Diversity In Technology

"I was the right candidate for that job; I had all the skills they needed, yet they did not select me" Have you ever had this feeling? You used all AI tools to scan the job post, you were the right match, and yet you were not selected. Why? Because technical expertise is not the only thing required to navigate work smoothly. I've walked a diverse path across different countries, witnessing firsthand the challenges newcomers face in bridging the gap between their skills and workplace demands. The ability to adapt, communicate effectively, and collaborate seamlessly are just as vital, yet often overlooked. Let me break down these key skills that nobody talks about but are crucial for success in today's workplace : 1️⃣ Adaptability: Embrace change with an open mind. In a world where the only constant is change, the ability to adapt quickly to new environments, technologies, and challenges is a game-changer. 2️⃣ Emotional Intelligence: Understand and manage your emotions while empathizing with others. It's not just about what you know; it's about how you relate to and connect with those around you. 3️⃣ Effective Communication: Master the art of articulating ideas clearly, listening actively, and fostering open dialogue. Communication isn't just about talking; it's about ensuring that your message is understood and fostering meaningful connections. 4️⃣ Collaboration: Work seamlessly with diverse teams, leveraging each member's strengths to achieve common goals. Collaboration isn't about competition; it's about synergy and collective achievement. 5️⃣ Problem-Solving: Approach challenges with a solution-oriented mindset. Instead of getting bogged down by obstacles, see them as opportunities for growth and innovation. 6️⃣ Resilience: Bounce back from setbacks with grace and determination. Resilience isn't about avoiding failure; it's about learning from it and emerging stronger than before. 7️⃣ Cultural Competence: Navigate cultural differences with respect and curiosity. In an increasingly interconnected world, understanding and embracing diversity is essential for fostering inclusive workplaces and global collaboration. So, as we navigate the dynamic landscape of work, let's not forget to cultivate these invaluable skills that pave the way for not just professional growth, but personal fulfillment too. After all, it's about what propels us forward, not what holds us back #ProfessionalSkills #CareerGrowth #SoftSkills #GlobalCareers #NidhiNagori

Masculinity in Engineering: Why Safety is the Key to Inclusion Engineering has long been a male-majority profession, shaped by a culture that often prioritises technical competence, resilience, and risk-taking. While these traits can be strengths, they can also create barriers when discussing diversity, equity, and inclusion (DEI). Many male-majority teams struggle to engage with DEI, not because they don’t care, but because these conversations often feel disconnected from their work. So how do we bridge the gap? The answer lies in safety. ⛑️ Safety: A Universal Language in Engineering No matter the discipline—civil, chemical, mechanical, or electrical—safety is non-negotiable. Engineers are trained to mitigate risks and create environments where people can work without fear of harm. This mindset offers a powerful way to engage men in discussions about inclusion. Psychological safety, just like physical safety, is essential for high-performance teams. If someone doesn’t feel comfortable speaking up—whether about a design flaw or a workplace concern—risks go unnoticed, innovation suffers, and mistakes escalate. Reframing DEI as a Safety Issue When we position inclusion as a safety imperative, we change the conversation: ✅ Speaking up is a safety behaviour. Just as workers report hazards without fear of retribution, people must feel safe to challenge biases, question exclusionary practices, and raise concerns. ✅ Mental health is a safety concern. Engineering has one of the highest suicide rates, particularly among men. A culture of emotional suppression and "toughness" can have devastating consequences. By promoting psychological safety, we create workplaces where vulnerability is a necessity, not a weakness. ✅ Belonging leads to better decision-making. Diverse teams make better decisions—but only when individuals feel secure enough to contribute fully. If safety is about managing risks, then ensuring all voices are heard must be a core priority. A Way Forward If you're leading an engineering team, consider this: Would you allow an unsafe work environment to persist just because "that’s the way it’s always been"? If not, then apply the same rigour to workplace culture. Safety isn’t just about hard hats and harnesses—it’s about ensuring everyone can thrive. And when we frame inclusion through the lens of safety, we give male-majority teams a familiar and compelling reason to engage. Let’s make engineering safer—not just physically, but psychologically too. ---- ♻️ Follow Dr. Mark McBride-Wright, MBE, CEng, FIChemE, FEI for insights on fostering connection, leadership, and creating inclusive spaces. #Engineering #SafetyCulture #PsychologicalSafety #TheSAFELeader #MasculineEnergy

