Building a Positive and Inclusive Workplace Culture.

Real life example of Inclusive Workplace Behaviors: from leadership to colleagues and teammates.

Background:

In a world packed with information, the quest for insights into workplace culture often leads to a sea of search results. A simple search for "LinkedIn articles about workplace culture" returns a staggering 5,370,000 results on 谷歌 . Among these, 1,200,000 are devoted to the realm of positive workplace culture. While these resources offer valuable knowledge, many tend to follow well-trodden academic paths or reiterate widely agreed-upon approaches.

However, amidst this vast landscape of ideas, there shines a beacon of unique perspective and resilience. I, as a stroke survivor who successfully returned to my job, bring an unparalleled viewpoint to this critical subject. My journey is more than a story; it's an exploration of how an individual's perseverance and a supportive work environment can redefine and elevate the concept of positive workplace culture. In this article, I invite you to delve into this distinctive narrative, where practical insights and profound experiences intertwine to shape a new vision of what a truly inclusive and positive workplace culture can be.

In the heart of every successful organization lies a positive and inclusive workplace culture. This is a story that celebrates the power of leadership, camaraderie, and unwavering support. Join me as we delve into the essential steps that shape a positive and inclusive workplace, woven together with my personal experience of returning to work as a stroke survivor.

The aftermath of a stroke often presents significant hurdles for survivors when it comes to returning to or maintaining employment. For some, physical challenges, such as impaired limb movement or vision problems, render them unable to perform their job tasks. About a third of stroke survivors grapple with aphasia, which hampers their speech and language comprehension abilities, extending to reading, writing, and numerical skills.

Moreover, many of the consequences of a stroke remain unseen. Approximately nine out of ten stroke survivors grapple with at least one cognitive effect stemming from their stroke. These can manifest as fatigue, anxiety, memory issues, and difficulties with concentration. Such effects may hinder survivors from commuting to work, working full-time hours, or engaging in activities that demand problem-solving skills.

Research from the Stroke Association reveals that 15 percent of stroke survivors who return to work experience a lack of support from their employers. Shockingly, 37 percent of individuals under the age of 65 who suffered a stroke decided to leave their jobs, while an additional 9 percent either missed out on promotions or faced redundancy due to their stroke experience.

Introduction:

A positive and inclusive workplace culture is the cornerstone of any thriving organization. It's a culture where every employee feels valued, respected, and empowered, regardless of their background or challenges. In this article, we'll explore the major steps to create such a culture, its pillars, and why it's vital for business success and employee well-being. We'll also share a powerful personal story to illustrate the impact of inclusivity and positive culture.

## Step 1: Defining Positive and Inclusive Culture

What is a Positive and Inclusive Culture?

A positive and inclusive workplace culture is one where diversity is celebrated, and every individual is treated with respect and dignity. It's characterized by a sense of belonging, equal opportunities, and the freedom to express one's true self.

Pillars of an inclusive and positive workplace culture

Following are pillars of an inclusive and positive workplace culture related to employees experiencing life-altering events like a stroke:

1. Supportive Leadership. Supportive leaders champion inclusivity, not just in words but in actions. They lead by example, creating an environment where employees feel heard, valued, and supported, both personally and professionally.
2. Empathy and Compassion. A foundation built on understanding and kindness. Colleagues and leaders demonstrate empathy towards individuals facing life-altering events, offering support, and creating a safe space for them to share their challenges and needs.
3. Respect and Empathy. A culture of respect involves treating every individual with courtesy, dignity, and empathy. It's about acknowledging differences and showing kindness, which leads to stronger interpersonal relationships.
4. Flexibility and Adaptability. Recognizing that recovery journeys differ, this pillar emphasizes flexible work arrangements and accommodations. It allows employees to navigate their new circumstances while maintaining their professional contributions.
5. Education and Awareness. Fostering a culture of awareness through disability inclusion training. This pillar ensures that employees and leaders are informed about the challenges faced by those who've experienced life-altering events, promoting a culture of respect and consideration.
6. Mentorship and Peer Support. Providing mentorship programs and peer support networks for affected employees. This pillar helps individuals connect with experienced colleagues who can guide them through their recovery process, both professionally and personally.
7. Celebrating Achievements. Acknowledging and celebrating the accomplishments of employees on their recovery journey. This pillar highlights successes, no matter how small, to foster motivation and reinforce the belief that each employee is a valued and integral part of the organization.

