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" ... At the same time, disabled people also know what it’s like to have our disabilities doubted, our claims questioned, and our need for accommodations dismissed. We also know the humiliation of being diagnosed on the fly, based only on our appearance and bystanders’ assumptions. Sometimes we even do it to each other, casting disdain on people with disabilities different from our own. ... "
" ... For people with social anxiety, their interview performance when there is no interviewer may be markedly improved over the traditional interview format. One of the hallmark symptoms of social anxiety is having the fear that you will do or say something that will cause them humiliation or embarrassment, or others will view them as incompetent or stupid. When there is not a person on the screen asking questions, it gives a person with social anxiety a chance to shine without intruding thoughts of being evaluated by the interviewer. ... "
" ... Most people who suffer from NPD tend to avoid taking responsibility for anything negative at all costs. While most people do not like admitting to their mistakes or apologizing, this tends to be particularly painful and experienced as a huge narcissistic injury for someone with NPD. Admitting to mistakes causes most people with NPD tremendous humiliation, and shame, and likely leading to them spiraling into feeling completely worthless. Hence, they tend to avoid this if at all possible. ... "
" ... PHR further recommends that the international community “recognize that forced witnessing of sexual crimes and sexual humiliation are forms of inhumane acts intentionally causing great suffering, or serious injury to body or to mental or physical health and should be prosecuted as such.” This is an important recommendation to ensure that all victims of this systematic sexual violence, whether direct or indirect, can see justice being done. ... "
" ... The second element is building trusting teams, and we all know how it feels to work on a trusting team. It means we can come to work and feel secure to admit a mistake or ask for more training and help without any fear of humiliation or retribution. We do this and say these statements with total confidence that our bosses or our peers will rush in to support us. If we do not have trusting teams, we have a group of people who show up to work every day lying, hiding and faking. They hide mistakes, they do not admit that they do not know what they are doing, and they are never going to ask for help due to the fear that it will put them on some shortlist of the next round of layoffs or that it will prevent them from getting promoted. The problem with that is if we are hiding mistakes and people are pretending that they know everything that they have to do or can do, these elements eventually compound and it weakens the organization. To truly last in the infinite game of business, we have to commit to building trusting teams, and good old-fashioned leadership is what produces trusting teams. ... "