🌍 Being a Global Professional in Today's World 🌍 In today's interconnected world, the concept of a "global professional" has become increasingly important. A global professional need to possesses the skills, knowledge, and adaptability to thrive in an international and culturally diverse environment. I am fortunate to have worked at top institutions in different parts of the world, including the US, France, Canada, and India. Currently, I am preparing to embark on another adventure into a geography that is completely unfamiliar to me. In this context, I thought of sharing a few tips to thrive in an international work environment: 1.        Cultural Competence: Understand and respect cultural differences to bridge gaps and collaborate effectively. 2.        English Language Skills: Proficiency in global language English facilitates better communication and fosters deeper connections. 3.        Adaptability & Flexibility: Quickly adjust to new environments and embrace different ways of thinking and working. 4.        Global Mindset: Think beyond local boundaries, understanding global markets and geopolitical factors. 5.        Technological Proficiency: Master digital tools for remote collaboration and communication. 6.        Networking & Relationship Building: Build a global network for insights, support, and collaboration. 7.        Continuous Learning: Stay informed about global trends and emerging markets through ongoing education and professional development. 8.        Ethical & Sustainable Practices: Commit to ethical conduct and sustainability, promoting fair trade and environmental conservation. 9.        Effective Communication: Convey ideas clearly, managing language barriers and cultural nuances. 10.     Leadership & Teamwork: Inspire and manage diverse teams, and be an effective team player in international projects. Being a global professional involves a combination of skills, knowledge, and attitudes that enable individuals to succeed in an international and multicultural environment. By cultivating cultural competence, adaptability, and a global mindset, professionals can effectively navigate the complexities of the global marketplace and make meaningful contributions to their organizations and communities. #GlobalProfessional #CulturalCompetence #ContinuousLearning #Adaptability #GlobalMindset Photo description: This photo was taken during our visit to the Palace of Versailles (château de Versailles). At the time, I was working as a researcher with the French Alternative Energies and Atomic Energy Commission (Commissariat à l'énergie atomique et aux énergies alternatives) at the CEA Paris-Saclay Centre.

Happy Tuesday everyone! We survived the Eclipse 😎 and the Earth 🌍 is still spinning! (in the picture I'm in Melbourne Australia, one of the most diverse communities in our region) (Back to regular programming) 📺 Today's post is about what it means to Embrace Diversity. As a Gen X leader I was lucky to have: Lived and worked across 3 continents, Managed teams comprising 9 nationalities, Partnered customers across 12 Asia and Pacific cultures, Reported to bosses of both genders, Advised C-suites of large corporations and Startup Founders, and Coached team members of different generations. I had to learn the hard way, that Being able to thrive in a diverse environment was not a 'nice to have' but a 'must have'. It was simply not good enough if I just 'tolerated' a diverse environment. I had to make sure I can thrive. Here are some lessons I picked up along the way on working with diversity: Diversity to me is: 1️⃣ Making sure I ask in a clear and patient manner, to my colleague to clarify if she meant A or she meant B in her earlier email, when working alongside non-native English speaking colleagues. 2️⃣ Noticing that my Asian colleagues did not speak up during the earlier group Teams call, and making a note to book each of them separately for a 15minute catch up to make sure their views (and objections) are included in consideration. 3️⃣ Learning how to say Good Morning, Thank you, Good Bye, Delicious, in as many of my colleagues' languages as I can. 4️⃣ Explaining to Asian customers that our European colleagues will take longer to action on something due to summer vacation, in the same way we will just take longer to reply during Chinese New Year's Eve or Ramadan. 5️⃣ Remembering to ask every team member for their opinion in a meeting I lead, regardless of hierarchy, gender, ethnicity, experience, or job function. 6️⃣ Genuinely care for a colleague who has just bravely showed up to a customer presentation today inspite of a family bereavement but looking visibly shaken or distraught. 7️⃣ Understanding that C-suites of large corporations simply cannot always make fast decisions compared to Startup Founders, and recognising the strengths of each approach. 8️⃣ Celebrating diversity days in the office with colleagues in a respectful and genuine way. 9️⃣ Agree to hire a full time mother with a career break, not because she is the diversity hire, but because she had years of experience that can help the team accelerate their efforts. 🔟 Clarifying and finding common ground in a meeting for a project where everyone spoke English but uses their own department jargon. Excited to hear how YOU embrace diversity every day! Comment below: ⬇️ #diversity #crossculturalmanagement #workplace #genz #coach #careerdevelopment #leadershipdevelopment

