Paul Campbell-Jennings’ Post

Recently, our people told us what they most value about MedHealth and how we work. As a result, we adopted these three, powerful values. They are inclusion, collaboration and empathy. It’s how we work, how we connect with each other, our clients and our customers. We’ve outlined more about them on our website, which you can access via this link > https://lnkd.in/gtBAMF-G #values #purpose-led #inclusion #collaboration #empathy Image description – graphic with the words ‘Inclusion’ in many colours, ‘Collaboration’ with a keyhole to unlock potential, and ‘Empathy’ with a heart at the end of the word

📥 Including all - recognising myth and idealism In the wrap up of NAIDOC week, and motivated by my experience with Healing Our Spirit Worldwide (HOSW), I wondered how far we are measuring the true inclusion of diverse voices in the Australian workplace. It's all good to publicise AITSI and disability inclusion during events and designated awareness weeks. For leaders, however, the true capability of Directors in creating lasting cultural shifts will always be a challenge be it from a diversity/inclusion representation or access point of view. 🧩 1 in 5 people in Australia have a disability. What I gathered from my short stint working with HOSW is a common pain point. Inconsistency in measures and agreement on how success is defined will always persist without lasting humanistic influence acculturating us towards accessibility as a way of life. Despite the efforts of individual advocacy and organisational partnerships the rise in disability confident recruitment is not a sign of positive outcomes. It'd be unreasonable to assume that organisations recognised as such, have committed to strategies for continual improvement throughout their management tiers. With technology enabling us to connect efficiently like never before, we ought to feel empowered to achieve more than moving "the proverbial needle". We have many growth opportunities. Beyond theory, I scoured and found steady leadership inclusion exercises/processes in place for support or as examples (external links in comments) 🎯 ANU College of Science exemplifies departmental leadership with its own Equitable Hiring Practices guideline 🎯 IBM expanding inclusivity into business function is proof organisational commitment to accessibility is not a lofty goal #peopleandculture #leadershipatalllevels #thoughtleader #mondaythoughts

It is astounding how full the rooms/zooms are when we run these sessions for employees who are looking to navigate new or existing protected characteristics. These numerous individuals know just how critical life-friendly leadership is because they’re often experiencing temporary vulnerability which can be so easily supported, but which is often lacking. This course will ensure you respond to the needs of your employees proactively, improving their trust in you. High trust organisations make staff feel empowered and are rewarded with loyalty, energy and commitment. Don’t wait to ‘go through’ experiences yourself so you ‘know what it’s like’ before you can alleviate pressure on your staff. Instead, sign up and explore how best you can support all staff before they know they need it. Be part of the proactive solution to recruiting, retaining and supporting the return of effective teachers for the students we serve.

MDX Neurodiversity Celebration: Shifting perspectives, embracing differences, and fostering inclusion.🧠 Here's how we are raising awareness about neurodiversity on campus: https://lnkd.in/dYUn9fpT

As the Executive Sponsor of the Neurodiversity Employee Resource Group, I am especially proud to share our company's latest Position Paper on Disability Inclusion, a must-read for everyone committed to fostering a more inclusive and diverse workplace. This document is a roadmap to accommodating differences, and valuing them as sources of strength and innovation. Let's remember that each of us plays a pivotal role in weaving the fabric of an inclusive culture. I encourage all my connections to read, reflect, and join in this important journey towards more inclusive communities and workplaces. #InclusionMatters #Neurodiversity #HealthcareDiversity"

As Neurodiversity Celebration Week draws to a close, it's crucial to remember that supporting neurodiverse colleagues goes beyond just one week of celebration. We can all play a role in creating an environment where everyone feels understood, respected, and supported. Neurodiversity is not about fitting into a mould; it's about breaking moulds and recognising the unique perspectives and abilities that each person contributes. #neurodiversitycelebrationweek #neurodiversity

As Neurodiversity Celebration Week draws to a close, it's crucial to remember that supporting neurodiverse colleagues goes beyond just one week of celebration. We can all play a role in creating an environment where everyone feels understood, respected, and supported. Neurodiversity is not about fitting into a mould; it's about breaking moulds and recognising the unique perspectives and abilities that each person contributes. #neurodiversitycelebrationweek #neurodiversity

As Neurodiversity Celebration Week draws to a close, it's crucial to remember that supporting neurodiverse colleagues goes beyond just one week of celebration. We can all play a role in creating an environment where everyone feels understood, respected, and supported. Neurodiversity is not about fitting into a mould; it's about breaking moulds and recognising the unique perspectives and abilities that each person contributes. #neurodiversitycelebrationweek #neurodiversity

As Neurodiversity Celebration Week draws to a close, it's crucial to remember that supporting neurodiverse colleagues goes beyond just one week of celebration. We can all play a role in creating an environment where everyone feels understood, respected, and supported. Neurodiversity is not about fitting into a mould; it's about breaking moulds and recognising the unique perspectives and abilities that each person contributes. #neurodiversitycelebrationweek #neurodiversity