Pooja Kothari and Speaker, Strategist, Writer, & Educator Chris D. Hooten discuss healing, taking care of your own needs, and living responsively instead of reactively.

This interview with Chris Hooten, M.A. (they/them) is part of the LGBTQIA+ Workforce Self-Defense and Wellness Series. Tune in to hear Chris discuss intergenerational racial labor trauma, recovery from workplace discrimination, nervous system regulation, and the intersection of race, gender, and neurodiversity

Contrary to popular belief, increasing a team's diversity does not in and of itself lead to improved innovation, communication, or other benefits.

Through my research, I discovered that several recent studies prove that having access to green space, or being in close proximity to plant life, can significantly improve our well-being. Being near plants has a calming effect on humans during times of stress, and can even encourage us to connect with others.

I had a great discussion about equity with career expert Brien Convery on his podcast, Coffee With Convery. In the conversation, wediscussed the pivotal moments that led to the creation of my equity firm. I shared my 4-D Model of Neuro-inclusive Communication and other ways to advocate for inclusivity in teams, organizations, and communities.

This resource explores cultural archetypes and categorizes cultures based on their attitudes toward individual authenticity and group affiliation. I outline four archetypes. By examining the characteristics of each archetype and their implications in different cultural contexts, professionals can gain insights into creating inclusive environments that respect differences while upholding common values.

Discover the innovative DCBA Process, an equit tool to promote collaboration and consensus-building among team members. Learn how this powerful resource can enhance engagement, foster innovation, and optimize the utilization of time and resources within organizations.

This article sheds light on the importance of body language and how it impacts the perception of Neurodivergent women, Black, Indigenous, and other People of Color, and LGBTQ+ individuals while speaking in public. The R.O.C.K. Pose is a body-based awareness practice that can assist people in improving their posture, confidence, and overall presence.

We live in an era of information and identity pressure. Social media, political fracturing, and economic upheaval tend to facilitate division. Despite the hypervisibility of identity and cultural clashes, It is important to acknowledge that individuals who may have non-apparent identities, such as People of Color who pass as white, LGBTQ+ individuals, and those who are Neurodivergent, may choose not to disclose their identities or may be hesitant to do so.

Multiple studies have highlighted the challenges and disparities faced by Neurodivergent women, People of Color, and LGBTQ+ individuals in accessing appropriate services and support, both in childhood and adulthood. Here is…

Tune in to this thought-provoking podcast episode featuring a conversation between myself and Jonathan Lee, founder of Bridging Legacies Across Campus (BLAC). We discuss the challenges faced by students of color in the U.S. education system, equity leadership, and the advocacy for Neuro-inclusion.

Discover the secrets to gaining the trust of your team and learn key strategies and tactics that successful leaders use to inspire, motivate, and engage their teams. Trust is a critical element in building strong teams and achieving organizational success. Don't miss out on this valuable information!

When we are presented with too many options, it is common to feel overwhelmed and experience decision fatigue. This can lead to impulsive decisions or avoiding making a decision altogether. To help our brains cope with the overwhelming number of decisions we face daily, we use heuristics, which are neural shortcuts.

Stress can be a challenging and overwhelming experience, particularly for marginalized groups who face it on a regular basis. While many stress management approaches focus on the mind, the S.N.A.P.S. method takes a body-based approach to help individuals navigate stressful situations. Read on to learn more about the S.N.A.P.S. method and how it can help you manage stress.

I have developed a neuro-inclusive communication framework named "The 4-D Model of Neuro-Inclusive Communication". This model emphasizes four key elements - being direct, deliberate, descriptive, and diverse in communicating strategies. We can cultivate more prosperous and neuro-inclusive cultures by adopting these communication practices.

As we approach the holiday season in the Global North, it is important to acknowledge that this time of year (mid-October to January) can be stressful and overwhelming for many people, especially for those who are Neurodivergent and benefit from routine and controlled environments. In this blog, I offer some adaptive strategies to calm our minds and bodies.

American schools must prioritize supporting the growing population of racially and neurodiverse students. Studies show that teachers fail to identify Neurodiverse factors in Black and Latino/a/e children compared to other children. Learn how to create an affirming school culture that affirms the needs of all students.

As leaders, showing up for your community and providing a safe and supportive environment for everyone to grieve and express their emotions is crucial. This blog offers a step-by-step guide to creating an affirming space for healing and processing after upsetting events or news. Leaders who take steps to meet the holistic needs of their teams enjoy higher morale, team cohesion, and trust.

Affinity groups are often cited as evidence of a company's commitment to diversity, equity, and inclusion, but their effectiveness can be limited by several factors. Read on to learn what the top four limitations are for affinity groups within workplaces.

Speaking with the DEI After 5 Podcast about the intersections of being Black American, Non-binary, and Neurodivergent as an equity worker. If you want to hear more, check out the short podcast episode. Thank you to the DEI After 5 Podcast team for having me!