Building an Engineering Culture That Thrives Through Constant Change Tech is moving faster than ever - AI, cloud, security, compliance, you name it. But the hardest part isn’t picking technologies. It’s building an engineering culture that can keep up. After leading teams through modernization, cloud moves, and now AI initiatives, I’ve found that the cultures that thrive share a few key traits. 1️⃣ Change Is Part of the Job, Not a Disruption Teams that see change as a nuisance fight it. Teams that see it as normal design for it. Practical ways to normalize change: Frequent, small releases instead of big-bang projects Regular architecture reviews Time explicitly reserved for experimentation and refactoring 2️⃣ Hire for Adaptability, Not Just Skill Stacks Today’s “expert in X” can become tomorrow’s bottleneck if they can’t adapt. What I optimize for: Curiosity and breadth, not just depth Comfort with ambiguity Collaboration over lone-hero problem solving You can teach a new framework. You can’t easily teach mindset. 3️⃣ Documentation Over Hero Culture If your architecture lives in one person’s head, you don’t have resilience—you have a risk. Good documentation: Speeds onboarding Reduces repeated mistakes Makes cross-team work possible Lets you evolve systems without fear It’s not bureaucracy. It’s scale. 4️⃣ Psychological Safety = Higher Velocity High-performing teams aren’t the ones that make zero mistakes. They’re the ones that: Surface risks early Admit issues quickly Challenge decisions regardless of title If people are afraid to speak up, innovation stalls. If they trust the environment, they move faster. 5️⃣ Ownership of Outcomes, Not Just Tickets The best engineers don’t just close JIRA tickets—they care about results. Give teams: Clear business context Visibility into impact (metrics, customer feedback) Influence over design and architecture When engineers own outcomes, they don’t wait for permission. They lead. ⚖️ The CTO’s Real Job Being a CTO is balancing innovation vs. stability: Too much innovation → chaos Too much stability → stagnation The win is a culture that experiments safely, modernizes intentionally, and always ties technology choices back to long-term business value. Bottom line: Tools and frameworks will keep changing. Your real competitive advantage is an engineering culture that can evolve faster than the technology around it. What’s one cultural shift you’ve seen make the biggest impact on your engineering team?

When I first led a team in the UAE, I was struck by the sheer diversity—people from over a dozen nationalities collaborating under one roof. It was inspiring, but it also came with challenges:  → language barriers,  → differing work styles → unspoken cultural nuances. Over time, I learned that the key wasn’t just managing diversity—it was celebrating it. 1️⃣ 𝐁𝐮𝐢𝐥𝐝 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐀𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 Address language differences with clear communication and translations for key documents. Respect religious and cultural practices, like flexible work hours during Ramadan. Offer cultural sensitivity training to bridge gaps and promote understanding. 👉 Awareness isn’t optional—it’s foundational. 2️⃣ 𝐋𝐞𝐚𝐝 𝐰𝐢𝐭�� 𝐀𝐝𝐚𝐩𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 Tailor your management style to cultural norms, valuing hierarchy when needed. Use culturally sensitive feedback to ensure it’s constructive and respectful. Encourage collaboration by highlighting the strengths of diverse perspectives. 👉 Adaptability builds trust and engagement. 3️⃣ 𝐅𝐨𝐬𝐭𝐞𝐫 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 Promote merit-based advancement to ensure fairness. Build psychological safety where everyone feels valued. Encourage team-building activities that celebrate cultural diversity. 👉 Lesson: Inclusion turns differences into strengths. 𝐓𝐡𝐞 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲 Managing multicultural teams isn’t just a challenge—it’s an opportunity to unlock innovation and harmony. When leaders embrace diversity with cultural intelligence and empathy, amazing things happen. What’s your experience managing diverse teams?👇 #Leadership #Diversity #Workplaceculture #UAE #TeamBuilding #CHRO #HR

Creating a thriving work environment involves nurturing respectful and understanding relationships. How many of these do you already practice? 1. Listen Deeply: Understand your colleagues' perspectives before responding. Acknowledge their feelings, needs, and thoughts. A little empathy goes a very long way. 2. Make Space for Different Perspectives: Appreciate your colleagues’ unique values and priorities. Validation means respect, not necessarily agreement. You can disagree and respect their opinion at the same time. 3. Manage Reactions: When triggered, take deep breaths and reflect on your feelings. Respond thoughtfully, not impulsively. Be curious about why you find this so triggering. Often the solution is actually within you not in your colleague. 4. Be Mindful of Your Inner Critic: Recognize and manage your inner critic to handle external criticism calmly. We can be our own worst enemies and it’s often unnecessary limiting beliefs that cause us pain. 5. Express Needs Clearly: Communicate needs directly and non-demandingly. Support yourself to reduce reliance on others for validation. This is a hard one and may require some coaching or therapy to do effectively. Healthy work relationships not only enhance productivity and create a positive work culture, but can make the difference between surviving and thriving. #CollaborativeWorkplace #EmotionalHealth #SelfCare #Leadership #MentalWellness