## Step 2: Why Building Inclusivity Matters

The Importance of an Inclusive Workplace Culture

An inclusive culture fosters innovation, enhances employee engagement, and strengthens the organization's reputation. It creates a harmonious work environment where every employee can thrive. Moreover, it's not just about business success; it directly impacts employee well-being, mental health, and overall job satisfaction.

## Step 3: Impact on Business and Employee Well-being

Business Success and Growth

Inclusive cultures attract diverse talent, leading to fresh perspectives and innovative solutions. Employee engagement rises, resulting in increased productivity and lower turnover rates. Clients and customers are drawn to organizations that prioritize inclusivity, enhancing brand reputation and profitability.

Employee Well-being and Satisfaction

An inclusive culture promotes a sense of belonging and psychological safety. Employees are more likely to be happy, motivated, and loyal to the organization. This, in turn, reduces stress levels, absenteeism, and burnout. It also boosts overall job satisfaction and career fulfillment.

Real life example of Inclusive Workplace Behaviors: from leadership to colleagues and teammates

Personal Story - A Stroke Survivor's Journey

It all began on September 8th, 2022, a seemingly routine morning when I had planned a training run with my club, the "Abu Dhabi Striders," in Al Falah area beside Al Reef. (#AbuDhabi, #UAE). I was just a few hundred meters away from completing the planned 10KM run. However, after covering about 150 meters of that final stretch, I suddenly felt unwell and decided to stop and assess the situation. Dizziness and light-headedness overwhelmed me, and I felt as though I might faint at any moment. Summoning my last ounce of strength, I managed to stand again and attempted to head back to the car. But my body betrayed me, and after a few desperate steps, I collapsed once more. My legs gave way, and I crumbled to the ground, feeling a surge of energy escaping me like blood from a wound. As I lay on the ground, my friends came to my aid, offering me water and support. I tried to move my right arm, only to realize that it remained unresponsive. There was no movement at all. Concerned, my friends swiftly called for emergency assistance, and the ambulance arrived promptly. I was taken to Sheikh Shakhbout Medical City (SSMC) in Abu Dhabi, where I spent two weeks before being transferred to NMC ProVita International Medical Centre to begin my rehabilitation journey. I completed my time at ProVita on the morning of December 24th, 2022. After receiving clearance from Etihad Medical in mid-January, I returned to the office on January 23rd, 2023—less than five months after the stroke which was also the day after my birthday.

How does the stroke affect me?

If we can talk about luck after a devastating experience like a stroke, I am lucky enough not to have cognitive impairments. I have minimal language and communication difficulties because the left side of the brain is typically responsible for language functions in most right-handed individuals. I miss a word time to time when I speak, and I have the muscles on the right side of my mouth tight which makes talking tiring.

Because the left side of the brain controls the right side of the body, I have weakness and paralysis affecting the right side of my body. My right hand does not work. I can grasp but I cannot open the fingers or voluntarily control them. My hand is clenched due to spasticity. I have weakness in my right shoulder and arm. It took me more than 6 months to reduce shoulder subluxation.

My right leg is in a better position because I use it every day. I was able to walk unassisted 3 months after the stroke. However, I have no control over my ankle and foot.

However, each step I take is a challenge as my right knee alternates between a hyperextended position and sudden buckling. Alongside this, my toes are perpetually curled, a condition known as hammer toes. These combined factors create difficulties in both standing and walking, requiring a constant adaptation to find balance and mobility.

Now I find myself living with the persistent challenge of spasticity, a neurological condition that affects both my arm and leg. Imagine your limbs, once free-moving and agile, now feeling unusually heavy, almost as if they are burdened by invisible weights. Spasticity causes my muscles to tighten and stiffen, resembling the taut strings of a guitar. Every movement becomes an intricate dance between my will and the resistance offered by these tense muscles.

I'm more sensitive to cold temperatures now. When my arm is exposed to low temperatures, it tends to get stiff due to reduced movement and blood flow.

