Nicole Alfano’s Post

The American Psychological Association Work in America 2024 data has been released. Some quick findings about #psychologicalsafety: - Around two in five (43%) say that during their workday, they typically feel tense or stressed out. That number rises to more than three in five (61%) among workers who experience lower psychological safety at work. - More than one in 10 (15%) workers reported experiencing what they characterized as a somewhat or very toxic workplace. Those experiencing higher psychological safety were 10 times less likely than those experiencing lower psychological safety to describe their workplace as toxic (3% vs. 30%). - Workers with a #disability were more likely than those who did not report having a disability to say they experienced lower psychological safety. Two-thirds of workers with a cognitive, emotional, learning, or mental disability (66%) and a similar number of workers with a physical disability (63%) reported experiencing lower levels of psychological safety, compared with 45% of workers who did not report having a disability. There are practical ways to enhance communication and build psychological safety in the workplace! Psychological safety at work fosters creativity, innovation, and effective teamwork. https://lnkd.in/eub8HJSE

67% of workers reported experiencing at least one outcome often associated with workplace burnout in the last month, such as lack of interest, motivation, or low energy, feeling lonely or isolated and a lack of effort at work. Younger workers are struggling with feelings of loneliness and a lack of appreciation at work. Read more from American Psychological Association's #WorkinAmerica survey: https://lnkd.in/enq57Fat Reach out to me if you'd like to discuss strategies for turning this data into action to foster employee mental health and wellbeing and prevent burnout in your workplace. Happy to share ideas or brainstorm with you and/or leaders in your organization. Let's connect! #workplacewellbeing #employeementalhealth #workplacewellness #internalcommunications

News Spotlight - Workplace Intelligence No progress on skills-based hiring: A new report finds that while companies have started dropping degree requirements for certain jobs, they still aren't hiring people without college degrees (Forbes). AI could restore the middle-class: AI could enable more workers to perform higher-stakes, decision-making tasks that are currently relegated to highly-educated workers such as doctors and lawyers (Quartz). Enforcing the "right to disconnect": Australia will allow workers to ignore unreasonable after-hours calls and messages from bosses, with potential fines for employers that breach the rule (Reuters). Stat of the Week 74% of employees feel it's appropriate to discuss mental health concerns at work, but only 58% would personally feel comfortable doing so, according to a new poll. It's clear there's still a stigma associated with discussing mental health at work. In the study, employees said their managers, HR, and senior leaders are responsible for helping them feel more comfortable discussing this sensitive topic.

Okay, People. This one requires your input. The American Psychological Association just put out its Work in America 2024 report, with psychological safety as its primary measuring rod. "Workers indicated the extent to which they agreed or disagreed with the following statements: 1. If an employee makes a mistake, it tends to be held against them. 2. Employees value each other’s unique skills and talents. 3. Employees are comfortable bringing up problems and tough issues. 4. Employees sometimes reject others for being different. 5. Employees feel safe taking risks. 6. Employees feel comfortable asking others for help. 7. Employees sometimes act in a way that deliberately undermines the efforts of others. Workers’ responses to each of the seven questions were combined to create a single psychological safety score..." Now square this against the best definition for workplace abuse I've ever read, from the Research Team on Workplace Violence and Abuse, Muriel McQueen Fergusson Centre for Family Violence Research, University of New Brunswick: "Workplace bullying encompasses both intentional and unwitting behaviors (words, gestures, images, actions, and failure to act) which, over time, humiliate, demoralize, or terrorize an employee or group of employees, undermine their targets’ credibility and effectiveness, and contribute to a disrespectful or hostile work environment." While I'm grateful that the APA thought it fitting to include a question about the deliberate undermining of one employee by another, I'm troubled by the fact that the researchers decided to take one slice (type of abusive behavior seen in workplaces) and have it represent the whole pie (all types). Does it appear to you as though the leading body of psychologists in the United States has a solid grasp of what constitutes workplace abuse when discussing the psychological safety of American employees? I ask because, from where I sit, it seems as though "safety from harmful behaviors which stem from the mental illness of another" is for the most part a non-factor in the thinking of those who conducted the study. Any and all discussion is welcomed. American Psychological Association Amy Edmondson #workplaceabuse #workplacebullying #mobbing

What Happens at Home When People Can’t Depend on Stable Work ⁉️ 🌀Recent research highlights a concerning trend of rising mortality rates among working-class due to a significant shift in the stability of employment. 🔊The focus goes beyond job insecurity to the "culture of insecurity," where the belief in unpredictable work becomes pervasive, impacting not just professional lives but also personal relationships. 🛗The study delves into how individuals, feeling abandoned by their employers, redirect their need for commitment towards family and friends, resulting in heightened expectations and vulnerabilities. Ultimately, this shift can lead to increased emotional distress and disillusionment. ↘️ Learn more: [Link to the full article : https://lnkd.in/d2Nquea8] 📊 #EmploymentTrends #WorkCulture

