Chris Ramsey’s Post

💼 The Weight of Workplace Politics: A First-Generation Perspective As a first-generation professional, navigating workplace politics has felt like walking a tightrope. For those of us who grew up learning to work hard and prove ourselves, the subtle (and sometimes blatant) politics in professional environments can be discouraging. Workplace politics often reward those who play “the game” rather than those who genuinely want to make a difference. It can breed a culture of favoritism, where true talent and dedication take a backseat to networking, positioning, or simply knowing the right people. This environment is not only demotivating but often alienating, especially for those of us who feel like outsiders. The impact? Productivity declines, and workplace morale takes a hit. Employees become disengaged, focusing more on protecting themselves from fallout than on thriving in their roles. And if you speak up about it—especially as a first-generation professional—there’s often an added layer of fear: Will I be heard, or will I become a target? When HR turns a blind eye, or worse, when voicing concerns backfires, it reinforces that fear. It creates a cycle where workers feel powerless, mistrustful, and expendable. We need workplaces where open discussions about politics are welcomed without repercussions. Where we can bring our full, authentic selves to work, knowing that dedication and integrity will be rewarded. This isn’t just a “first-generation” issue; it’s a universal issue of fairness and respect. Let’s break the silence and push for workplace cultures that value true inclusion over politics. #WorkplacePolitics #FirstGenerationProfessionals #WorkCulture #HR

Value of #neurodiversity in the workplace and understanding value of #thinkingdifferently.

“We want someone who can think outside the box.” We’ve heard it all before, however, what many companies forget to advertise is that they created the box in the first place. They expect neurodivergent employees to be innovative thinkers, all while adhering to the rigid norms and expectations that they themselves have established. It’s just not possible. To truly support and harness the potential of every employee, workplaces need to value and nurture diverse perspectives. Neurodivergent individuals, like everyone else, need their whole selves to be accepted and supported. Their minds work best when their physical and mental needs are met, and this will vary for each person – whether it’s flexible working arrangements, low-sensitivity environments, or a sense of belonging. Creating a truly inclusive workplace benefits everyone. When we dismantle the confines of rigid norms and embrace flexibility, we unlock the full spectrum of human potential. Together, we can create workplaces that foster the best ideas and contribution from all employees. www.canaryconsulting.co.nz 🧠 #ThinkOutsideTheBox #Neurodiversity #InclusionMatters #DiversePerspectives #WorkplaceInclusion #FlexibleWork #InclusiveWorkplace #SupportNeurodiversity #InnovativeThinking #EmployeeWellbeing #WorkplaceDiversity #MentalHealthMatters #BelongingAtWork #InclusiveCulture #BreakTheNorms #DiversityAndInclusion #InclusiveLeadership #Neurodivergent #WorkplaceFlexibility #HRConsulting #CorporateCulture #DiversityMatters #InnovationAtWork #InclusiveBusiness #SupportAllEmployees

🧠 Creating a neuroinclusive workplace doesn't have to come with a hefty price tag! A recent article emphasizes that fostering an environment where neurodiverse individuals can thrive is more about mindset and small changes than financial investment. Here are some key insights: Awareness and Training: Educating teams about neurodiversity can enhance understanding and collaboration. Flexible Work Arrangements: Offering options like quiet spaces or flexible hours can make a significant difference. Inclusive Communication: Adapting how we communicate can ensure everyone feels valued and heard. As we strive for inclusivity, let’s remember that simple actions can lead to profound changes. Read the full article from PeopleManagement: https://ow.ly/uVgC50TGi2P #Neurodiversity #Inclusion #WorkplaceCulture #HRnews #HR

