What is Thrive?

Challenging your bias is uncomfortable and takes effort, but it needs to be done to foster a truly inclusive workplace culture. Andrea Dermody explains how. Our brains are trained to make snap decisions that are not necessarily based on either facts or judgment. The key here, however, is what happens next. Do you act on your initial judgement, or do you take a step back, acknowledge the facts, and change your behaviour accordingly? This is a central issue around different types of bias. When we make a judgement and don't change our approach, no matter the evidence to the contrary, we're heading down a dangerous road towards unconscious bias. And, when we first become aware of unconscious bias, trying to do anything about it will feel uncomfortable.  Why uncomfortable matters When we learn a new skill, such as riding a bike, we're delighted to be uncomfortable. But in the professional arena, and especially for those in senior roles who are used to being regarded as well-informed, recognising that there are areas where we are ignorant is an uncomfortable place. However, to work towards eradicating biases, it is essential to be aware of these knowledge gaps and understand how important it is to start learning. By listening to what people with different experiences have to say, you will build this skill into a habit and eventually find yourself less uncomfortable and more informed. Be BRAVE to counteract bias One way to eradicate biases is to deploy the 'BRAVE' technique. Each letter of BRAVE stands for two actionable steps an organisation can take. Build relationships outside your in-group Hearing the story of someone else's different lived experiences can help promote empathy. Be consciously inclusive Ensure you build inclusion into every touchpoint and interaction you have with people by asking yourself what is missing: do we have differences represented? Do we hear different perspectives and voices? Recognise bias in yourself and others Look for people who will challenge you—and do the same for them. Request feedback from a broad group You have to leave your echo chamber to see the full picture of a situation. Consider 360 feedback requests from people outside your comfort zone, such as peers and direct reports. Advance all talent Don't just choose to mentor and sponsor people who have the same experiences as you. It is much more valuable to mentor and sponsor people who might have a different experience from your own to broaden your view and theirs. Accountability to drive progress Consider how you will hold yourself accountable for any changes you make to your way of thinking and question how your organisation holds people responsible for change. Without accountability, cultural or behavioural change is impossible. Being vocal the moment you see inequity If you don't challenge where you see inequity, you're telling everybody else in the group that you're okay with what's been said. Speak up. Add another viewpoint to your decision making Are you only making decisions based on input from a tiny group of people? Receive input from a variety of different types of people. Empower everyone to contribute and act Help people understand that inclusive culture is about how we treat each other, from the CEO down. Effort by everyone, every day Feeling and doing something that makes you uncomfortable, or doing something that feels initially counterintuitive, can feel like it's going against your gut. But, we must make ourselves uncomfortable to drive inclusivity within our organisations. Andrea Dermody is the Founder of Dermody Inclusive Organisations

September is Irish Heart Month which serves as an opportunity to spread awareness about our heart, its health, and the prevention of cardiovascular disease. The Irish Heart Foundation’s new campaign ‘Her Heart Matters’ aims to raise awareness of heart disease and stroke in women. Stark figures surrounding the campaign show 1 in 4 women in Ireland die from heart disease and stroke. Overall, approximately 10,000 people in Ireland die from cardiovascular disease every year. Here the Thrive wellbeing team takes a look at ways you can protect your heart health. Heart Disease & Menopause A woman’s risk of heart disease and stroke increases with the onset of menopause. This is due to lower levels of oestrogen which can increase blood pressure and cholesterol, symptoms of menopause such as poor sleep and night sweats can increase your risk as well as changes in body shape, muscle, and fat stores. Men & Heart Disease Men are more likely than women to develop heart disease. There is a variety of reasons that causes an increased number of cases of cardiovascular disease in men. It is suggested that men tend to cope with stress differently compared to women and may be less adaptive to cope with stress physiologically, behaviourally, and emotionally. Men also tend to pay less attention to healthy lifestyle behaviours and could be less aware of associated symptoms. Protect your Heart The good news is that 80% of premature heart disease and stroke are preventable by making simple but vital lifestyle changes and being proactive when it comes to your health, as is the case with many other diseases and illnesses. Manage stress – find ways to relax, maintain a regular sleeping pattern, practise relaxation techniques, stay connected Get Moving Eat well Stop smoking Drink less alcohol Know your family history Check it out - have regular blood pressure and cholesterol checks Know the Signs Awareness of the signs of heart disease is imperative to early detection but what symptoms should you look out for that might indicate a potential heart problem? Chest pain Pain or weakness in legs/arms Breathlessness Fast or slow heartbeat or palpitations Feeling dizzy/lightheaded/or faint Fatigue Swollen limbs The Thrive Wellbeing Hub is here for you on all matters related to your health and wellbeing. For more information or advice, contact the team by email at: thrive@charteredaccountants.ie  or by phone: (+353) 86 0243294. We also host an abundance of insightful and practical wellbeing webinars that may help you in your efforts, you can visit our Help & Guides page to view. For more on Irish Heart Month, please visit irishheart.ie.