Being a woman of color in tech today means navigating barriers that most people don’t see, or acknowledge: ❌ Not being recognized or promoted despite exceptional performance. ❌ Lacking sponsors to advocate for your growth. ❌ Being overlooked for not being the loudest voice in the room. ❌ Battling imposter syndrome fueled by biases and societal pressures. ❌ Feeling judged for being an immigrant or having an accent. And if you are wondering if this is real - they are. Because I have experienced these challenges myself, and these are the same challenges people have shared with me - challenges they go through daily. Unfortunately, the recent wave of anti-DEI rhetoric doesn’t help and is a stark reminder of how fragile progress can feel. Here’s the hard truth: we can’t fix the system overnight. But we can take meaningful steps to advocate for ourselves, grow our careers, and create spaces where we can thrive. Here are four strategies that have helped me- and the women I’ve worked with - navigate these challenges: 1️⃣ Find supportive environments  Your work environment and the people around you shape your career more than you might realize. And it’s not worth your time to work for a company where you constantly feel undervalued. 💡 Tips you can use: During interviews, ask to meet potential teammates and leaders. Pay attention to how they communicate and whether they align with your values. Also, find companies whose leadership is composed of people from diverse backgrounds. 2️⃣ Overcome imposter syndrome Imposter syndrome thrives when we internalize the biases and pressures around us. But your voice and perspective matter - now more than ever. 💡 Tips you can use: Keep a “wins journal” to track accomplishments, feedback, and moments of impact. It’s a powerful tool when self-doubt creeps in. Reframe self-doubt: Remember, imposter syndrome often affects high-achievers - it’s a sign of growth, not failure. 3️⃣ Advocate for your work Visibility isn’t just about being seen - it’s about making sure your work has the impact it deserves. Advocacy starts with sharing your contributions and amplifying others. 💡 Tips you can use: Advocate to get high-impact projects. Do them well and share updates and socialize your work in meetings, Slack, or email - but focus on outcomes and the value it can add to others, not on bragging. Advocate for others. Praise your colleagues publicly and be the example you want to see. Finally, say yes to stretch projects, even if they intimidate you. The learning is worth it. Seek out workshops, coaches/mentors, peer groups, and circles to expand your skills. Surround yourself with supportive, smart, conscientious people. Practice stepping into discomfort one step at a time. The road ahead isn’t easy, but let's support each other. 👉 What is something that's worked best for you? #WomenInTech #ProductMarketing #CareerGrowth #DEI #Empowerment

