Breath Beings

As the year comes to a close, the buzz about goals and resolutions fills the air. In the workplace, this often revolves around hitting targets or evaluating bottom lines. Here’s a thought: what if the most impactful resolution you make this year is about how you lead and not just what you accomplish? Invariably, inclusion is a part of the 'how' because it is the foundation of resilient workplaces where everyone feels valued and empowered. And happily enough, creating that sense of belonging doesn’t require sweeping changes. If you’re ready to step into the New Year as a more inclusive leader, here are five resolutions to inspire you. Cheers to a New Year where you lead with purpose, empathy, and inclusion! #inclusion #belonging #resilience #inclusiveleadership

It’s easy to look inclusive. Tracking representation, celebrating milestones, and building teams are all things that help. Are you really being inclusive, though? Because beneath those numbers lies a deeper truth: not all experiences of marginalization are the same. This is where intersectionality, a term introduced by Kimberlé Crenshaw in 1989 to describe the experience of Black women, becomes essential. "Intersectionality is a lens through which you can see where power comes and collides, where it interlocks and intersects," says Crenshaw in an interview with Columbia Law School. Intersectionality helps us understand how overlapping identities—such as race, gender, disability, socioeconomic status, and LGBTQIA+ identities—combine to shape unique challenges. For example, a woman of color may experience both racial and gender-based discrimination, amplifying barriers in ways that are distinct from someone who faces just one. Traditional DEI strategies often fall short. By focusing on single aspects of identity, they miss the compounding effect of multiple marginalized identities. The result? Inequities persist, even in workplaces striving for inclusivity. To truly address this, it's important to: 👉 Acknowledge individual identities because they are not one-dimensional. 👉 Reevaluate policies to ensure DEI initiatives address overlapping barriers. 👉 Create spaces where people feel valued for the full complexity of who they are. 👉 Help leadership understand intersectionality through awareness programs. Inclusive workplaces need to be crafted intentionally. When organizations embrace the lens of intersectionality, they move from checking boxes to creating equity that truly works for everyone. #intersectionality #DEI #workculture

Imagine starting a new job where you’re one of the few people from your cultural background, or perhaps you're the only woman in a male-dominated team. Do you feel seen? Do you feel like you belong? Now, imagine having a safe space to connect with others who share similar experiences, a platform to voice your concerns, and a community that amplifies your ideas. That’s the power of Employee Resource Groups (ERGs). ERGs are more than just networking spaces—they’re a cornerstone of inclusive workplaces. These employee-led groups foster connection, representation, and advocacy, enabling individuals from diverse backgrounds to thrive. Why Do ERGs Matter? 1️⃣ Build Belonging: ERGs create spaces where employees feel heard and valued. 2️⃣ Amplify Voices: They provide platforms for underrepresented groups to influence policies and initiatives. 3️⃣ Drive Innovation: Diverse perspectives lead to creative problem-solving and better business outcomes. 4️⃣ Strengthen Retention: Employees are more likely to stay in workplaces where they feel included. By investing in ERGs, organizations nurture inclusion, empower employees, and build a culture where everyone can succeed. 💬 How does your workplace support its people? Read more about ERGs in our latest blog. Link in comments. #EmployeeResourceGroups #WorkplaceInclusion #BelongingAtWork #DiversityAndInclusion #InclusiveLeadership #ThrivingTogether

World Human Rights Day: Embracing Accessibility and Inclusion Does having state-of-the-art tech, luxurious office spaces, or enticing perks define a progressive workplace? These might be appealing—but they often fail to serve employees with disabilities who can’t access or benefit from these features. When we think of disabilities, we might picture physical challenges like mobility or vision impairments. However, inclusion extends far beyond physical spaces. It encompasses mental health, neurodiversity, and invisible barriers like sensory sensitivities, rigid work structures, and the need for psychological safety. Accessibility isn’t just about compliance with laws such as the Rights of Persons with Disabilities Act or similar global frameworks. It’s about designing workflows and policies that truly reflect empathy and celebrate diverse ways of thinking and being. Inclusive design moves beyond ramps and elevators—though those are essential. It’s in text-to-speech tools, noise-canceling headphones for neurodivergent colleagues, and mental health policies that prioritize well-being. On this World Human Rights Day, let’s champion workplaces where everyone, regardless of ability, truly has a seat at the table. When inclusion drives action, businesses become thriving communities. Are you ready to lead with empathy and inclusion? #HumanRightsDay #AccessibilityForAll #DisabilityInclusion #InclusiveWorkplace #EmpathyInAction

Thank you to Siemens for collaborating with us to talk about Inclusion and Bias through a very unique and interesting format of "Nukkad Natak" Theatre performances help us have difficult conversations with comfort. The humour and satire helps break the ice and employees are able to share moments of exclusion. The laughter from the audience indicates relatability to the challenges presented. DM us to know more about how Theatre can be used a powerful medium to disrupt bias and inspire inclusion. Aruna Ganesh Ram Amruta Choudhury

