Lily Jampol, Ph.D.

If you're looking for a unique, measurement-based perspective on DEI that will lead to a more inclusive, productive, and successful workplace, be sure to explore #MeasuringInclusion, a soon-to-be-published book by Paolo Gaudiano (see the note below if you would like to be part of the book's launch and receive a free PDF copy). Whether you are an advocate or a skeptic, I recommend that you reach out to Paolo to learn more about his data-driven, practical approach to creating a more inclusive future of work for all. #MIBook

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I had a great time sharing my Six Dimensions of Psychological Safety framework in part 1 of this webinar yesterday. The next one is coming up on May 28! Have you checked it out yet? Anyone who registers will get the recording of both webinars, so you get a full picture, and can even start using this roadmap to instil more team safety. I'll talk about... ✅ The three levels of team engagement ✅ Applying six safety dimensions to team culture ✅ Learning tips to accelerate inclusion and safety ✅ Involving your team in creating a safer culture https://lnkd.in/dJr83Wer #PsychologicalSafety #inclusion #TeamCulture

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I’m a certified ICF leadership coach so I take to heart the stats ICF puts out and want to share these with you. How ready are you to level up your leadership and your personal growth?

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"We support neurodiversity, but we don't have the resources to support it" I'm a pragmatic businesswoman and also a family member and friend to many neurodiverse folks so this comment gave me pause ⚠️ How could we shift mindsets to make supporting inclusion a competitive advantage? Trends support this: 💡 Atomization of work into "skills, not jobs" 💡 Demographics mean that we need more, not fewer people contributing 💡 Don't we want a society where everyone matters? I do! It takes a mindset shift. Here are insights from recent conversations: Sam David, educator: "accommodation for one group, increases opportunities for all. Curbside carveouts for wheelchairs helped kids with bikes and elderly" Jeff Rotmeyer, social entreprenur, "it's not about ability, it's about opportunity" Ludmila Praslova, Ph.D., just released The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work https://lnkd.in/gCZV-zbH Do you not have resources to support inclusion? Maybe it's time to reimagine what is possible. I don't pretend to be an expert (which is why I have friends who are!) but I believe this is a #futureofwork imperative. #diversity #inclusion #careers #neurodiversity #sharedvalue

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The American Psychological Association's latest Work in America report highlights a crucial link: psychologically safe workplaces may be key to AI adoption. This finding was recently spotlighted at a Partnership on AI roundtable, bringing together Partners and experts from the APA to discuss the human side of AI integration. https://lnkd.in/gM2Td-Kt When employees feel safe to speak up and take risks, they're less likely to fear AI and more likely to embrace it as a tool for innovation. So, how can we build this trust? Some ideas from the report and roundtable: 🔷 Foster open dialogues about AI plans and impacts 🔷 Involve employees in AI decision-making processes 🔷 Emphasize and develop human skills that complement AI What strategies have worked in your organization? #ChangeManagement #EmployeeEmpowerment #AIEthics

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Helpful to see this US data and the point about going back to basics to ensure that DEI interventions are closely tied to the business goals of individual organisations. There is a distinct difference in appetite now for trying to spread resources too thinly and do many things for the sake of it without real outcomes. To combat the noise and stay relevant in this environment, practitioners have got to continue to focus on the actions that are going to deliver measurable change for their organisations. #DEI #strategy #progress #data #reporting #outcomes

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The Troll Project is experimenting with community-based interventions for trolling behaviors & recording ethnographic interviews with trolls, former trolls, & community managers to dig into the root causes of trolling. I unpack it all with founder Ruth D., who is presenting today at #AWE2024. Part of a technological solutionism mindset is to expect that technological architectures can solve human problems, but there’s limits to the existing technological mitigating strategies. Blocking and banning works great on an individual level, but The Troll Project is trying to dig deeper into this problem on a holistic-level looking to innovative community-based interventions and potentially longer-term pathways for reform. It's obviously a huge issue that is unlikely to ever be fully eradicated, but Diaz has seen some of the transformative potential of her process by converting trolls into former trolls, and it's worth exploring these types of community-based alternatives to get to the root of the problem.