Last point, I have spatial and perceptual deficits. They affect my ability to judge distances, perceive objects accurately, and navigate through spaces. Especially in crowded spaces I feel like a pinball. I need to intentionally pay attention to people around me because I cannot judge distance and obstacles on my right side. At times, I perceive my body and essence as akin to Siamese twins—left and right sides united within one form, yet bearing distinct personalities and unique perspectives on the world around them.

I must deal with the phenomenon known as neurological fatigue. Neurological fatigue refers to a type of fatigue that affects the central nervous system, leading to a decrease in physical and cognitive performance. This condition can impact various aspects of daily activities, making them more demanding. Researching on neurological fatigue, I stumbled upon the "spoon theory.” It is a metaphor often used to explain the limited energy that individuals with chronic illnesses or disabilities have available for daily tasks. According to the spoon theory, a person's energy can be represented by spoons. Each activity or task requires a certain number of spoons. Once the spoons are used up, the person may not have enough energy to continue with other activities. It's a way of illustrating the limited capacity for physical or mental exertion that individuals with chronic conditions face every day.

Can you imagine which task is the most demanding for me? Without a doubt, it's dressing up and undressing. I had to learn how to do it with only one hand. I challenge everyone to try it just once.

What challenges did you face when returning to work, and how did you manage them?

Returning to work after a stroke presented several challenges, but with the support of my colleagues and a few adjustments, I was able to overcome them. The main challenges I faced included:

Physical Limitations:

My right hand was immobile, and I had a limp when walking. This made it difficult to perform tasks that required both hands or involved a lot of movement. I had to adapt to typing with only my left hand. I've always enjoyed jotting down my daily to-do tasks, so when I tried to learn how to write with my left hand, I quickly realized that mastering such a complex skill in just a few months was no easy feat. As a workaround, I began using MS Office's To-Do List and relied on digital sticky notes on my laptop. I chose to stick with a standard keyboard and exclusively use my left hand because I never wanted to give up hope that one day, I might regain the use of my right hand. Whenever a task required two hands, I could always count on the support and assistance of my teammates.

Delegation:

I found delegation to be a crucial strategy. As someone who values teamwork and trusts my colleagues, I leaned even more on my team after the stroke, especially for tasks I could no longer perform as efficiently. Embracing the 80-20 rule, where I focused on the 20% of tasks that yielded 80% of the results, allowed me to delegate most of the work. This approach not only lightened my workload but also strengthened the bonds within our team, creating a more supportive and collaborative work environment.

Desk Adaptation:

My desk and workspace needed to be adapted to accommodate my disabilities. This included changes to the height and layout of my desk to make it more accessible.

Time Management:

It was crucial to manage my time effectively to avoid overexertion and follow medical advice. Balancing work and recovery were a delicate task. I take breaks every 30 minutes to prevent fatigue and headaches, which I tend to experience quite easily after the stroke. I was fortunate to have the freedom to manage my work schedule around my therapy sessions and medical appointments. This flexibility greatly contributed to my successful return to work.

Transportation:

Getting to work with my physical limitations was a challenge. Because I'm still unable to drive, my colleagues generously offer to drive me to work in the morning and back home in the afternoon. Furthermore, they accompany me to all my scheduled medical appointments, whenever needed. Their support has been invaluable in my recovery journey.

Work Stress:

Managing work-related stress was vital for my recovery. My colleagues and superiors played a significant role in reducing stress and creating a positive work environment.

To overcome these challenges, I worked closely with my colleagues, superiors, and the HR department. They provided unwavering support, adapted my workspace, and allowed me to manage my time effectively. Their understanding and encouragement made my return to work more pleasant and manageable.

Curious about Marco's inspiring journey? Follow his progress on his Facebook profile “Marco Gio” at

or buy his book “Miracle in the Desert”, “A Journey of self-discovery after a stroke.”

## Conclusion:

Building a positive and inclusive workplace culture is a journey marked by significant steps. It involves fostering diversity, respect, equal opportunities, open communication, and supportive leadership. Such a culture is not only essential for business growth but also for the well-being and satisfaction of every employee. My story, as a stroke survivor, highlights the transformative effect of inclusivity and serves as a testament to the power of a workplace culture that values every individual, regardless of their challenges.