives for decades – to this day, in fact – despite the eventual change of direction by government. Cruel and exclusionary legislation was gradually repealed, and replaced with overtly inclusive approaches, largely thanks to the campaigns of grassroots activists. But it had set a wider tone in workplaces that only shifted for some of my contacts in time for their retirement.

"And now? Well, I'm watching my younger co-workers' apparently casual approach to LGBTQIA+ lives and issues with fascination, envy and humility. One thing I'm learning is that they're not at all as offhand as I thought – rather, they're absolute in their expectation of choice, respect and pride.

"So, yes, party joyfully, if distantly, with your colleagues this Pride month! But history and current affairs tell us it's all too easy to return to grimmer, more dangerous times. So we all – gay, straight, cis, trans, and beyond – need to play our part in building safety, dignity and equity at work. Lives depend on it."

Pride is a Vacation From Feeling Closeted and Ashamed

For one of our younger colleagues – Content Assistant Alice Gledhill – Pride is about giving a voice to people who are often silenced, as well as a chance for others to listen to them and learn. As she explained, "For me, Pride Month is a number of things. It's an opportunity for everyone to listen to a group of people who seldom have a platform in mainstream media where they're not mocked or villainized. It's a chance for straight and cisgender people, in particular, to learn about queer history and modern-day struggles that LGBTQ+ people face. And, Pride Month is a time when LGBTQ+ folk can feel accepted and empowered. For one month of the year, we're embraced and celebrated.

"For many LGBTQ+ people, Pride Month is a vacation from feeling closeted or ashamed, free to be and to express who they are. It can even encourage people to embrace their true selves, like Raiders' Carl Nassib proudly did earlier this month.

"But Pride is still for those who are not publicly 'out' about their sexuality or gender. In fact, if you're not 'out' yet, Pride Month is especially for you.

"I have never officially 'come out' as queer, or really felt a need to. I've never sat my parents down and had 'the talk' with them, or pulled a friend or trusted colleague aside to get it off my chest. I've never felt isolated or discriminated against because of my sexuality. And my life, even my way of life, would be at no risk if I were to come out to my family or colleagues. (Though I guess I just have!)

"My experience comes from a place of privilege. For one thing, it's often easier for women to go undetected as queer than it is for men, as we have more freedom to express both feminine and masculine behaviors. For example, as a child, I would always prefer to play with toy trucks and diggers over dolls. And still, to this day, I would rather climb a tree than put on makeup. My parents labeled me a 'tomboy.' On the other hand, if a young boy plays with dolls and wears makeup, people will instinctively question his sexuality and/or gender identity. Note how there is no (inoffensive) male equivalent term for 'tomboy.'

"I also had the luxury of laid-back parents and of growing up in the U.K. As a result, although I am part of the LGBTQ+ community, I feel more of an ally. I already have it pretty good, so I stand up for those who don't.

"Pride Month is for the many people who lack the kind of privilege I have. We need Pride Month so that all LGBTQ+ lives are respected. Currently, LGBTQ+ people are criminalized in 71 countries. Trans people are twice as likely to be victims of crime in England and Wales than their cis counterparts, and more than 1.8 million LGBTQ+ youths in the U.S. seriously consider suicide each year. For me, Pride Month is an annual catalyst for progress and change.

"Pride Month's very existence acknowledges that there is still work to be done to make LGBTQ+ people feel welcome and safe in society and, indeed, to be proud."

What does Pride mean to you? And how have you celebrated it this year? Share your story in the Comments section, below.

The post What Pride Means to Us appeared first on Mind Tools.

You might have spotted something similar. Maybe it's co-workers who have skills like yours. The friends you enjoy running jokes with. Or Twitter posts from people who share your political beliefs.

You could be gripped by what social scientists call "homophily." It's when we surround ourselves with people who look and think like we do. They agree with our points of view, talk the same lingo, and laugh at our jokes. Which all makes us feel good.

Diversity Makes the Difference

On the pitch, homophily can lead to heavy defeats and lost footballs. But what about in the workplace? To tackle complex tasks such as designing a new product or innovating your service, Matthew Syed argues you need diverse groups of people, who can look at things differently. He writes about them in his new book, Rebel Ideas: The Power of Diverse Thinking.

When people from different backgrounds – and with varied experiences – focus on a task, they bring up insights unknown to the others. Syed calls these "rebel ideas" and they shine light onto problems that stump groups of likeminded people.

Diversity at Work

There are different types of diversity. Lack of demographic diversity (which includes differences in gender, race and age) can lead to football teams full of Allys. Lack of cognitive diversity (different perspectives, experiences and thinking styles) can curb bright ideas.

Another factor that can inhibit bright ideas is what Syed calls "dominance hierarchies." For instance, does it ever feel like the same voices dominate your meetings? They're the first (and last) people to speak up – and often hog Zoom with their constant "contributions."

Diversity Difficulties: the Hog Effect

I first noticed the Hog Effect when studying Creative Advertising. Coming from a school with about a hundred Allys, it was refreshing to work with Italian, Greek, Polish, American, Maltese and Irish students at university. (Sorry if I missed any).

