Most workplaces still treat inclusion as a value, not a skill. But inclusion isn’t a wishy-washy feeling or an aspirational goal. It’s about choosing behaviours,
📍 The journey toward neuroinclusion starts with awareness. The first step is basic training on neurodiversity for managers and teams. Why it matters: ➤ It
1) Learning Snippets have exceptionally high engagement rates. Learners who start a program finish 90% of it, on average. These engagement metrics are paired with
❌ Myth: Neurodivergent means autistic. ✅ Fact: Neurodivergence encompasses any differences in neurological development or functioning that diverge from the “typical.” This can include dyslexic
❌ Myth: Person-first language (“she has autism”) is most respectful. ✅ Reality: The way to respect someone is to ask them how they want to
Imagine attending a dinner in another country – you wouldn’t expect the food, customs, or language to be the same as home. You’d approach the
📍 The journey toward neuroinclusion starts with awareness. The first step is basic training on neurodiversity for managers and teams. Why it matters: ➤ It
❌ Myth: Neurodivergent means autistic. ✅ Fact: Neurodivergence encompasses any differences in neurological development or functioning that diverge from the “typical.” This can include dyslexic
❌ Myth: Person-first language (“she has autism”) is most respectful. ✅ Reality: The way to respect someone is to ask them how they want to
Imagine attending a dinner in another country – you wouldn’t expect the food, customs, or language to be the same as home. You’d approach the
The Invisible Disabilities Association started Invisible Disability Awareness Week to bring awareness to the prevalence and impacts of non-apparent disabilities. 👉 About 80% of people
The EY Global Neuroinclusion at Work Study 2025 reveals that just 25% of neurodivergent professionals feel truly included at work today. Without changes, the impact
Most workplaces are built on neuronormativity – the assumption that there’s one “right” way to think, learn, communicate, or work. But truly neuroinclusive leadership starts
1. Microlearning Focuses on Specific, Observable Behaviours Instead of saying “Build trust”, it says: “In your next meeting, thank someone for raising a concern, even
Conventional training on difficult conversations usually offers step-by-step models, with heavy emphasis on the “right” words to say and in what order. Leaders are expected
https://dialectic.solutions/wp-content/uploads/2025/10/MYTH-Rip-Off-the-Band-Aid.mp4 ❌ Myth: Rip Off the Band-Aid The best way to handle a difficult conversation is to “rip off the Band-Aid” and get it over
1. Prepare and self-reflect: Identify and process any strong emotions first. What buttons of mine are being pushed? Is my reaction proportional? What do I
Your two high performers are openly undermining each other in meetings and pulling colleagues into factions. You need to address this dynamic, but they’re both
❌ Myth: Listening = Agreeing Listening without correcting the person means you agree with them. ✅ Reality: Listening without correcting the other person helps you
In 2024, manager engagement fell from 30% to 27%, according to Gallup. Engagement among managers under the age of 35 fell even more steeply – by
Jack Zenger and Joe Folkman analyzed the responses of 2,700 respondents to a Harvard Business Review survey. What they found is that virtually every employee
https://dialectic.solutions/wp-content/uploads/2025/10/Effective-communication-supports-employee-engagement.mp4 Effective communication has been consistently shown to enhance employee engagement by fostering a supportive and transparent work environment (Men, et al., 2020). A big
https://dialectic.solutions/wp-content/uploads/2025/10/myth-good-equals-feels-good.mp4 ❌ Myth: Good = Feels Good A successful difficult conversation ends with everyone feeling good. ✅ Reality: Sometimes, the best outcome is clarity, not
https://dialectic.solutions/wp-content/uploads/2025/10/5-keys-to-difficult-conversations.mp4 Every leader faces tough conversations about performance, behaviour, or workplace conflict. Conversations about these issues are not one-off events – they’re a continuous process
https://dialectic.solutions/wp-content/uploads/2025/10/Pick-Effective-Training.mp4 How can you pick effective training from a sea of bland options? Look for: Behaviour-based, not buzzword-based: Learning Snippets teaches specific, observable actions and
Previous Next The Psychological Safety Learning Snippets program was built for: 1) People Managers and Team Leads They’re the ‘first line’ of leadership. They have
https://dialectic.solutions/wp-content/uploads/2025/10/Easy-First-Step-Thank-people-for-speaking-up.mp4 Thanking people for speaking up reinforces that raising issues is welcome, not risky. Even if you disagree, say: “I appreciate you bringing that up.”
