College Transition Programs

Every person deserves to feel like they belong in their company. To achieve this, they need to feel valued. Not just valued for their contributions, but valued for their differences. We need to recognize and appreciate what makes each person unique- their perspectives, background and ways of thinking. It’s about seeing these differences as strengths. When individuals are appreciated for what sets them apart—they feel truly seen and respected. It results in boosting self-esteem and commitment to the organization. So...my top tips for leaders and managers: 👉 Your job is not to help people 'fit in'. 👉 Your job is to help people 'stand out'. 👉 Take time to understand each person’s unique background, experiences, and perspectives. Ask questions, listen actively, and show curiosity about what makes them different. 👉 Create opportunities for people to share their ideas, perspectives, and strengths. Encourage diverse viewpoints in meetings, discussions, and projects. Make sure every voice is heard and valued. 👉 Identify how these differences can add to team performance. Assign tasks or projects that align with each person’s strengths and celebrate their contributions. Would love to hear your thoughts on how to enhance diversity and inclusion in the workplace. Leave your comments below 🙏 #diversityandinclusion #diversity #inclusion #belonging #leadership

I Went from Zero Experience to Research Assistant at Oxford University in Two Years! Here's How I did it! When I started doing research, I had no idea what I was doing. I felt completely lost and overwhelmed. I wasn’t sure where to begin, or if I even had the skills for it. But somehow, I figured it out. Research can sound intimidating at first, but if you've got curiosity, patience, and a bit of guidance, you’re already halfway there! So, if you’re someone who’s maybe interested in research but not sure how to start, here’s the beginner’s checklist! 1. First Things First: What Is Research Anyway? It’s more than just reading textbooks or scanning Google. Research as a journey to explore new insights and find answers to big (or small) questions that nobody else has quite figured out yet. 2. Build Up Your Basics: Pick a topic or area that genuinely excites you. Start reading up on it! Articles, books, online journals – get familiar with the key ideas and the stuff people are already talking about. Get comfortable with terms like “qualitative,” “quantitative,” or “data analysis.” They’ll be your friends soon! 3. Start Small with Your Own Mini-Projects: Ever had a “why does that happen?” moment? Grab one of those questions and try finding the answer! The best way to start researching is…by actually doing it. Write down what you find, even if it’s just for yourself. Practicing writing early is a huge help down the road. 4. Find a Mentor (Or Just Ask for Help!): This could be a professor, a friend who’s already into research, or even someone online. Learning from someone experienced saves you tons of time (and mistakes). And don’t hesitate to ask for advice. People who love research usually love talking about it too! 5. Look for Research Assistant Roles (Yes, Even If You’re Just Starting): Lots of researchers need help, even if it’s just for basic tasks like data entry or finding background info. Getting your foot in the door can be huge. Attend webinars, workshops, or seminars – sometimes you meet people who can open up opportunities. Got any questions? Drop them in the comments below!! 👇🏻 #research #researchassistant #beginner

I was talking to a client last week — let’s call him Anshul — who had a dream to study abroad but was completely stuck. “Priya, I don’t know whether to go to Canada, Australia, or Germany. Every country has its own rules, work visas, and costs. I’m lost.” And I get it — choosing the right country isn’t just about universities. It’s about your career goals, work opportunities, and long-term growth. Here’s a quick snapshot: 🇨🇦 Canada: - Post-study work visa: Up to 3 years - Opportunities in tech, finance, healthcare - Scholarships for international students available but competitive - Allows part-time work while studying 🇦🇺 Australia: - Post-study work visa: 2–4 years depending on program - Strong opportunities in engineering, IT, hospitality - Scholarships available via universities and government programs - Part-time work allowed during studies 🇩🇪 Germany: - Post-study work visa: 18 months after graduation - Top industries: engineering, IT, research - Many programs are tuition-free or low-cost - Good opportunity to earn while learning if you know the language The truth? There’s no one-size-fits-all answer. The right country depends on your career path, budget, and long-term plans. That’s exactly what I help my clients figure out — so they can choose a country and university that matches their career and financial goals. If you’re confused about where to go, what scholarships to apply for, or how to plan your study abroad journey, fill out the form in the comments — I’ll personally guide you step by step. #StudyAbroad #CareerAbroad #InternationalStudents #Scholarships #WorkVisaOpportunities #CareerCoach

