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https://carbyne.com/blogs/dei-the-importance-of-being-able-to-show-up-at-work-as-your-whole-true-self

DEI: The Importance of Being Able to Show Up at Work As your Whole True Self | Carbyne

We live in a diverse world and it’s time for ALL individuals to feel they can bring their whole true selves to work. Not only is it the right thing to do, but studies show that when employees feel psychologically safe to show up as their whole, authentic selves, they are more engaged, innovative and productive. Conversely, prejudice prevents people from thriving, worsening our industry’s staffing issues (82% of respondents to the 2024 Pulse of 911, a study we commissioned together with NENA, said they cannot fill open positioning in their centers) by pushing talent away with outdated and discriminatory practices.



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DEI: The Importance of Being Able to Show Up at Work As your Whole True Self | Carbyne

https://carbyne.com/blogs/dei-the-importance-of-being-able-to-show-up-at-work-as-your-whole-true-self

We live in a diverse world and it’s time for ALL individuals to feel they can bring their whole true selves to work. Not only is it the right thing to do, but studies show that when employees feel psychologically safe to show up as their whole, authentic selves, they are more engaged, innovative and productive. Conversely, prejudice prevents people from thriving, worsening our industry’s staffing issues (82% of respondents to the 2024 Pulse of 911, a study we commissioned together with NENA, said they cannot fill open positioning in their centers) by pushing talent away with outdated and discriminatory practices.



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https://carbyne.com/blogs/dei-the-importance-of-being-able-to-show-up-at-work-as-your-whole-true-self

DEI: The Importance of Being Able to Show Up at Work As your Whole True Self | Carbyne

We live in a diverse world and it’s time for ALL individuals to feel they can bring their whole true selves to work. Not only is it the right thing to do, but studies show that when employees feel psychologically safe to show up as their whole, authentic selves, they are more engaged, innovative and productive. Conversely, prejudice prevents people from thriving, worsening our industry’s staffing issues (82% of respondents to the 2024 Pulse of 911, a study we commissioned together with NENA, said they cannot fill open positioning in their centers) by pushing talent away with outdated and discriminatory practices.

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      We live in a diverse world and it’s time for ALL individuals to feel they can bring their whole true selves to work. Not only is it the right thing to do, but studies show that when employees feel psychologically safe to show up as their whole, authentic selves, they are more engaged, innovative and productive. Conversely, prejudice prevents people from thriving, worsening our industry’s staffing issues (82% of respondents to the 2024 Pulse of 911, a study we commissioned together with NENA, said they cannot fill open positioning in their centers) by pushing talent away with outdated and discriminatory practices.
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      We live in a diverse world and it’s time for ALL individuals to feel they can bring their whole true selves to work. Not only is it the right thing to do, but studies show that when employees feel psychologically safe to show up as their whole, authentic selves, they are more engaged, innovative and productive. Conversely, prejudice prevents people from thriving, worsening our industry’s staffing issues (82% of respondents to the 2024 Pulse of 911, a study we commissioned together with NENA, said they cannot fill open positioning in their centers) by pushing talent away with outdated and discriminatory practices.
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      We live in a diverse world and it’s time for ALL individuals to feel they can bring their whole true selves to work. Not only is it the right thing to do, but studies show that when employees feel psychologically safe to show up as their whole, authentic selves, they are more engaged, innovative and productive. Conversely, prejudice prevents people from thriving, worsening our industry’s staffing issues (82% of respondents to the 2024 Pulse of 911, a study we commissioned together with NENA, said they cannot fill open positioning in their centers) by pushing talent away with outdated and discriminatory practices.
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