Previous Next Leaders might know that they want to create psychological safety, but it doesn’t bring them any closer to knowing how, exactly. Awareness doesn’t
https://dialectic.solutions/wp-content/uploads/2025/10/Power-blind.mp4 Psychological safety requires an appreciation of power. You can’t build psychological safety if your leaders are ‘power-blind.’ Leaders need a foundational understanding of the
Psychological safety doesn’t happen overnight. Leaders need learning and practice opportunities to respond in ways that build psychological safety and to identify tendencies/habits/styles that undermine
https://dialectic.solutions/wp-content/uploads/2025/10/Easy-First-Step-Listen.mp4 Signal that input is expected, not extra. Ask: “What’s your take?” or “What concerns do you see here?” Learning Snippets help you learn and
Leaders set the tone: through what they say, how they react, and what they reward. Psychologically safe leaders admit mistakes, invite input, and stay calm
https://dialectic.solutions/wp-content/uploads/2025/10/Easy-First-Step-Normalize-Asking-Questions-1080×1080-1.mp4 Reward curiosity, not just confidence. Say: “That’s a great question, thanks for raising it.” Learning Snippets help you learn and apply soft skills. Learn
When safety is low, people hide errors; when it’s high, they report and learn from them. Amy Edmondson’s research found more errors in “low-reporting” hospitals—not
Psychological safety isn’t a policy. You can’t build psychological safety in an organization through policy, or even through communicating it as a “value” to all
Previous Next 1) Employees demand skills development. According to a report from Seismic, a striking 96% of millennials and Gen Z professionals view access to
https://dialectic.solutions/wp-content/uploads/2025/10/Common-misconception-psychological-Safety-Weakness.mp4 Some people misunderstand psychological safety as a way of “coddling” or “weakening” employees, often because they confuse it with being overly permissive or avoiding
https://dialectic.solutions/wp-content/uploads/2025/10/why-it-matters-psychological-safety-boosts-well-being-and-engagement.mp4 ✔ Psychological safety supports mental health and employee engagement✔ Safety is directly linked to higher workplace health scores✔ When employees feel safe, they’re more
✔ Google’s Project Aristotle found it was the top predictor of effective teams, beating out technical skills or team composition. ✔ Psychologically safe teams generate
https://dialectic.solutions/wp-content/uploads/2025/10/Common-misconception-psychological-Safety-less-demanding.mp4 ⚠️ COMMON MISCONCEPTION: Leaders think they have to be less demanding to increase psychological safety. Accountability is ‘psychological ownership’ which is dignifying and allows
People take smart risks when they don’t fear judgment or punishment. Teams with psychological safety experiment more, learn from failure, and iterate quickly. A “fail
❌ MYTH: Psychological safety means “good vibes only.” ✅ ACTUALLY: When people have permission to be candid, it can actually lead to healthy tension and
Previous Next How can I make my workplace psychologically safe? One way to understand what supports or threatens psychological safety is through the SCARF model,
https://dialectic.solutions/wp-content/uploads/2025/10/What-is-Psychological-Safety.mp4 🤔Ever wonder what psychological safety means? It means people feel safe to speak up, ask questions, admit mistakes, and share ideas—without fear of embarrassment
Most workplaces still treat inclusion as a value, not a skill. But inclusion isn’t a wishy-washy feeling or an aspirational goal. It’s about choosing behaviours,
Ageism commonly affects women over 40 in the workplace. In spite of their tremendous wisdom and experience, women over 40 may be passed over for
“Should my workplace plan holiday festivities?” It’s been a particularly challenging time for so many people as we individually and collectively grieve unfolding hostilities and
Accessibility is not optional. We hear it over and over again, and with good reason. And while the message rings true, there’s often a giant
There are lots of conversations around what works and what doesn’t when it comes to diversity, equity, and inclusion practices.
As more and more leaders look at ways they can improve diversity, equity and inclusion in their organization, DEI professionals, strategists, and consultants want them
Embracing Neurodiversity in the workplace should be a top priority in your organization. This allows neurodivergent individuals to feel valued and supported while also contributing
A commonly-shared designer’s proverb says, “To design for everyone is to delight no one”
While the pandemic persists and restrictions come and go, employees continue to sit with uncertainty.
The pandemic has forced many of us into working remotely without any indication of how long this would last. This left employers with little time
Performance reviews continue to reinforce gender bias in the workplace putting women at a disadvantage to men. Eliminating gender discrimination should be a top priority
Ontario is the first province and one of the first jurisdictions in the world to enact specific legislation establishing a goal and time-frame for accessibility.
The world is changing and it’s time to update your hiring practices to prioritize inclusion and accessibility, whether you’re hiring online or in person. Various
The recent shift to predominantly online learning methods has raised many questions about how to ensure all learners continue to receive their accommodations. The COVID-19
Take a minute and look around your workplace. Does everyone look like you? Do some people dominate conversations and situations at the expense of others?
How not-for-profits can turn awareness into real change. Most leaders of not-for-profit organizations are well acquainted with the constant conflict between a deep desire to
1) Learning Snippets have exceptionally high engagement rates. Learners who start a program finish 90% of it, on average. These engagement metrics are paired with
At Dialectic, we think a lot about DEI, soft skills, and leadership training that makes organizations more inclusive and human-friendly. When we team up with
Gimmickry rules the day on e-learning authoring platforms. Learners deserve more: evidence-based strategies for real-world outcomes. The hard-fought victories of the Flash-media e-learning days pale
Take a minute and look around your workplace. Does everyone look like you? Do some people dominate conversations and situations at the expense of others?