Ever walked into a room and felt like you didn't belong? Now imagine feeling that way at work. Every. Single. Day. This is why diversity and inclusion in recruitment isn't just a buzzword – it's a business imperative. As someone who's spent years in executive research and recruitment, I've seen firsthand the power of diverse teams. But here's the truth: attracting diverse talent is just the beginning. I remember when a client came to me, frustrated. "We're trying to hire diversely," they said, "but it's not working." Their mistake? They were fishing in the same old ponds. So, how do we shake things up? Here's what I've learned: 1. Cast a wider net: Look beyond your usual talent pools. Partner with diverse professional organizations. 2. Check your job descriptions: Are they truly inclusive? Words matter more than you think. 3. Diverse interview panels: Candidates should see themselves reflected in your team. 4. Blind resume reviews: Remove bias-triggering information like names and schools. 5. Showcase your commitment: Make your diversity initiatives visible on your website and social media. And hiring diverse talent means nothing if you can't retain them. Inclusion is where the real work begins. I once worked with a company that hired a diverse workforce but couldn't figure out why turnover was so high. The problem? They expected new hires to "fit in" rather than creating a culture where everyone could belong. To foster true inclusion: -> Mentor programs: Pair diverse employees with senior leaders. -> Employee resource groups: Give people a place to connect and be heard. -> Inclusive leadership training: Help managers understand and mitigate unconscious bias. -> Regular feedback: Create safe spaces for honest conversations about inclusion. -> Celebrate differences: Don't just tolerate diversity – embrace it! You should focus on creating a workplace where everyone can thrive, contribute, and feel valued. As leaders, it's on us to make this happen. It's not always easy, but it's always worth it. What's your experience with diversity and inclusion initiatives? #DiversityAndInclusion #RecruitmentBestPractices #InclusiveLeadership #WorkplaceCulture

Sometimes, disability isn't a physical limitation, but a consequence of a broken system. A system lacking true Diversity, Equity, Inclusion, and Belonging (DEI&B). 🤲 Diversity. Our Boardrooms are filled with brilliant minds, but are they diverse in thought and experience? The absence of individuals with disabilities can create a blind spot, hindering our ability to understand and serve a wider customer base. ☝️Equity. Do we have a level playing field for all ideas? Without accessibility features, communication tools, and inclusive practices, talented individuals with disabilities might be unintentionally excluded from the conversation. 🤝Inclusion. Do we foster an environment where everyone feels comfortable contributing? 👏Belonging. Do board members with disabilities feel truly welcome, valued, and supported? Can they be themselves and contribute authentically without fear of judgment? Unconscious bias can lead to dismissive attitudes towards ideas or perspectives that seem "different." Talented individuals with disabilities are present, but their voices are unheard, their potential untapped. They may even choose to leave the conversation altogether, feeling unwelcome or unsupported. This lack of DE&I creates a real disability. A disability to access opportunities, contribute meaningfully, and fully participate in the Boardroom. 🤷♂️What can we do? 1️⃣ Champion DEI&B initiativesthat actively seek and support Board members with disabilities. 2️⃣ Embrace accessibility from physical spaces to communication tools to inclusive language. 3️⃣ Challenge unconscious bias through training and open dialogue. 4️⃣ Create a culture of psychological safety where everyone feels comfortable speaking up and sharing their perspectives. By building a truly diverse and inclusive boardroom, we dismantle the invisible disabilities that hold us back. We tap into a wider pool of talent, gain new insights, and ultimately, make better decisions for our organizations.

💡Visible vs. invisible health issues 💡 Yesterday, on April 8th, we celebrated World Health Day. A good moment to focus on not just the physical signs of health issues, but also the ones we can't see, like mental health. A few weeks ago, I posted about my mental health struggles and it has opened up a lot of new doors for me. Not only to be able to connect with so many of you about it, but also crack the subject open to talk about. Let's start a wave. Invisible health issues matter just as much as visible ones. So, with that being said and it being a day after World Health Day, I wanted to highlight a few things you can do to open up the door for your colleagues to tell more about their invisible health struggles as well ❤️ : 👩🏼⚕️ Talk about it. The most obvious advise I can give is to open up the door to talk. Organise a talk or a workshop on the topic and promote it so it's easy for people to join in. Send me a note on how to set it up ✉ 👩🏼⚕️ Implement supportive policies and share resources Work on policies to make it easy for people to take some time to deal with their health struggles, such as flexible work arrangements or access to counseling services. Also, you can offer a range of resources and benefits to support mental health diversity, including Employee Assistance Programs (EAPs), mental health training for managers, and resources for self-care and stress management. Make sure people know where to find these resources too ;) 👩🏼⚕️ Last but not least, promote a good work-life balance More and more people are showing signs of burn out and for people with mental health problems, this can be an extra trigger. Make sure people take time off. And I mean really take time off. Not bring your laptop to your holiday time off. Switching off is the best way to recharge for those of us who need their mental space. Help your colleagues out to really do so. I hope it's a step in the right direction. Keep in mind that World Mental Health week is coming up in May (a good moment to focus on it) and let's take care of each other a bit more 🙏🏼 If you're curious about some more things to do, follow up with me for a chat via LinkedIn Chat or danielle@house-of-inclusion.com #mentalhealth #worldhealthday #houseofinclusion