The right mindset, along with a robust support network, can do much to help women in their careers. Dawn Leane explains the four factors that have contributed to the career accomplishments of successful women in business In my last article, I shared details of a research study carried out by Fiona Dent and Viki Holton for their book, Women in Business: Navigating Career Success, in which successful women revealed the factors that either encouraged or inhibited their careers. Now, we need to look at the factors the participants in that study identified as crucial to promoting and supporting their achievements. Personal work attitude Resilience is essential for women as they navigate hidden challenges and barriers their male counterparts do not face. This includes a strong work ethic and the ability to manage adversity. In her book, Mindset: The New Psychology of Success, psychologist Carol Dweck contends that, from early childhood, we develop one of two mindsets: a fixed mindset or a growth mindset. People with a growth mindset believe that, with effort, we can develop our skills, abilities and talents. They also focus on learning from positive and negative experiences and persevere when facing adversity. In contrast, those with a fixed mindset believe success is based on innate ability. By understanding, challenging and adjusting our mindset, we can change our career trajectory, relationships and happiness. Supportive family and friends In her book Couples That Work, Jennifer Petriglieri discusses how dual career couples face challenges that are usually framed as a zero-sum game, where one partner succeeds at the expense of the other. Couples who thrive develop what Petrigilieri terms a ‘secure base’, meaning both partners are supportive and encourage each other to take risks. The support role is interchangeable. Sometimes, one person is the support, and at other times they are the one being supported. Many participants in Dent and Holton’s study valued the support of their partner, family and friends in achieving success. Having a ‘secure base’ is one of the ways in which women can gain support needed to thrive. Organisational support The support of managers and colleagues is also crucial to women developing their careers. In response to the question “During your career, please indicate the people who have supported you in achieving your goals?”,  87.6 percent of Dent and Holton’s study participants identified their bosses, and 79.9 percent identified colleagues. Almost all participants highlighted the importance of their manager offering encouragement, providing challenging opportunities and the psychological safety of being allowed to experiment and fail. The manager is also crucial to one of the most pivotal points in a woman’s career: maternity leave. Research carried out by Dublin City University, Re-Engaging Talent Post- Maternity Leave: Enablers and Barriers to Positive Reintegration, identified that: “one of the critical factors in determining how women experienced the transition back into work after maternity leave was the perspective management had on maternity leave and this transition in a woman’s career. We saw many positive examples where line managers and/or the organisation viewed their maternity leave as a brief interlude in the individual’s long-term career. In these organisations, the females often reported a positive transition back after leave”. Developmental opportunities, such as a willingness to study for more qualifications and continuing personal and professional development, were also identified as essential factors, as were moving regularly and gaining international experience. Self-awareness A strong awareness of individual skills, career goals and taking advantage of opportunities were also associated with career success. Being unashamedly intentional and strategic about their ambition can feel uncomfortable for women because of their experience and societal conditioning. Having a sponsor, coach or mentor at key junctures allows women to access experience, further develop self-confidence and judgement and remain on track when navigating barriers to success. Dawn Leane is Founder of Leane Leaders and Leane Empower. In October, she will deliver a workshop for aspiring female leaders, Women in Leadership, Navigating the Environment.