Each week, we were briefed to create and pitch ad campaigns for different products. A bit like TV's The Apprentice. And just like that show, the loudest students started to take over –  drowning out other people's ideas and steering us down familiar paths.

As a group, we had demographic diversity and cognitive diversity. It was the perfect conditions to come up with Syed's "rebel ideas." Diverse groups can make a big difference. But only if they're heard.

Battling Alphas

Even if you manage to assemble a diverse group, they can fall prey to "dominance hierarchies." The phenomenon goes back to the first Homo sapiens, when alphas sought to dominate and followers found comfort in being led.

This survival strategy works great when fighting off threats from animals. But it falls short in complex situations that require collective intelligence. Like making an ad.

Trouble is that our brains are still hardwired to think like our ancestors. You might have spotted it in your work meetings. Hierarchies can stop people from giving an alternative view because they worry it could cause their boss to "lose face," and be seen as dissent. Or you, and your co-workers, only repeat what you think leaders want to hear.

Getting Heard

At university, we didn't have Alan Sugar, Donald Trump or Arnold Schwarzenegger to fire the loudest candidates. So, we had to sort it out ourselves.

Forming smaller groups helped. You naturally feel more comfortable sharing ideas in front of fewer people. It's called the "uneven communication problem" and studies show the bigger the meeting, the fewer individuals contribute.

It also helps to do your homework. One introverted student created a mood board to share with the class. It let her get her ideas on a page and present them clearly. And the class kept shtum to hear her out. (It helped that they were great ideas.)

Syed gives the example of Amazon's "Golden Silence." This is when meetings begin quietly, with attendees reading a summary of the agenda. It gives people time to think before they're influenced by others – and lets them form their own, unique perspectives to share.

You can also try brainwriting, which allows everyone to think of solutions to problems and have their say at creative catch-ups.

Learning to Listen

By the end of the course, we didn't have to come up with tactics to get heard. We'd built up a culture of "psychological safety," so everyone felt comfortable sharing ideas and hearing others' out. Introverts and extroverts.

But you don't have to wait. Syed writes about "prestige leaders" who, instead of seeking to dominate, show empathy and solicit the views of others. And you can start doing it today.

Since I first wrote this blog, we've managed to widen the talent pool for our 5-a-side soccer game. The new players all come from different backgrounds, but four of them go by Mo. Now all you hear is, "Mo!", "Al!, Mo!"...

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Do you have any experiences of rebel ideas? Or tips to increase diversity of thought at work? Join the discussion below.

The post Diversity Dividend Pays off With Rebel Ideas appeared first on Mind Tools.

The content was broad and deep, and included societal attitudes as well as practical tips like how to greet people and what to give as a gift.

This was a dot-com start-up, and the team leader, a New Zealander in his late 30s, had free rein to put together his dream team of writers. The result was a motley crew of six, including him. We represented a wide range of ages, nationalities, ethnicities, religions, sexual orientations, and social classes.

The way we looked and spoke was a constant reminder of our diverse identities. But what we said revealed a different, arguably more powerful, kind of variance: cognitive diversity. We all thought differently.

Diversity Delivers

In his book, “The Diversity Bonus: How Great Teams Pay Off in the Knowledge Economy,” Scott E. Page argues that having a varied workforce can bring benefits far beyond that warm fuzzy feeling you get from doing the right thing.

A professor at the University of Michigan, he’s seen diversity deliver numerous bonuses in organizations of all shapes and sizes. From better problem solving and improved innovation to, ultimately, an increased bottom line.

His position is supported by Alison Reynolds and David Lewis in the Harvard Business Review, where they contend that more cognitively diverse teams solve problems faster.

Page's book explores two types of diversity in the workplace: identity and cognitive. He focuses more on the latter as it’s less well known and packs more of a punch.

Cognitive diversity can be influenced by identity diversity, but it can also have nothing to do with it. Page attributes cognitive diversity to our personal “cognitive repertoire.”

Five Steps to Better Outcomes

It’s a fancy term that, for him, encompasses five components: information, knowledge, heuristics, representations, and mental models or frameworks.

“Information” is facts you know about the world, for example the height of Mount Everest. “Knowledge” refers to your practical understanding of a concept or topic: this might be the best and safest way to climb Everest.

“Heuristics” are the tools, models or strategies you use to solve a problem or generate new ideas. You derive these strategies from previous experiences with similar problems; they include things like trial and error and the rule of thumb.

“Representations” are the way you see and categorize things, while “mental models” simplify complex ideas. Sometimes these are assumptions, like assuming the stock market will fall or rise in response to a particular news event. The most useful mental models “align with facts,” Page says.

Naturally, the more repertoires you can draw on to make decisions, design products, or solve problems, the more options emerge. And, in theory at least, the better the outcomes will be: cognitive diversity = bonus.

Insight Informs Product and Process

Let’s return to dot-com-era New York. Five of us are sitting in a darkened room on 52^nd Street in Manhattan. We’re focused on some text projected on the wall, a work in progress that we’re finessing together.