When we hit 50 employees at FERMÀT, I knew it was time to rethink how we cultivate future leaders. When you're first getting started, hiring people who bring phenomenal experience is non-negotiable. But at this point in FERMÀT’s growth, we’re in a position to start building a bank of high-potential talent within our company. We’re able (and required) to start thinking about adding new grads or 1-2 year out-of-school professionals who we believe to be the leaders of the future. The question is: how? How do we attract, hire, and inspire individuals of that dimension correctly? Thinking about this is super exciting. I had an idea on this front and I want to share it with you even though we’ve just started talking about it. I’m thinking of setting up a “Future Founders” program. I want to bring in new hires with low experience but very high caliber—typically with engineering backgrounds—and set them up in an internal rotational program where they get to experience each side of the business beyond their technical skill set. Basically, take someone who is very technically gifted. Start by giving them a customer-facing experience with a rotation in customer success. Then give them time in a product or sales function, and so forth. Obviously, these are shorter-term rotations before they get back to the engineering team. But I would bet that someone getting that level of multifaceted customer-facing experience within a high-growth environment like FERMÀT would be very well-equipped to run off and start their own company within 3 years. Of course, this is just an idea. We're at a stage of the business where myself and the rest of the leadership team need to be iterating culture systems that support development and growth at a company-wide level, from day 1 of onboarding. Founders—what are some ways that you've implemented development systems for your new-hire cohorts? What am I overlooking with the Future Founders program? 

𝐓𝐚𝐥𝐞𝐧𝐭 & 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 13 – 𝐃𝐫𝐢𝐯𝐢𝐧𝐠 𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 𝐨𝐟 𝐁𝐢𝐚𝐬𝐞𝐬 𝐚𝐜𝐫𝐨𝐬𝐬 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬   Driving inclusion and diversity throughout an organization poses significant challenges, particularly in raising awareness of various biases and emphasizing that each one of us has the power to make a difference.   With this objective in mind, Accenture initiated the 'Inclusion Starts With I' campaign, shedding light on the diverse manifestations of biases. In this video, different Accenture employees coming forward and freely expressing the biases they have to face at work, and from the society. For example, a differently abled person speaks about his anxiety of how others would react to his disability. A black woman speaks about her awkwardness when clients assume that my white male colleague is in charge.     This video was distributed to all global employees, and it resonated deeply with viewers and prompted a realization that biases can manifest in both expected and unexpected ways. Importantly, it encouraged employees to recognize their role in breaking down barriers by initiating meaningful conversations and translating words into action on a daily basis.   The example demonstrates how storytelling and innovative content delivery methods are used to create a true sense of belongingness across the organization. As we reflect on the interesting example, let us ponder some pivotal questions: * How can we inspire and motivate employees to take personal action and act every day? * What are the other ways to communicate across all employees?   Any thoughts?   #talent #culture #hr #talentmanagement #talentandculturebytes #rkbytes  

Five wellness activities that every man should consider adding to his routine. 1. Yoga and breathwork: Yoga helps develop strength, balance, and emotional resilience in addition to flexibility. 2. Resistance training: Sarcopenia is the term for the natural loss of muscle mass. Exercises like weightlifting, resistance bands, or bodyweight moves such as push-ups and squats help build and maintain lean muscle. They also support healthy testosterone levels and improve insulin sensitivity. 3. Memory and cognitive health practices: Learning a new language, playing an instrument, or solving puzzles are examples of brain-challenging activities that may increase cognitive reserve and decrease cognitive decline. Meditation and other mindfulness exercises help improve memory and learning regions of the brain while lowering anxiety and depression. 4. Dietary changes for immunity and vitality: It's critical to concentrate on eating a diet that balances hormones, lowers inflammation, and boosts immunity. Reducing consumption of processed meats, refined sweets, and excessive alcohol is also essential because these foods aggravate autoimmune and chronic diseases. Consider your diet to be a daily medication that promotes your long-term well-being. 5. Mindfulness and spiritual practices for heart health: Meditation, solitary nature walks, and breath awareness are examples of mindfulness exercises that can help lower cortisol levels, reduce inflammation, and support emotional equilibrium. It can make a difference to set aside even ten minutes each day to sit quietly. Writing in a gratitude diary, practicing morning meditation, or just paying attention to your breathing are very powerful ways to reduce stress and anxiety. #wellness #keepinghealthy #lifestyle #livinghealthy

“Confused About Where to Start Your Study Abroad Journey? Read This First.” 📍 Studying abroad isn't about finding the best country. It’s about building the right strategy from Day 1. Every week, I talk to students who feel stuck. They’re asking: ❌ “Which country is cheapest? ” ❌ “Which university is ranked highest?” ❌ “Should I just go where my cousin went?” These are the wrong starting points. Here’s how I guide students instead: 🎯 Start with Clarity, Not Country. ✅ The 5-Part Framework We Use at D-Vivid: Goal Alignment What career do you want after graduation? Which countries support that industry? Profile Strengthening Do you need to upskill, improve your SOP, or build projects? Budget & Scholarship Mapping What’s affordable? Where can you get funded? Test Preparation IELTS, PTE, GRE prep smart, not long. Visa + Compliance Strategy Start documentation early. Avoid rejections later. This isn’t about chasing trends. It’s about building a future that fits you academically, financially, and personally. We’ve used this system to help 7,500+ students get accepted into their dream universities across the US, Canada, Germany, UK, and Australia. Still confused about your starting point? Comment “ Start ” and I’ll send you a free roadmap we use with every student. No spam. Just clarity. #StudyAbroadPlanning #GlobalEducation #StudentSuccess #DVividConsultant #ClarityBeforeCountry