Arit Eminue MBE

This is interesting. I always struggle with the idea that extrinsic motivators are what moves the needle around people not acting on their biases and stereotypes. I also struggle with the idea that our focus shouldn’t be on changing people’s attitudes about a group. I don’t believe that any of it sustains the behavior we want to see. During the Obama administration, we can argue that progressive and liberal ideals were pretty prominent. It was taboo to speak ill of historically excluded groups and we also saw organizations and people take action to invest in DEI more. Sure, there were tons of extrinsic motivators that I believe caused this shift in behavior. However, the minute the tide shifted and Trump came into office, we saw a dramatic shift in the other direction. Those same extrinsic motivators were gone or weren’t as appealing anymore. The accountability we saw is gone. People are being praised for their “honesty” and “bravery” to say horrible things about and commit heinous acts against historically excluded groups. The same people, organizations, and leaders we once saw “doing the work” did what feels like a complete 180. They were either faking it out of fear of the consequences or they fear the backlash for supporting DEI more. Either way, the impact of those extrinsic motivators didn’t stick. While I believe extrinsic motivators can shift behavior, we have to contend with what happens when those motivators are gone or are no longer sufficient enough. How do we sustain behavior change even when we have a Trump making it safe/popular to be a bigot again? I personally believe that we HAVE to change people’s attitudes and values. We have to focus on more intrinsic motivators. In the words of one of my favorite cohort mates from my doctoral program, it could also be a “both, and” situation. One of the problems with the way we do this work is that we always take a single pronged approach when we are dealing with problems that require multi-pronged solutions. Educating people about bias will always be a necessity, but alone it won’t move the needle. Yes, accountability mechanisms may always be necessary but won’t sustain our progress. I don’t think intrinsic motivation alone will sustain our work. We need all three moving and working at the same time.

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📣 DEI Practitioners Do you ever get the opportunity and take a step back to reflect on your career and what the next move should look like? 🤔 We get it, its difficult in the world of DEI when life is constantly full on. That's why we have devised our Career Quiz! Take a break, grab a cuppa 🍵 and take our assessment to gain some career clarity 💻 The link to take our FREE Career Quiz is in the comments 👇 Talent Included #careerclarity #diversityandinclusion

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Rethinking Recruitment: Lessons from Hiring an Entirely Neurodivergent Team 🌟 🔍 Embracing Inclusion with an ‘Anti-Recruitment’ Approach Standard recruitment practices often disadvantage neurodivergent candidates. Organisations like EY have pioneered “anti-recruitment” strategies, screening candidates in rather than out. Neurodivergent applicants are guided through tailored work trials that build confidence and allow them to demonstrate their skills—reshaping how we evaluate talent. 🌐 Expanding Candidate Attraction Channels Traditional hiring pipelines often overlook neurodivergent talent. By leveraging universities, non-profits, and even social media influencers focused on Autism, ADHD, and Dyslexia, inclusive employers tap into broader, untapped talent pools. Xceptional Academy has seen remarkable success through these non-traditional methods. 📝 Simplifying and Rethinking Job Descriptions Long, jargon-filled job descriptions can deter candidates. Inclusive organisations are ditching the traditional approach, opting for concise, clear descriptions with percentage estimates for responsibilities. This provides clarity for neurodivergent candidates, helping them better understand the role. 💡 Redesigning Job Interviews for Accessibility Traditional interviews often disadvantage neurodivergent candidates, focusing on traits unrelated to job performance. Inclusive strategies like sharing interview questions in advance, conducting interviews in quiet spaces, and limiting interview panels help reduce anxiety and improve candidate performance. Simple steps, such as notifying candidates before pre-screening calls, make the process more inclusive. 🎯 Key Takeaway These lessons highlight how small changes can create big impacts. By rethinking recruitment, organisations can foster truly inclusive workplaces while unlocking exceptional talent. #InclusionMatters #Neurodiversity #InclusiveRecruitment #DEI #FutureOfWork #HRInnovation

As a leader what type of learning do you feel has had the best impact / outcome?

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Our free "Leading Others" programme closes today. This was an experiment for us to see: 1. What type of appetite there is to consume audio content in a more guided setting, combined with reflective activities and scenarios. 2. Whether the formula we had cooked up was impactful/useful to our target audience. 3. Whether time-limited free content could work as a way to introduce new people to Assemble You. In all three areas, it's been incredibly useful. We've learned: 1. Yes, a more guided setting is very helpful to certain groups. 2. The formula was good but actually needed a few tweaks (thanks to everyone who provided feedback!) 3. We've had over 200 people register, mostly from organic LinkedIn activity and a couple of email promotions. We're going to make more of these available to our existing clients and partners. We'll be in touch in the coming weeks with more details. If you want to try Leading Others, the last day to register for free is today. Here's the link: https://lnkd.in/eA4dkP77

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Fantastic to see our This is Me programme feature in the new Global Tool Kit for Planning & Building Your Workplace Mental Health Strategy! A very insightful guide for senior leaders working to create global psychologically safe workplaces. #ThisisMe #EndTheStigma #WorkplaceWellbeing

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Thank you, JJ (Projjal) Ghatak for your contributions to the Balancing Act Podcast. Listen in as JJ helps us understand the difference between "improve feedback," and "celebrate feedback" and which type of feedback leads to better results. #BalancingActPodcast #Feedback #EmployeeEngagement