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Weekly Inspiration Understanding Neurodivergent & Vulnerable Youth Our latest addition to the Truth & Reconciliation Conversations (TRC) resource library, Dr. Judy Cunningham's eBook, "I See That Letter P on Your Nose," provides a new perspective on supporting neurodivergent children and adolescents with an incarcerated parent or family member. The book reminds us that every individual, no matter their circumstances, started with potential – represented by the metaphorical 'P' on their nose. Shift in Thinking Dr. Cunningham challenges us to rethink how we see adolescents, especially those who are neurodivergent. In a society quick to label and dismiss, she reminds us that all young people are created in God's image, meant to serve and flourish. The main message is clear: see the potential in our youth, especially those impacted by the prison system, rather than just the challenges. Cycle of Hardship The eBook bravely addresses the tough realities faced by children with incarcerated family members. These young individuals often watch their potential fade into despair due to a lack of understanding, support, and positive guidance. Dr. Cunningham uses her experience to show how the absence of healthy emotional outlets and communication can lead to a cycle of hopelessness and, eventually, imprisonment. Importance of Communication A key theme in “I See That Letter P on Your Nose” is the power of communication. Dr. Cunningham stresses the need for creating a safe emotional space where adolescents can express themselves and feel validated. This involves genuine conversations that delve into their true emotions, fears, hopes, and dreams. The eBook offers practical tips on having meaningful dialogues that can guide neurodivergent and at-risk youth away from the path to incarceration. Action Needed Dr. Cunningham not only points out issues but also calls for action. By highlighting the link between incarceration, educational struggles, and special needs, she emphasizes the critical need for systemic changes. The fact that about 75% of state prison inmates in the U.S. lacked a high school diploma and had special needs underscores the urgency for addressing educational and societal shortcomings. "I See That Letter P on Your Nose" is a practical guide for change. Dr. Judy Cunningham makes a strong case for adjusting our approach to support neurodivergent and vulnerable youth. Whether you're a professional or an advocate, this resource is a valuable tool for those dedicated to making a positive impact on the lives of neurodivergent children and adolescents with an incarcerated parent or family member. Read an excerpt from Dr. Judy Cunningham's eBook by clicking the link below! https://lnkd.in/eMH5Jveq

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Fostering inclusive narratives is paramount for amplifying the voices of underrepresented groups (URGs) within our society. Without such visibility, there is a risk that individuals from majority groups may overlook or discount the experiences of URGs, perpetuating a narrative of non-existence. To combat this, organizations must implement robust internal communication strategies aimed at showcasing the stories and experiences of individuals from URGs. By providing a platform for these narratives to be shared, we can challenge preconceived notions and promote a culture of inclusivity. Let's embrace #YesWeExist and prioritize #inclusion through the power of #storytelling. #URGs #lgbtqia

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How to Make Job Interviews More Accessible Designing an inclusive interview process for disabled people and people with different learning styles both widens the talent pool and creates a more equitable workplace. https://lnkd.in/gGAQQhs5

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Guess who helps CROs & Sponsors build Diversity Action Plans? We do! 🌟 I'm excited to share that Diversity Action Plans are now standard with every EZ Docs study development package. With strategic AI and automation, EZ Docs enables rapid development of study documents (protocol, statistical analysis plan, consent, DAP, +40 more) at a fraction of the price. If you're looking for ways to expedite study development, please reach out, I would love to assist! 😊 PS: check out this upcoming webinar (I'm not in it, but I am sure it will be great)! #ClinicalTrials #DiversityActionPlans #StudyDevelopment #EZDocs

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This is a great article about how to use Peerdom for sociocracy. https://lnkd.in/ejidWshB

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Great to see research from the Gartner for HR team highlighted by WorkLife! Autumn Archuleta, Caitlin Duffy, PhD, Kayla Velnoskey, Ned Feuer and many others have been working hard to survey US employees about how politics is affecting the workplace, and per the article this is an issue that won’t be going away just because an election has concluded. #CHRO #HR #Workplace #Civility