🧠 Creating a neuroinclusive workplace doesn't have to come with a hefty price tag! A recent article emphasizes that fostering an environment where neurodiverse individuals can thrive is more about mindset and small changes than financial investment. Here are some key insights: Awareness and Training: Educating teams about neurodiversity can enhance understanding and collaboration Flexible Work Arrangements: Offering options like quiet spaces or flexible hours can make a significant difference. Inclusive Communication: Adapting how we communicate can ensure everyone feels valued and heard. As we strive for inclusivity, let’s remember that simple actions can lead to profound changes. Read the full article from People Management magazine: https://ow.ly/PwuL50Tv0BT #Neurodiversity #Inclusion #WorkplaceCulture #HRnews #HR

The intersection of politics and the workplace is an increasingly complex challenge for organizations. At the recent Newsweek Horizons event, sponsored by SHRM, experts from medical, legal, and social psychology fields convened to address this critical issue. #CivilityAtWork Read the article: https://bit.ly/3OXWp4r Jim Link, SHRM's Chief Human Resources Officer, presented compelling data from our latest Q4 Civility Index that underscores the urgency of fostering workplace civility: 🔹 U.S. workers experience 223 million acts of incivility each day, a 30% increase since SHRM's Q1 findings. 🔹 44% of U.S. workers believe incivility will worse in 2025. 🔹 These behaviors are costing businesses up to $2.7 billion daily in lost productivity and absenteeism. These findings highlight an important reality: maintaining civility in the workplace is no longer optional—it is essential for organizational success. The financial and cultural impacts of unchecked incivility demand proactive strategies to create respectful, inclusive work environments. What measures is your organization taking to reduce the costs of incivility and foster a productive workplace? Thank you, Newsweek, for hosting this important conversation. Discover actionable insights from the full discussion here: https://bit.ly/3ZV5Jw7

🧠 Creating a neuroinclusive workplace doesn't have to come with a hefty price tag! A recent article emphasizes that fostering an environment where neurodiverse individuals can thrive is more about mindset and small changes than financial investment. Here are some key insights: Awareness and Training: Educating teams about neurodiversity can enhance understanding and collaboration. Flexible Work Arrangements: Offering options like quiet spaces or flexible hours can make a significant difference. Inclusive Communication: Adapting how we communicate can ensure everyone feels valued and heard. As we strive for inclusivity, let’s remember that simple actions can lead to profound changes. Read the full article from PeopleManagement: https://ow.ly/69ff50TFoN1 #Neurodiversity #Inclusion #WorkplaceCulture #HRnews #HR

🌟 "Navigating Workplace Dynamics: The Golden Rule vs. The Platinum Rule" 🌟 This week, I've been discussing the nuanced distinctions between equity and equality in the workplace. Now, let's elevate that conversation. Picture a spectrum: at one end, the Golden Rule—a familiar principle that prompts us to treat others as we'd like to be treated. It's a commendable baseline. Now, shift your gaze to the opposite end, where the Platinum Rule resides. This principle goes beyond mere equality by urging us to engage deeply with our employees, colleagues, and collaborators and treat them according to their personal preferences and needs. But how? C-Suite Leaders and HR Executives, this is where you step in. While many companies are proficient at soliciting employee feedback, far too few act on it effectively. A 2023 survey by Harvard Business Review revealed that only 34% of 3,500 US-based workers felt their employers would actually implement changes based on their feedback. By truly understanding your employees' unique values, needs, and aspirations, you can learn how they wish to be treated. So, as you navigate workplace interactions, ask yourself: Are you simply meeting the standard with equality and the Golden Rule, or are you striving for excellence with equity and the Platinum Rule? Let’s aim higher and foster a workplace culture where everyone thrives. 🚀 Schedule a call using the link below, and let's discuss how I can help!

Matt Russell draws on a recent roundtable discussion and explores the steps employers can take to build a supportive workplace for neurodiverse staff

How do we support employees who are anxious about the current political landscape? One of the points mentioned in this story is that we are at a unique time in history where most workplaces blend different generations. So how do we foster an inclusive and diverse workplace that is safe for all, while maintaining trust and support for everyone on the team?