𝐍𝐞𝐮𝐫𝐨𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲, 𝐄𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐢𝐧𝐠, 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 — 𝐀 𝐂𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 𝐓𝐡𝐚𝐭 𝐒𝐭𝐮𝐜𝐤 𝐖𝐢𝐭𝐡 𝐌𝐞 After speaking at my alma mater last week, a few engineering students asked me a question I wasn’t fully prepared to answer: “𝐖𝐡𝐚𝐭 𝐝𝐨𝐞𝐬 𝐧𝐞𝐮𝐫𝐨𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐥𝐨𝐨𝐤 𝐥𝐢𝐤𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞?” In the moment, I didn’t have enough research or experience to give it the answer it deserved. But that question stayed with me — because I’m seeing neurodiversity more and more in manufacturing environments and in my personal life. So I started digging deeper. 𝐖𝐡𝐚𝐭 𝐈’𝐯𝐞 𝐋𝐞𝐚𝐫𝐧𝐞𝐝 𝐒𝐨 𝐅𝐚𝐫  • 15–20% of people are neurodivergent — that’s roughly 1 in 5 coworkers, classmates, or friends.  • Yet most employees (68%) say they don’t really understand the term “neurodiversity.”  • Many adults are only now discovering they’re neurodivergent — especially women and high-performing professionals who “masked” through school and work. It’s more common than we think — but less understood than it should be. 𝐖𝐡𝐲 𝐓𝐡𝐢𝐬 𝐌𝐚𝐭𝐭𝐞𝐫𝐬 𝐚𝐭 𝐖𝐨𝐫𝐤 I came across a study of 324 STEM professionals, many who were neurodivergent, who went through a 3-month Emotional Intelligence (EI) development program. Here’s what happened: • Self-Regard (confidence) = +21% improvement  • Reflective Learning = +18% improvement  • Goal Directedness = +15% improvement  • Emotional Resilience = +14% improvement  • Overall EI (all 16 areas) = +12% improvement They didn’t need “fixing.” They needed 𝐬𝐮𝐩𝐩𝐨𝐫𝐭, 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠, 𝐚𝐧𝐝 𝐭𝐨𝐨𝐥𝐬 𝐭𝐨 𝐦𝐚𝐧𝐚𝐠𝐞 𝐞𝐦𝐨𝐭𝐢𝐨𝐧𝐬, 𝐬𝐭𝐫𝐞𝐬𝐬, 𝐚𝐧𝐝 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐭𝐥𝐲. 𝐖𝐡𝐚𝐭 𝐈 𝐖𝐢𝐬𝐡 𝐈 𝐇𝐚𝐝 𝐓𝐨𝐥𝐝 𝐓𝐡𝐨𝐬𝐞 𝐒𝐭𝐮𝐝𝐞𝐧𝐭𝐬 Engineering and manufacturing don’t just need smart minds — they need different minds. Neurodiversity isn’t a challenge to be managed. It’s potential to be supported. And when workplaces invest in emotional intelligence, flexible communication, sensory-friendly environments, and strength-based leadership — people don’t just fit in. 𝐓𝐡𝐞𝐲 𝐭𝐡𝐫𝐢𝐯𝐞. 𝐓𝐡𝐞𝐲 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐞. 𝐓𝐡𝐞𝐲 𝐬𝐭𝐚𝐲. I’m still learning. But I’m grateful those students asked the question. If you’re exploring this too — I’d love to connect, learn, and keep the conversation going. #WorkplaceEngineer #IOPsychology #Neurodiversity #EngineeringLeadership #ManufacturingExcellence #EmotionalIntelligence #LearningThatSticks

Leaders have a tough job. It’s not just about delivering on deadlines; it’s about creating environments where diverse thinking thrives, and innovation flourishes. Two concepts that are increasingly recognized as critical to engineering and technology leadership are psychological safety and cognitive diversity. But what do they mean, and how do they intersect to drive team performance? Psychological safety - a concept extensively researched by Amy Edmondson - refers to an environment where team members feel safe to take risks, voice their ideas, and make mistakes without fear of negative consequences. In the context of engineering teams, this safety net allows for open communication and the free exchange of ideas, which are essential for solving complex problems. Cognitive diversity, on the other hand, relates to the inclusion of different ways of thinking, problem-solving approaches, and perspectives within a team. Research shows that teams with high cognitive diversity are more innovative and adaptive, particularly in volatile and complex environments. However, the benefits of cognitive diversity can only be fully realized when psychological safety is in place. Recent studies highlight the synergy between these two factors, finding that teams combining high psychological safety with cognitive diversity were significantly more effective at generating innovative solutions than those with only one of these elements. The research suggests that while cognitive diversity brings a wealth of ideas and perspectives, psychological safety ensures that these ideas are shared, debated, and integrated into decision-making processes. At Purdue University, we teach our our engineering and technology leadership students in the Purdue Polytechnic and Purdue University College of Engineering Purdue University Master of Engineering Management Program (MEM) how to put these these concepts to work. When leaders intentionally cultivate both psychological safety and cognitive diversity, they create a powerful environment where creativity and innovation are not just possible—they’re inevitable. But this doesn’t happen by accident. Leaders must actively work to foster psychological safety by encouraging open dialogue, showing vulnerability, and valuing contributions from all team members. At the same time, they need to build cognitively diverse teams by seeking out different perspectives and skills, and by challenging conventional thinking. #EngineeringLeadership #PsychologicalSafety #CognitiveDiversity #Innovation #TeamPerformance #LeadershipDevelopment #TechInnovation References Li, W., Zhang, Y., & Wang, Y. (2021). The synergistic effect of psychological safety and cognitive diversity on team innovation. Journal of Applied Psychology, 106(4), 652-670. Page, S. E. (2018). The diversity bonus: How great teams pay off in the knowledge economy. Harvard Business Review.