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Emotional InclusionAuthor: Mollie Jean De Dieu
Hello everyone, Im Mollie Jean De Dieu and this is the Emotional Inclusion podcast. In my one and a half decade long career in the fashion industry and through listening to hundreds of stories of people who have navigated work whilst facing the perfect storm on a personal level, I realized the urgent need to advocate a safe platform in the business world where, with a trained professional onboard, emotions could be heard, recognized and dealt with, for an enhanced business productivity. Building a better corporate ecosystem starts here. In the 21st century world in which we live in, companies are still forgetting that the emotional health of our employees is the very foundation of their success. What are we doing to reintegrate our employees into the workforce when they are experiencing hardships? Why are we still not taking care of our employees when we know that they are our greatest asset? Please join me in sharing conversations with leaders, culture changers, creatives, founders and CEOs, scientists and doctors, in breaking down archaic corporate stereotypes and building a mindset and culture of Emotional Inclusion in the workforce. Language: en Genres: Business, Health & Fitness, Management, Mental Health Contact email: Get it Feed URL: Get it iTunes ID: Get it |
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Engineering Emotional Inclusion
Episode 27
Thursday, 28 August, 2025
Insights from this episode:Emotional inclusion is distinct from emotional intelligence: it’s about integration and practice, not just awareness.The average person spends 81,396 hours working throughout their lifetime — making sleep, the one thing we do more than work. Workplaces must make those hours meaningful and human.Neuroscience shows that we emote before we even reason; emotions are biological facts, not weaknesses.Burnout and disconnection are at alarming levels:80% of people will experience a diagnosable mental health condition.60% of employees report being emotionally detached; 19% are outright miserable.48% of workers and 53% of managers report being burned out.Five key actions to engineer emotional inclusion:Prioritize mental health support.Build action-oriented platforms for wellness.Educate teams on naming and regulating emotions.Leaders go first in modeling vulnerability.Challenge false assumptions and create psychological safety.Investing in emotional inclusion leads to stronger performance, innovation, retention, and trust.Personal wellbeing habits such as sleep, movement, meditation, and micro-moments of pause fuel sustainable performance.Quotes from the show:“Emotional intelligence is the knowing. Emotional inclusion is the doing.” “81,396 — that’s how many hours the average person spends working. Shouldn’t those hours be positive, meaningful, and human?” “Emotions are not soft. They’re biological facts.” “There is no such thing as splitting our home self from our work self — that’s a false dichotomy.” “When leaders open up, they give others permission to do the same.” “If you’re not making a difference in people’s lives, you shouldn’t be in business.” – Richard Branson“Workplaces with greater psychological safety and emotional inclusion will make it possible for everyone to contribute and thrive.” – Amy Edmondson “Let’s not just build bridges and technologies. Let’s build cultures of compassion, resilience, and humanity.”STAY CONNECTED—*Emotional inclusion:https://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/*Get your copy of Emotional Inclusion: A Humanizing Revolution at Work:https://www.penguin.sg/book/emotional-inclusion/
