Includr.org

We empower people to practice deep inclusion in their own lives, starting with their colleagues and teams at work. | RT ≠ endorsement.

[Includr.org @Includr_org]

Practicing deep inclusion at your workplace is tough. We make it easy. Learn more at https://t.co/8Mg9XW5gKj.

https://t.co/exayzu3WUo

[Includr.org @Includr_org]

Honoring diversity requires powerholders to understand the needs of marginalized employees and keep them at the forefront. @DrJaniceGassam walks us through how to create a culture of belonging: https://t.co/joUxkfolcg

[Includr.org @Includr_org]

Practicing true self-care allows everyone to bring their full selves to work.

Deeper than face masks and office perks, self-care fosters psychological safety and transforms inequitable cultures from the inside out. @selflovelife101
https://t.co/255Lq2ADhy

[Includr.org @Includr_org]

@SusieWise from the @StanfordDSchool inspired us on #IncludrPod and now she’s got big news! 📚 Her book #DesignForBelonging: How to Build Inclusion and Collaboration in Your Communities is out soon - learn more and order today. https://t.co/726EMMdInU

[Includr.org @Includr_org]

Are you trying to be a hero? Speaking up for someone from a marginalized group isn't as simple as calling out the person in the wrong. Our inclusion expert Benjy Kusi
answers a reader's question on how to balance allyship and representation. #Includr
https://t.co/DktswgTpnJ

[Includr.org @Includr_org]

As a man, how do you advocate for women at work? If others don’t believe she’s ready for the next level but you know she's capable, step up and champion her, and gender equity, with @MitaMallick2.https://t.co/aHxeuprDtK

[Includr.org @Includr_org]

Creating mental health success at work doesn’t need to be complex, just intentional. In part 3 of the series, @morraam shows how agency, boundaries, and language can make the difference for your employees. #MentalHealthAtWork #leadership https://t.co/jtpMaaQaRG

[Includr.org @Includr_org]

You don't have to be the office therapist to establish a healthy team. Learn two ways to model strong mental health practices on your team from @morraam.https://t.co/XjZ76YJ4zb

[Includr.org @Includr_org]

#IncludrPod tip of the week! 🎧

Use accessible language to create space for more folks to engage and learn together.

Listen in as @CelesteHeadlee shares how to use language as a tool to promote deep inclusion.https://t.co/nhZeeZWJ4U

[Includr.org @Includr_org]

Tip of the week! 🎧 "It’s not about your position, but your disposition in life."

Tune in to #IncludrPod as @ashbeckham shares how to lead with empathy and kindness.https://t.co/zTbHWrbKko

[Includr.org @Includr_org]

During the COVID-19 pandemic, gender parity has widened even further: @wef's 2021 Gender Gap Report estimated that gender parity was 135.6 years away — in 2020, it was "only" 99.5 years away. Advance gender equity at work with #EqualPay and #BreakTheBias.https://t.co/GUDptC0Zd1

[Includr.org @Includr_org]

Creating #PsychologicalSafety starts with leaders — each time you model vulnerability, you build trust and loyalty with your team 🤝 If you want to keep your team, respect them.https://t.co/Rwa8ax0OkR

[Includr.org @Includr_org]

Practicing #empathy on teams is surprisingly simple! Inclusion activist, @ashbeckham details how teams can use empathy to their advantage.
https://t.co/iSmjK6rI9m
#includr #inclusion #inclusionatwork

[Includr.org @Includr_org]

48% of employees are worried about retaliation for seeking mental health services.

To help create a mentally healthy team, workplace leaders need to take time to talk about mental health, emotions, and everyday anxiety.

Read more from @morraam.https://t.co/Nza3PnVCGI

[Includr.org @Includr_org]

"Tip of the week! 🎧

Ask questions and show that you care — it makes a difference even at a neuralogical level! 🧠

Join neurosurgeon @jamesrdotymd to learn about how to create psychological safety https://t.co/Zq1Y7mFOGd"

[Includr.org @Includr_org]

Hiring diverse staff isn't enough. You need to create safe workplaces and fix harmful work environments first — consider an equity audit to uncover potentially exclusionary practices. @DrJaniceGassam

https://t.co/iyJrmMD7hP

[Includr.org @Includr_org]

Company culture is in the little things. How do you encourage open dialogue? Is honesty OK? Are newer employees invited to discuss culture, or is it only high-level execs?

Redesign what's not working with @SusieWise on #IncludrPod: https://t.co/3xvsbUH1dR

[Includr.org @Includr_org]

💫 NEW SERIES ALERT💫

Introducing #AskIncludr! Do you have questions about how to practice inclusivity in the workplace? Whether they're broad Qs or personal and specific, we're here with facts and advice. Email us at [email protected] or DM — you could be in a future article 👀

[Includr.org @Includr_org]

Criticism is an invitation to do better 📈

It's not about you — it's about who your work affects. Try on the lens of critiquing designs until they look just right to understand how your allyship can be improved:

https://t.co/rEou3PyiCm @aaron_chu_

[Lauren Melissa Ellzey (she/her) @autienelle]

In an ableist society where our worth is often measured by whether or not we can obtain and maintain a full-time white collar job, I struggle to wrap my head around the fact that:

The average employee is productive for only 3 hours in their work day.