Jaclyn Roberson’s Post

Claire Hazle, Legal & General's Group Tech Director, believes a successful workplace thrives on diversity. As a neurodiverse senior leader she shares a unique perspective on why embracing a neurodiverse workplace is important. Claire emphasises the importance of creating psychological safety, a vital element in her successful leadership journey across various organisations. Today, she serves as a role model for neurodiverse team members, inspiring their growth and confidence. Claire points out why companies must actively widen their hiring pool and why bias in recruitment can hinder diversity. Legal & General has laid the groundwork to minimise unconscious bias and promote all forms of neurodiversity. Kyndryl is proud to be a partner, we share the same focus on diversity and inclusion. Claire's story is a testament to the power of diversity and inclusion. It's a reminder that embracing unique perspectives leads to innovation and success. Read Claire's full story at the #ProfilesOfProgress: https://lnkd.in/d3ZbQ_ra #Neurodiversity #DEI #UnconsciousBias #ADHD

Organisational Diversity. It's a concept you see talked about everywhere these days. Incredibly important, laden with meaning but often outworked without clear definition. When it comes to organisational diversity, we can often pigeon hole it to only being related to things like; race, gender, sexuality, religion or age, to be clear these are all great measures of diversity but I think if we're not careful in organisational settings they can leave us "checking boxes" and "looking the part" but never fostering true diversity. I believe organisational diversity is best defined as follows: “The ability to share a variety of viewpoints without fear of retribution or retaliation.” We live in an increasingly opinionated world. A world that almost demands you take sides, sit at either end of a values, morals or ethical scale and one of the greatest toxins to diversity is the lack of safety that comes from rigid opinions, narrow value sets and rigid worldviews. People hide their faith, their sexuality, their viewpoints for fear of public humiliation, retribution, exclusion from the group, or retaliation within the workplace. In my view, if an organisation can foster a sense of “values safety” for their teams this is the truest representation of diversity. You don’t need to agree with another’s viewpoint but you do need to take a moment to see the world from theirs. Organisational Diversity. The ability to share a variety of viewpoints without fear of retribution or retaliation. #leadership #diversity #culture

Organizational cultures where responsibility, accountability and integrity are deeply ingrained and prized, achieve measurable improvements in financial performance and customer care. When employees truly take responsibility for outcomes, they bring sharper focus, creativity, and diligence to reducing costs and risks. They optimize processes because they feel invested in their work and the organization. Employees who feel a sense of responsibility deeply value providing excellent, empathetic service. They take pride in representing the brand, refusing to cut ethical corners. In today's marketplace, accountable, values-driven cultures outperform. If you are looking to foster a culture of responsibility in your organization, we can help. https://lnkd.in/dNvaz4Tm #Culture #Leadership #Management #People

As our CEO recently wrote in the Nuance Culture News article titled "Fostering a Culture of Responsibility," building a workplace culture grounded in accountability and integrity is fundamental for unlocking sustainable success. When employees at all levels take ownership of outcomes and align their behaviors with organizational values, they tend to be more motivated, innovative, and perform better. Responsible team members demonstrate remarkable tenacity and loyalty, continuously refining their skills and judgment. Leaders who model accountability inspire employees to also to make values-based decisions and to take responsibility for their part in outcomes. Fostering individual responsibility for ethics, growth, and outcomes empowers teams to achieve more than they imagined possible. People discover their greatest potential as accountability connects their work to personal growth. The path to developing this empowering, uplifting culture is not always smooth. However, the ultimate outcome is an accountable, united organization capable of achieving long-term, sustainable success. https://lnkd.in/dVzUc55j If you are looking to foster a culture of responsibility in your organization, we can help. https://lnkd.in/ddu-GnKE #Culture #Leadership #Management #People