The Thanksgiving holiday season is the perfect time for families to have important discussions about advance care planning. Advance care planning involves making decisions about
How not-for-profits can turn awareness into real change. Most leaders of not-for-profit organizations are well acquainted with the constant conflict between a deep desire to
Experience is the most powerful teacher. We figure out whether our decisions are good or bad, right or wrong from experiencing the consequences of our
“Freedom” and “work” don’t typically overlap in most people’s minds, but can they? For a growing number of founders and businesses, the answer is yes!
A recent and heartening trend in the field of diversity, equity, inclusion, and belonging has been the increase in job postings for Chief Diversity Officers
Inclusion has been a growing concern for organizations for several years, but the pandemic shifted the discourse. Employees and recruits are demanding that companies do
Workplace diversity and inclusion should be a top priority for businesses looking to hire new talent. To make diversity and inclusion an ongoing part of
When done right, prioritizing diversity, equity and inclusion will boost your bottom line. Fostering an inclusive workplace culture will take continuous time and effort, but
2020 has been a year unlike any other. As the year comes to a close, here are our top 2021 diversity, equity and inclusion predictions.
There are likely more holidays being celebrated by your colleagues at the end of the year than just Christmas. It’s important to respect the many
Jostle, Dialectic and Learning Snippets want to understand the impact remote work is having on employee inclusion and the feelings of well-being and belonging.
The key is strong leadership and a workplace culture that authentically and actively promotes diversity and inclusion. Womxn, LGBTQ+ employees and employees of colour are
Being able to measure learning outcomes of DEI training is essential to successfully tracking an individual’s progress. Most DEI training isn’t measurable, which means although
Unconscious biases develop over the course of a lifetime, however they can be unlearned with proper training and practice. Unconscious bias training works to disrupt
The ongoing COVID-19 pandemic has forced many companies to rethink their professional development strategies, including their existing DEI training approaches. Entering our eighth month in
Diversity and inclusion should always be at the forefront of your thoughts and efforts in the workplace. One-off training days for diversity and inclusion might
Understanding the complexities of diversity and inclusion in the workplace can be overwhelming. Talking to your boss about how to improve your company’s diversity and
Diversity, Equity and Inclusion training should be factored into your company’s Learning Development budget. To make diversity and inclusion an ongoing part of your workplace
Leading your workplace to diversity starts with challenging the status quo. Measurable results come from prioritizing the development of your own inclusive practices. Everyone has
Companies must learn to identify and distinguish between equitable and equal treatment in order to make meaningful changes in the workplace. Equity and equality are
Machine learning, AI and change management: 3 ways leaders can prepare their organization for success. For decades, futurists have been predicting that the workplace will
Toxic corporate cultures can be incredibly difficult to fix, despite the valiant efforts of HR leaders to create programs to improve morale and boost productivity.
We often use the term “burnout” as a vague label for an exhausting day or week of hard work, but actual burnout is more than
The topic of wellness is becoming increasingly pervasive in the DEIB space. And most often when we think of wellness, we think about wellness as
January is Self Love Month and it has never been more important for employees to carve out time for prioritizing wellbeing. As we approach the
It’s important to recognize challenges diverse populations face when trying to access mental health services and resources. In the wake of global racial injustice protests
Mental health awareness is for everyone. We all have our mental health to look after. Mental illnesses tend to be the focus of mental health
The ongoing pandemic has started conversations about the difficulties of parenting while working from home. With millions of people now juggling work and caregiving, it’s
As the executive director of a not-for-profit, how many times have you seen this happen: Your team designs a public education campaign with utmost care,
The Thanksgiving holiday season is the perfect time for families to have important discussions about advance care planning. Advance care planning involves making decisions about
How not-for-profits can turn awareness into real change. Most leaders of not-for-profit organizations are well acquainted with the constant conflict between a deep desire to
We couldn’t be more proud to see our partners at the Human Rights Campaign Foundation release their groundbreaking report on the status of LGBTQ youth
Words matter and so does the way people refer to us through our names and pronouns. Gender binary pronouns are well-ingrained into our societies. While
There’s more to workplace gender diversity than hiring to meet quotas. Hiring gender-diverse employees alone without actively prioritizing inclusivity in your workplace won’t create the
The many different identities people bring to a workplace is something to be celebrated and acknowledged. However, it is important to recognize in all identity-diverse
Upholding your employee’s human rights is not just a moral obligation, it’s also a legislative one. Empowering employees to safely report incidents of harassment and
It’s no secret that the DEI field is booming.
This year, we must take actionable steps to make our lives and workplaces more equitable as we learn from history. February is Black History Month,
Humans forget about half of the information they’re taught within an hour of having learned it. Learning Snippets was created with this forgetting curve in
The COVID-19 pandemic has exponentially changed the way the world functions. Although most of us can say our daily operations look a little different than
Workplace dress codes reinforce the systemic structures of oppression in which we all live. There may be good intentions behind setting a professional dress code
At times like these, businesses need to stand in solidarity with their employees. As allies, we need to take a firm stance on our commitment
See how easy it is to activate soft skills in your organization. Soft skills training on 3 key topics: Leadership, Belonging and Collaboration.