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Free Conversation Toolkit to download from Conversations Worth Having - how to 'flip' negative conversations using #AppreciativeInquiry

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The CIPD have published a useful guide on 'Neuroinclusion at work' In their own words: "This guide is for people professionals and leaders across functions who want to learn more about neurodiversity, the benefits of having a neuroinclusive and fair organisation, and how they can support neurodivergent people to be comfortable, confident and successful at work' The full guide is available on the CIPD's website: https://lnkd.in/ehyrBMEu Our carousel highlights their section on 'Why Does Understanding Neurodiversity Matter?' Photo description: Mainly green background with our company logo and the title ‘Why does Understanding Neurodiversity Matter?’ Please like/share/comment for your network #NeurodiversityJobs #CIPD #DiversityJobNetwork #DiversityandInclusion #InclusiveWorkplaces #Neuroinclusion

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Busy HR Directors are facing unique challenges in today’s business landscape - developing resilient, successful and harmonious workforces - delivering compelling employee value propositions - protecting the organisation from external change and challenge - embedding HR strategies that contribute to long-term sustainability and growth In this fast-paced ever-changing environment it’s critical that teams are emotionally resilient, mentally focused, engaged and high performing. That's where I come in! With 20 years’ experience in leadership and people development roles, I’ve seen many of the challenges of modern-day workplaces - stress, burnout, change, disengaged teams and lack of leadership trust. Like you, I’ve experienced programmes that seemed promising on the surface, but often failed to create a lasting meaningful change. People don't have the time to fully embed and embrace essential growth. Mindful approaches in the workplace create a foundation for sustainable change by working from the inside out, helping individuals acquire skills and tools to be their best selves at work every day - to be more resilient, emotionally intelligent, effective and focused. Are you intrigued? If so, please come along to my FREE webinar this week where you can try out brain based tools and practices that can help you to combat stress and burnout, and build your resilience at work. You'll learn tools you can immediately start using using, both in your professional and personal lives, to create positive and meaningful change for yourself and your teams. Here are all the details: What: Transform your workplace culture - unlock the power of brain based tools to combat stress and build resilience. When: Monday 30 September at 3.30 pm BST Where: Online on Zoom How much: It's FREE! How: registration in the comments!

What are your thoughts on conferences? I am off to the CIPD festival of work today. Some of the sessions I’m excited to attend are: 📣How internal comms can support corporate values ❌Thriving through transformation, it’s time to stop talking about change management 📕From theory to action and AI playbook for L&D strategies 💪🏿Fearless Leadership: Fostering an honest and open culture, and creative courage in the modern workplace The part I woke up feeling a little less excited about this morning is the networking. It’s how we grow (along with word of mouth and referrals from our lovely existing clients) but let’s be honest, it’s not many people’s favourite thing to do! I’ve had a motivation boost though, from my lovely co-founder Becki Nazareth. 💙 Is anyone attending the Festival of Work today who can help me check off some of my bingo card? Comment if you are! (Or if you want to chat about what we do at Wonderful Brilliant ) (Also, I’d love a 🙌 in the comments from anyone who sees this and feels nostalgic….Yes you Explore Learning crew!)

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Research shows that teams that are inclusive towards their neurodivergent talent are 30% more productive. London-based Executive Coach Liv Blaney QAVS has recently completed research on autism in coaching, is a trained ADHD coach and neurodiversity & inclusion trainer. Listen to her explain how the Hatwell Group helps firms support and develop their neurodivergent talent and leaders. Click here to access our Insights Paper on the Key Soft Skills required to succeed in Financial Services in the future - https://lnkd.in/efNti2DD #neurodiversity #diversityandinclusion #talentdevelopment #leadershipdevelopment

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Are you a Learning & Development Leader operating in a B2B environment? How proactively do you set about establishing influence with your management colleagues? Often ‘fast track’ leaders enjoy the benefits of elite internal academy programmes. What about the rest? How effectively do we help all our leaders develop people, business and cognitive acumen? The programme in the link in the comments doesn’t cost thousands or take days to complete and is designed to help you as a Learning & Development leader to quickly further develop your business acumen and big picture thinking to give you more confidence engaging with 'the business' and enabling you to better position learning and development as a business enabler. Are you ready to take action? #chieflearningofficer #learningleader #learninganddevelopment #corporatetraining #corporatetrainer

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The big 'R' word - redundancy - I've been there, done that. And yet at the time I was not as aware, as I'm now, about the importance of good endings at an organisation. I know for one of my clients having a conversation about what a good ending would look like for them and for the organisation they were leaving really helped them move smoothly out of the organisation. I encourage you to hear what my colleague, Vanessa has to say about good endings. #menscoach #meninleadership Leading Well

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🎙️ Episode 80: Transforming Careers with 1:1 Coaching & Dyslexia Ever wondered how 1:1 coaching can help navigate workplace challenges? Join us as a past client shares their inspiring story on how personalised coaching shaped their career and life with dyslexia. Tune in for real insights and success stories via the link: https://lnkd.in/dpqZfuje

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🧠 Humans have evolved to notice the negative. In this fortnight’s edition of TALENT KEEPING I’m sharing a practical tip for more deeply encoding the positive points in your performance review. 🌍 TALENT KEEPING will be gliding into inboxes around the globe 7am Wednesday 11th December. 📩 Get TALENT KEEPING: https://lnkd.in/eKqnZR2c #psychologyatwork #talentkeeping

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