Leaders have always been told that executive presence (EP) is a key element for career advancement, according to the HBR: EP has traditionally boiled down to three attributes: gravitas, strong communication skills, and the ¨right appearance. Is EP formed of the same elements it was in 2012? ¨After a decade marked by tumultuous economic, cultural, and technological change (think climate threats; the Covid-19 pandemic; war in Europe and the Middle East; the #MeToo, Black Lives Matter, and LGBTQ+ rights movements; worsening political divides; and the rise of Zoom, Instagram, and other online platforms), how have expectations about ideal leadership traits changed? ¨ Inclusiveness, respect for others, being able to drive virtual forums, online and in person presence, and authenticity have moved up the several places to become top traits of EP that leaders must master to continue their paths towards C-level roles. Read more here: https://lnkd.in/ezPbPB95

Fostering Inclusivity Amid Diverse Political Views: A Leadership Imperative. In today's diverse workforce, we encounter a mosaic of political beliefs. As CEOs, executives, and business owners, we have a crucial role in cultivating a culture of inclusivity, empathy, and continuous learning. Open Dialogue: Encourage honest and respectful conversations where team members can freely express their views, knowing they won't face judgment. Embrace Inclusivity: Let's celebrate diversity not just in terms of ethnicity and gender but also in thoughts and perspectives. It's the tapestry of ideas that enriches us. Promote Empathy: Encourage employees to embrace thought-provoking new perspectives, engage in constructive disagreements, and, most importantly, learn from one another. The Outcome? A workplace that values and respects diverse views fosters an environment where differences become the greatest strength. #Inclusivity #Empathy #Diversity #Leadership #Workplaceculture #BusinessOwners #CEOs #Executives

Ooh, I love this. What executive presence used to mean and what it means today may be very different. "Aspiring leaders have long been told that to be considered for senior management roles, especially those in the C-suite, they must demonstrate 'executive presence' (EP). In most corporate settings, that has traditionally boiled down to three attributes: gravitas, strong communication skills, and the 'right' appearance. But what exactly constitutes EP now? After a decade marked by tumultuous economic, cultural, and technological change (think climate threats; the Covid-19 pandemic; war in Europe and the Middle East; the #MeToo, Black Lives Matter, and LGBTQ+ rights movements; worsening political divides; and the rise of Zoom, Instagram, and other online platforms), how have expectations about ideal leadership traits changed?" Read the full article: https://lnkd.in/easEfWC4 #leadership #nonprofitleadership #executivecoaching #leadershipdevelopment #leadershipdevelopmentcoaching #organizationalculture #organizationaldevelopment

Confidence and decisiveness are still the most-sought-after traits contributing to gravitas, accounting for the lion's share of Executive Presence. However, inclusiveness has shot onto the list of the most-valued components of all three dimensions of EP. This change reflects the new weight of diversity, equity, and inclusion in business strategy. Learn more about the new rules of Executive Presence in this Harvard Business Review article. #ExecutivePresence #Diversity #Inclusion #Equity #BusinessStrategy

Such a fascinating article on the "New Rules of Executive Presence" from HBR and how our thoughts have changed from 2012 to 2022. "In most corporate settings, that has traditionally boiled down to three attributes: gravitas, strong communication skills, and the “right” appearance. But what exactly constitutes EP now? After a decade marked by tumultuous economic, cultural, and technological change (think climate threats; the Covid-19 pandemic; war in Europe and the Middle East; the #MeToo, Black Lives Matter, and LGBTQ+ rights movements; worsening political divides; and the rise of Zoom, Instagram, and other online platforms), how have expectations about ideal leadership traits changed?" https://lnkd.in/et9KZH28 #executivepresence #leadership

💡 How can leaders successfully create inclusive teams, treat the topic of DEI seriously and capture the performance gains of their organisations' diversity, equity and inclusion policies? 👇 Dr Rob Yeung offers excellent pointers in this article. If you'd like to discuss any of the issues in this article please don't hesitate to contact me. #diversityandinclusion #diversityequityandinclusion #DEI #workplaceculture https://lnkd.in/ezyaBb3x