Workshop 2

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A Neurobiological Approach to Building a Culture of Inclusion




If we want to talk about inclusion, we need to understand exclusion. During this workshop, Rajkumari will guide you through a deep dive into neurobiology and its effect on how we experience feeling included at work. Building relationships is the foundation to creating inclusive workplace culture. What people sometimes forget is that building relationship is both a mindset and skill set. Having this resource is essential for anyone working in any role; it helps you get your job done while simultaneously providing support for others.


You will learn:

  • How to build trust authentically with your colleagues
  • A fresh perspective on inclusion from a neurobiological approach.
  • And leave with a framework that will help you speak in a way that builds relationships (and the foundation for inclusion) at your workplace.


This workshop is designed to help you create a more inclusive workplace for everyone.


Speaker Bio:


Rajkumari Neogy is fascinated by how individuals impact team culture, especially in the tech arena. She believes that every individual brings a superpower that often isn’t fully unlocked. She provides expertise in team culture cohesion, diversity & inclusion, leadership development, and organizational epigenetics.


She is the creator of the Disruptive Diversity framework and the author of The WIT Factor: Shifting the Workplace Paradigm by Becoming Your Optimal Self.


Her unique framework culminates from 6 powerful methodologies that facilitate change within organizations swiftly, sustainably and permanently. She weaves humor and vulnerability into science and psychology to tell the powerful story of our basic human need to belong, especially in the workplace.


Over the last 20 years, she has worked with organizations worldwide, including Walt Disney Animation Studios, HopSkipDrive, Wells Fargo, Shuddle, Cisco Systems, Facebook, Sony, Adobe, JVC, and Amazon. In 2013 she founded iRestart to address issues of team dysfunction, imposter syndrome, and feelings of exclusion.


Culture Q&A With Rajkumari Neogy


Describe your ideal workplace culture in 2-3 lines?
Somewhat of a combination between Sounds True and Facebook. Where the ORG understands and is fluent in bi-hemispheric language and can fluidly vacillate between both situationally.


What do most companies spend a silly amount of time on? And instead, where should they invest that time?
Trainings. I don’t need to LEARN how to DO more stuff. I need to UNLEARN so that I can BE more. Teach me how to value myself first, so that I may learn to fully value others.


You are a senior executive, and a junior staff person has an idea on how to improve/enhance the company culture. They want to get your buy-in on it. What do they need to do/say to you to get your attention and influence your buy-in?
ME: “I trust you. Go forth and report back. We’ll iterate from there.”