Workplace parity is still light years away, looks like. Granted, women are holding more leadership positions than before. But are they getting timely promotions? Are they among the top 5 in leadership pipelines? Men and women walk different paths towards power and leadership thanks to persisting biases like 'think manager, think male'. Women continue to be disproportionately held back at the first critical promotion stage. This "broken rung" in career progression is one of the reasons why leadership pipelines remain skewed. Get this - for every 100 men who get promoted, only 81 women get the same opportunity. Yet, when women thrive, workplaces flourish, says the International Labor Organization. Their data shows that gender-balanced workplaces report 63% higher profitability and productivity. Clearly, there’s progress when intention meets action. Here's how you can boost women's participation in the workplace. ➡️ Returnee programs where women get tailored support when they return to the workforce after career breaks ➡️ Dedicated learning and development initiatives to equip women with opportunities to upskill, network, and step into leadership roles. ➡️ Flexible working models to support work-life integration. ➡️ Mentorship programs to connect women with experienced leaders for guidance. Special networking events for women to connect with industry leaders and peers. Are you taking steps to repair the broken rung? #womeninleadership #genderequality #workplacediversity

Trust building can start with the very first interview. A transparent hiring process is more than just good practice—it’s the foundation of a fair, inclusive, and equitable workplace. When organizations prioritize transparency, they build trust with candidates, employees, and stakeholders alike. Transparent hiring ensures that every candidate knows what to expect, from clear job descriptions and qualifications to detailed timelines and selection criteria. It minimizes bias by standardizing evaluations and encourages accountability at every stage of recruitment. This not only attracts top talent but also creates a diverse pool of applicants who feel valued and respected throughout the process. Moreover, transparency reflects an organization’s commitment to fairness, making employees more confident in the company’s values and decisions. In today’s competitive market, where candidates prioritize ethical and inclusive workplaces, a clear and open hiring process sets the tone for lasting relationships and a culture of respect. #TransparentHiring #FairRecruitment #InclusiveWorkplace #EquityInHiring #TrustAndTransparency

"Real diversity and inclusion doesn't mean that we will always agree. It means that even when we disagree, we can still respect each other." — Justin Jones-Fosu Workplace conflict is inevitable when diverse perspectives, experiences, and ideas come together. However, conflict doesn’t have to divide—it can be an opportunity for growth, innovation, and stronger relationships when handled constructively. Here’s how to approach conflict inclusively: 1️⃣ Listen to Understand: Truly hear the other person’s perspective without interrupting or jumping to conclusions. 2️⃣ Focus on the Issue, Not the Person: Separate the disagreement from personal judgments. 3️⃣ Find Common Ground: Start by identifying shared goals or values to build mutual respect. 4️⃣ Practice Empathy: Put yourself in the other person’s shoes to better understand their point of view. 5️⃣ Foster a Culture of Respect: Emphasize that differing opinions are valuable and can lead to better outcomes. A diverse workplace will naturally have disagreements, but the way we address them can either build walls or bridges. By approaching conflict with respect and inclusion, we create a space where everyone feels heard and valued, even in challenging moments. #WorkplaceConflict #ConflictResolution #InclusionMatters #RespectAtWork #DiversityAndInclusion #CollaborativeLeadership

When you think of leaders, do you imagine someone with a disability? If not, it’s time to rethink. Over 15% of the global population—more than 1 billion people—live with some form of disability (WHO). Yet, they face disproportionate challenges, including being twice as likely to be unemployed as those without disabilities. Despite these barriers, individuals with disabilities bring unique problem-solving skills, adaptability, and lived experiences that enrich innovation and decision-making. However, only 1 in 3 organizations currently include disability in their diversity, equity, and inclusion (DEI) initiatives. This oversight means countless talented individuals remain overlooked. Leadership knows no bounds, and the contributions of persons with disabilities are vital to building a truly inclusive and sustainable future. When we amplify the voices and leadership of individuals with disabilities, we unlock innovation, resilience, and diverse perspectives that drive meaningful change. 🏢How Can We Support Disability Leadership? 1️⃣ Representation Matters: Create pathways for persons with disabilities to lead at all levels of your organization. 2️⃣ Accessible Leadership Development: Provide inclusive training and mentorship programs tailored to diverse abilities. 3️⃣ Foster Allyship: Ensure leaders and teams champion disability inclusion and challenge biases. A truly inclusive workplace is one where all abilities shine. Being differently abled should not be a barrier to success 🌟 "It is not our disabilities, but our abilities that count." — Chris Burke #InternationalDayOfPeopleWithDisabilities #InclusionMatters #DisabilityInclusion #AccessibleWorkplace #InclusionAtWork #DiversityEquityInclusion

Do you find yourself connecting more with certain colleagues based on shared interests? Are your hiring or promotion decisions influenced by personal comfort rather than qualifications? Do you avoid challenging ideas from people unlike you? Affinity bias, also known as similarity bias, occurs when we unconsciously favor people who are like us in some way—whether it’s shared backgrounds, interests, or experiences. While it’s natural to feel comfortable around those who are similar, this bias can have unintended consequences in the workplace. For example, a manager might gravitate toward mentoring an employee who shares their alma mater or hobbies, leaving others without equal opportunities. Or during hiring, a candidate who “fits the team culture” might be chosen over someone equally or more qualified but different. Affinity bias can limit diversity, stifle innovation, and create in-groups and out-groups, leading to a less inclusive workplace. By being mindful of this bias, we can make fairer decisions, foster diverse teams, and create an environment where everyone feels valued. Challenge yourself to step out of your comfort zone. Seek diverse perspectives, and actively include those who bring something different to the table. Growth happens in diversity. 🌟 #AffinityBias #UnconsciousBias #InclusiveWorkplace #DiversityInAction #EquityAndInclusion #BiasAwareness