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Jasminne Hristic speaks at the ADSCA about recruitment and retention strategies

Jasminne Hristic on stage at ADSCA conference

The NGO Training Centre’s CEO, Jasminne Hristic speaks at the ADSCA about recruitment and retention strategies that actually work, and guess what, the answer lies in Neuroscience and Social Influencing.

The NGO Training Centre’s CEO, Jasminne Hristic was invited to speak at the Gold Coast Convention Centre for the ADSCA is the Australian Disability Service Conference and Awards, hosted by One Community. 

Jasminne Hristic, with a Master’s Degree in Business and an impressive track record of over 15+ years in executive coaching and transformation management, lead a thought-provoking discussion on the intersection of neuroscience advancements and social behaviour engineering insights for enhancing employee engagement and retention in disability support organisations.

During her insightful discussion, Jasminne Hristic emphasised the need for disability support organisations to leverage the knowledge of neuroscience and social behaviour engineering.

She went on to explain, that social behaviour engineering and neuroscience intersect in fascinating ways, offering insights into how organisations can optimise employee experiences and foster a positive work environment. In fact, organisations that embrace these practices experience a remarkable 30-40% increase in employee well-being and engagement, leading to enhanced productivity and exceptional outcomes.

These topics may sound too theoretical, but in fact the opposite is true, the true beauty of them is that they provide a very clear, which is easy to follow and implement. In this article I will provide you with the introduction information Jasminne provided, but for more information. Reach out the NGO Training Centre Team.

Social behaviour engineering, or social design approaches involves applying evidence-based principles to influence and shape human behaviour within social contexts. By leveraging knowledge from disciplines such as psychology, sociology, and behavioural economics, organisations can design interventions and strategies that drive desired behaviours and outcomes. This can include implementing path-suggestions, designing incentive structures, and creating supportive environments that encourage positive social behaviours.

Neuroscience, on the other hand, explores the workings of the brain and nervous system, providing a deeper understanding of how our brains process information, make decisions, and experience emotions. Neuroscience research has revealed the impact of social interactions on the brain and the importance of creating environments that promote well-being and engagement. It has also shed light on the neural mechanisms underlying emotions, empathy, and social cognition.

When it comes to employee engagement and well-being, combining social behaviour engineering and neuroscience can lead to powerful outcomes. By incorporating principles from social behaviour engineering, organisations can design interventions that influence employee behaviours and attitudes. For example, they can implement recognition programs that leverage the brain’s reward system, fostering a positive work environment and increasing motivation.

Neuroscience insights can inform the design of these interventions by identifying the brain mechanisms associated with employee engagement and satisfaction. By understanding how the brain processes social stimuli and experiences, organisations can tailor their strategies to activate neural pathways associated with positive emotions, trust, and social connection. This can include creating opportunities for collaboration, fostering a sense of belonging, and promoting inclusive practices.

Furthermore, neuroscience research emphasises the importance of factors such as autonomy, fairness, and status in influencing employee engagement and well-being. By integrating these findings into social behaviour engineering strategies, organisations can create environments that support employees’ social and emotional needs, leading to increased job satisfaction, productivity, and retention.

In summary, social behaviour engineering and neuroscience provide complementary perspectives for optimising employee experiences. By leveraging the insights from both fields, organisations can design interventions that influence behaviour, foster positive social interactions, and create workplaces that enhance employee engagement and well-being. This integration of disciplines holds great potential for creating thriving work environments and driving organisational success.

For more information on Jasminne Hristic and her work, as well as to explore upcoming events and training opportunities, please explore our ‘About Us’ page or subscribe to our Newsletter.

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Dr. Ben Gauntlett Addresses Workforce Participation and Disability Policy Reform

Dr Ben Gauntlett in a wheelchair and a suit

Dr. Ben Gauntlett Addresses Workforce Participation and Disability Policy Reform

Some members of the NGO Training Centre team had the honour of meeting Dr. Ben Gauntlett, Disability Discrimination Commissioner at the Australian Human Rights Commission recently in Sydney. Dr. Ben Gauntlet Addresses Workforce Participation and Disability Policy Reform ideas should be heard by everyone. Here are the key takeaways.

Dr. Ben Gauntlett, shed light on concerning statistics such as:

“The participation rate for people with disability is and has remained at 53% for 28 years. The participation rate for people without disability is 83%. The participation rate for people with disability includes people legally employed at or around $3 per hour”.

He outlined five key points to drive change and promote inclusion in the workforce.

1. The first point addressed the need for a Workplace Disability Equality Agency that would research, assess, and promote strategies for recruiting, retaining, and advancing people with disabilities in long-term careers.

2. Dr. Gauntlett emphasised the importance of community engagement in disability inclusion, revealing that less than 20% of the top 50 ASX listed companies have a disability action plan under the Disability Discrimination Act. He called for greater participation from businesses in developing and implementing comprehensive disability inclusion plans.

3. Law reform was the third point raised by Dr. Gauntlet, as 50% of all complaints received by the Australian Human Rights Commission pertain to disability discrimination, often within employment settings. He advocated for a regulatory framework that leads to systemic change and prevents exploitation, ensuring equal opportunities and protections for individuals with disabilities.

4. Dr. Gauntlet stressed the significance of analysing the interrelationship between employment, training, and other policy frameworks. He highlighted the potential trade-offs individuals with disabilities face between government support and pursuing employment, urging a review and potential refinement of policies such as the disability pension to better serve the diverse needs of the disability community.

5. In the final point, Dr. Gauntlet emphasised the importance of embedding people with disabilities in new industries and projects through training and work opportunities. He highlighted the need for universal design considerations upfront, aligning with the principle of diversity and inclusion.

In conclusion, Dr. Ben Gauntlet’s address shed light on the challenges faced by individuals with disabilities and their lower workforce participation rates. He advocated for policy changes in the form of a Workplace Disability Equality Agency, greater community engagement, law reform, comprehensive analysis of policy frameworks, and increased opportunities for training and work integration. By addressing these key areas, Dr. Gauntlet aims to create a more inclusive society where good disability policy benefits all Australians, recognising that 4.4 million Australians live with disabilities and 2.65 million have caring responsibilities.

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