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A Must-Read for Leaders and Advocates From Walmart to Microsoft, companies are scaling back their DEI efforts, leaving the future of workplace diversity in question. - Supplier diversity quotas—gone. - Dedicated DEI teams—disbanded. - Support for advocacy groups—withdrawn. At Changeincontent.com, we are sounding the alarm: DEI is not a trend or a luxury—it’s a fundamental necessity for fair, thriving workplaces. These rollbacks demand accountability and action. Read our latest article to learn more and join the conversation. #CorporateAccountability #LeadershipForInclusion #DiversityMatters #Changeincontent #DEI #Setback

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With research continuing to show alarmingly high levels of burnout across the workforce, this piece by Jen Fisher 🦋 provides important tips for managers on how to support the well-being of those they lead and prevent burnout. According to Deloitte's research: "Nearly seven in ten people (69%) told us they feel their employer “does not do enough to minimize burnout." Leaders can help protect their teams from burnout by: ✅ Encouraging real weekends and holidays. One of the most common causes of burnout is preventing people from getting enough time to disconnect, rest, recharge, and focus on other aspects of life. Leaders play an important role in creating an environment where taking time off is not only allowed but celebrated. ✅ Expanding wellness programs and benefits and modeling taking advantage of them. Deloitte's research shows that nearly 40% of people would feel more comfortable taking advantage of wellness benefits and prioritizing personal commitments if they say their direct managers and senior leaders doing so. ✅ Creating a culture of recognition. Creating a culture where appreciation and gratitude are communicated on a frequent basis is important. Organizations can also say thank you in bigger ways, including providing collective, organization-wide collective time off, which both recognizes hard work in a tangible way and allows people to disconnect without worrying that they're letting their team down when they know everyone is taking time away together. What actions are you taking as a leader to support the well-being of your team and help prevent burnout? What actions have the best leaders you've worked with taken to champion well-being at work? #LeadershipDevelopment #WellBeing #WellBeingAtWork #WorkplaceWellBeing #Burnout #BurnoutPrevention -- As always, thoughts and views are my own and do not represent those of my current employer.

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As someone who has coached dozens of leaders recovering from burnout and is passionate about helping leaders and organizations prevent burnout in the first place, getting to write last year for Newsweek on how to leverage evidence-based practices to recover from burnout and cultivate flourishing was a peak professional joy. I deeply wish this piece was now thoroughly outdated and wildly unnecessary, but the continued high rates of burnout we're seeing in study after study indicate that burnout remains a significant challenge for leaders at all levels. If you're struggling with burnout, supporting a team member or colleague who is experiencing burnout, and/or want to know more about the signs of burnout and how to take early action to reduce the severity of burnout, this piece is for you. Burnout is alarmingly prevalent. But it doesn't have to be. We can leverage the science of human flourishing and workplace well-being to dramatically decrease burnout and support folx who are burned out in recovering more quickly. And, we can be intentional about creating workplaces and work experiences that create flourishing rather than burnout. #Burnout #BurnoutRecovery #BurnoutPrevention #LeadershipDevelopment #Coaching #WorkplaceWellBeing #WellBeingMatters -- As always, thoughts and views are my own and do not represent those of my current employer.

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I really believe the pivot in mindset and terminology from "knowledge work" to "learning work" is under-appreciated. The obsession with #productivity and capacity management often collides with building a team and an environment that promotes curiosity and continued learning. I think it fundamentally comes down to a #leadership approach. Are you trying to build a team of people who can discover and create the most value (i.e. investing in building a team of creative, innovative people)? Or, do you have all the ideas and you just want to build a team of people who can execute it? I think the first mindset is far more rare than most people recognize. It focuses on building #knowledge to create #value vs building capacity to create value. Thanks Austin Chadwick, Chris Lucian, and Diana Larsen https://lnkd.in/eHuy3AfV #learning #adaptability #growthmindset #knowledgework #learningwork

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