The campaign, "RIDICULOUS EXCUSES NOT TO BE INCLUSIVE," aims to promote the full participation of people with intellectual disabilities in society, free from discrimination and ableism.

𝘛𝘦𝘢𝘮 𝘮𝘦𝘦𝘵𝘪𝘯𝘨𝘴 𝘢𝘳𝘦 𝘢 𝘴𝘢𝘮𝘱𝘭𝘦 𝘰𝘧 𝘩𝘰𝘸 𝘪𝘯𝘤𝘭𝘶𝘴𝘪𝘷𝘦 𝘵𝘩𝘦 𝘰𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯𝘢𝘭 𝘤𝘶𝘭𝘵𝘶𝘳𝘦 𝘪𝘴.

𝘐𝘵’𝘴 𝘢𝘭𝘴𝘰 𝘸𝘩𝘦𝘳𝘦 𝘸𝘦 𝘤𝘢𝘯 𝘮𝘢𝘬𝘦 𝘢 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘤𝘦 𝘣𝘺 𝘵𝘢𝘬𝘪𝘯𝘨 𝘮𝘪𝘤𝘳𝘰 𝘢𝘤𝘵𝘪𝘰𝘯𝘴 𝘵𝘩𝘢𝘵 𝘤𝘢𝘯 𝘤𝘩𝘢𝘯𝘨𝘦 𝘵𝘩𝘦 𝘥𝘺𝘯𝘢𝘮𝘪𝘤.

Whether you're already familiar with the Implicit Association Test (IAT) and have taken it before or have yet to hear about it, I highly recommend tuning in to the "Revealing your unconscious" podcast at Hidden Brain, which explores the story that led to developing the Implicit Association Test (IAT) and its impact on understanding our unconscious biases.

It's about consistently choosing a response that is focused on long-term behavioral change when we observe #microaggressions or #bias.

Seemingly mundane items, like different colors of ban-aids, for me are precious proves on how biased our societies are, and that they spark a great conversation during a workshop.

According to recent research by Gallup, there are significant discrepancies in how employees and HR leaders perceive their organizations' progress in terms of diversity, equity, inclusion, and belonging.

DEI trainings programmes are important, but where the real work starts and when it starts to bring results, is when we get into ᴅᴀɪʟʏ habits and acts of learning.

Burnout is a complex and often ongoing process for many DEI practitioners.

…and to understand where we stand now, we need data.

…as from where I stand, there is no equity to be embraced.

Busting myths regarding gender roles.

People don’t learn when they are judged.

Disability as a mismatch between a person and environment

It’s ok to say no

How to be an ally?

Try something else instead…

How to use storytelling in DEI?

You need to first know better to do better.

Key norms to an inclusive team environment

I don’t believe in motivating people