One of us

Most of us are faking to fit in. Discover how to create a culture of inclusion.

Harness the benefits of a diverse workforce

Diversity is bad for business. The fear of being different is not only stifling talent, it’s a primary cause of low productivity. Diversity quotas may be making it onto the strategic agenda, but they fail to address the human need to feel safe. There’s a lot to be said on the subject, but which bits are worth listening to?

The team of psychologists at Mind Gym have spent the last 6 months combing extensive peer-reviewed research and met with chief diversity officers from many of the world’s most progressive companies to bring you the solution.

This ebook provides the evidence to answer three vital questions:

  • When is diversity good for business?
  • What can company bosses do to realize the benefits?
  • Which investments will give the most guaranteed return?

What we think

5 ways to…celebrate diversity
Integration and inclusion are at the forefront of our minds right now, not least because it is inclusion week. Often, it’s not the deliberately divisive acts you need to watch out for, but rather the unconscious bias that harms relationships and ultimately performance. Here’s how to celebrate diversity, this week and beyond… Remove the stigma. We all have unconscious biases...
How we connect with others
Can the smallest details affect how we connect and communicate with other people? In this talk filmed at TEDxSquareMile Octavius Black discusses how we subconsciously identify and empathize with people more when we can see something of ourselves in them. Even just having the same initial for our first name. Watch the video on the TEDx YouTube channel here.
Taking the sting out of micro-aggressions
Instead of thinking ‘I wish I’d said’ or having a fiery confrontation, we need to learn how to respond appropriately and correctly to microaggressions. Mind Gym behavioural psychologist, Iain Smith, presents a refreshing technique, on how to take the sting out of microaggressions and restore a sense of inclusion. Read his article on the HR Director. This is the second instalment...
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