Why Employers Need to Show Patience with Dyspraxia: An Angry Rant It’s absolutely outrageous how many employers lack understanding of dyspraxia! This isn’t just some insignificant issue; it’s a genuine condition that affects coordination, motor skills, and daily functioning. Yet, instead of receiving empathy and accommodation, individuals with dyspraxia often face skepticism and impatience. Employers must acknowledge that dyspraxia significantly impacts productivity and social interactions. Expecting flawless performance without considering these challenges is not only unreasonable but also discriminatory. This lack of patience perpetuates a hostile work environment where people with dyspraxia feel marginalized and undervalued. It’s time for employers to educate themselves and implement inclusive policies. Empathy and flexibility are essential for creating a supportive workplace where everyone, including those with dyspraxia, can thrive. For more insights on this topic, explore this book: Thinking Books. Full Link: https://lnkd.in/g6rYVnS4

Why Employers Need to Show Patience with Dyspraxia: An Angry Rant It’s absolutely outrageous how many employers lack understanding of dyspraxia! This isn’t just some insignificant issue; it’s a genuine condition that affects coordination, motor skills, and daily functioning. Yet, instead of receiving empathy and accommodation, individuals with dyspraxia often face skepticism and impatience. Employers must acknowledge that dyspraxia significantly impacts productivity and social interactions. Expecting flawless performance without considering these challenges is not only unreasonable but also discriminatory. This lack of patience perpetuates a hostile work environment where people with dyspraxia feel marginalized and undervalued. It’s time for employers to educate themselves and implement inclusive policies. Empathy and flexibility are essential for creating a supportive workplace where everyone, including those with dyspraxia, can thrive. For more insights on this topic, explore this book: Thinking Books. Full Link: https://lnkd.in/g6rYVnS4 

🧠 The statistics show that you have at least one person with dyspraxia in your workplace. 💙 Happy #DyspraxiaWeek! Did you know that up to 10% of the UK population is dyspraxic? This means it’s very likely that you have at least one dyspraxic employee in your organisation. Dyspraxia, also known as Developmental Coordination Disorder (DCD), is a developmental condition that affects movement, balance, and coordination. Dyspraxia is often mistaken for a learning disability but is actually a learning difficulty. While dyspraxia is primarily a movement and coordination disorder, it still poses some challenges that can significantly impact the work of individuals with dyspraxia: 🧠 Dyspraxic employees may need more time to understand and remember instructions. 🧠 They can have difficulty remembering lots of information at once and multitasking. 🧠 They might suffer from poor time management, missing deadlines, or forgetting to complete tasks. Yet, dyspraxic talents can bring unique traits to their team if they are given the support they need. 👋 People professionals! Would you like to hear some practical #tips to create more inclusive workplaces for your dyspraxic employees? Keep an eye on the next edition of our LinkedIn newsletter. We will discuss how support drives success for dyspraxic employees with ✨ real-life ✨ case studies and share some practical tips for creating a more inclusive culture in your organisation. 🔔 Get notified by subscribing to our Inclusive Workplaces newsletter now, and be the first to access this exclusive content, going live next Tuesday at 11 AM: https://lnkd.in/e2Xr3vHD

Access to Work! Did you know the UK government could provide up to £66,000 per year to help neurodivergent, disabled, and employees with physical or mental health conditions? Sadly, a shocking 70% of organisations are unaware of the Access to Work grant. This means too many employees aren't getting the support they need to thrive at work. In fact, less than 1% of those who qualify actually use this essential resource. 𝐖𝐚𝐧𝐭 𝐭𝐨 𝐜𝐡𝐚𝐧𝐠𝐞 𝐭𝐡𝐢𝐬? Join our FREE webinar to learn how Access to Work can benefit employees and employers. Get practical advice from experts on supporting neurodivergent employees and building a more inclusive workplace. REGISTER BELOW and get the clarity and support you need to navigate Access to Work with confidence.   https://lnkd.in/gjZcg6ti Brain in Hand

Addressing Social Anxiety in Neurodivergent Employees: The Role of Educated Employers ❗ Neurodivergent individuals, including those with autism and ADHD, often face social anxiety that can hinder their performance in traditional office settings. This anxiety is triggered by routine activities like team meetings and casual conversations, leading to overwhelming stress and isolation. Many employers lack awareness about neurodiversity, resulting in environments that can be exclusionary. Open office plans, frequent spontaneous interactions, and the pressure to conform to social norms can be particularly challenging for neurodivergent employees. Employers must recognize the need for tailored approaches. Accommodations like flexible work arrangements, quiet spaces, and clear written instructions can significantly reduce stress. By understanding and accommodating the unique needs of neurodivergent employees, employers can enhance their well-being and productivity, fostering an inclusive workplace that values diverse talents and perspectives. It’s time for businesses to embrace neurodiversity and create environments where everyone can thrive.