Our identity diversity is apparent in how we look and dress. But what of our cognitive diversity? One team member is a journalist, another a book editor, and two are academics. The fifth is a web coder and the sixth a former branding consultant.

We’re all graduates and between us we’ve notched up nearly 100 years of professional experience in close to a dozen countries. For the creative work we’re doing, that range of knowledge and experience improves our output.

We can tap into one another’s cognitive repertoires, probing for insight that informs not just the content we’re producing, but also our process.

Better Together

We get quicker, more efficient, more accurate. And importantly, we all feel like we’re making a difference, because we all are. This conjures up that elusive ingredient that can transform any endeavor: intrinsic motivation.

Page’s book gives a great overview of diversity in the modern workplace and is packed with research and data, as well as tips. For instance, he stresses that diversity for diversity’s sake is a waste of time. It can even be detrimental, especially for simple, routine tasks.

If you’re trying to maximize productivity on an assembly line, for instance, focus on hiring the fastest and most competent workers. It really doesn’t matter how diverse they are, Page argues.

More complex, knowledge-based work is where diversity comes into its own, and cognitive diversity, in particular, can deliver rich rewards.

Download the “Diversity Bonus” Book Insight

We review the best new business books and the tested classics in our monthly Book Insights, available in text or as 15-minute audio downloads.

So, if you’re a Mind Tools premium club member or corporate user, download or stream “The Diversity Bonus” Book Insight now.

Or, if you’re not already signed up, join the Mind Tools Club and gain access to our 2,400+ resources, including 390+ Book Insights. For corporate membership, book a demo with one of our team.

What are your experiences of cognitive diversity at work? Share your experiences in the Comments section, below.

The post Diversity of Thought Matters, Too appeared first on Mind Tools.

Are employers missing a trick?

Rich Karlgaard certainly thinks so. He’s the publisher of Forbes magazine and the author of five books. His latest book, “Late Bloomers: The Power of Patience in a World Obsessed with Early Achievement,” challenges the ingrained association between youth and success.

Losing the Late Bloomers

Rich Karlgaard is a self-proclaimed late bloomer. He found his true path later than many of his peers at Stanford University, which he claims to have got into “by fluke.” So this topic is personal, but he says it matters to all of us.

“The school system today, and employers today, are measuring people on such a narrow range of capabilities that it is excluding the vast majority of us whose gifts and passions lie elsewhere and are not seen at an early age,” he says, in our Expert Interview podcast.

“What we see at an early age is how well kids do on test scores, how well they do on their grades, how well they do in sports and other extracurricular activities," Karlgaard continues. "And because we can measure those early achievement metrics, we tend to overvalue them. So the people who blossom later, in unconventional ways, are not seen.”

In short, “we overvalue early achievement so much that we’re wildly undervaluing the capabilities of most human beings.”

Can Everyone Bloom?

Now, if you’re of a certain age, with a middle-of-the-road track record, this may not resonate with you. Perhaps you never expected to “bloom” at all, early or late. Maybe you never wanted to.

But Rich Karlgaard isn’t having any of that.

“I think that everybody has the capacity to bloom,” he insists, offering his own definition of blooming as the “intersection of your deepest passions.”

As well as intensive research, his book marshals interviews with neuroscientists, psychologists, and a variety of achievers at different stages in their careers, to convince readers that it’s never too late to do well. And there are tips to motivate mature workers to step up and take center stage, too.

Your Secret Weapon

Karlgaard recognizes that self-doubt is prevalent in late bloomers – they are more likely to feel they have failed or stalled in their careers. But Karlgaard advises us to treat self-doubt as a “secret weapon for blooming.”

How? Start by recognizing the difference between self-doubt and self-worth.

“Look at self-doubt as information,” he says. “Think, ‘Why am I feeling this doubt? Well, maybe I’m not quite on the right path. Maybe I need to prepare a little more. Maybe I need to look at this problem from a different perspective.’

"Then you say, ‘OK, what did I learn from this bout of self-doubt? What is it telling me exactly?’ If you can learn to do that, then self-doubt goes from being this trigger of depression and anxiety to a tool.”

Beating Self-Doubt

He shares a simple trick to help us achieve this distance from self-doubt: when you’re mulling over a difficult situation, refer to yourself in the third person. “Why is Rachel feeling anxiety about this?” rather than, “Why am I feeling anxiety about this?”

“You wouldn’t heap scorn and pressure on your friends if they felt self-doubt,” Karlgaard points out. “You would coach them through a situation."

"It’s natural that we treat our friends and our family and our colleagues in a way that’s better than we treat ourselves, because we make the mistake of letting self-doubt creep into our self-worth, and then we’re shattered. So how you refer to yourself is seemingly a kind of little surface trick, but the research says it’s a very powerful tool.”

Listen to the full 30-minute interview with Rich Karlgaard in the Mind Tools Club.

Do you have any tips or tricks to help late bloomers fulfill their potential? Join the discussion below!

The post Have You Reached Your Peak? Our Expert Interview With Rich Karlgaard appeared first on Mind Tools.