Measuring Joy: Using Dr. David Hawkins Scale of Consciousness in the Design of Joy Corps

As companies focus on diversity, equity, and inclusion (DEI) in the workplace, it is essential to consider the impact of emotions such as joy on employee engagement and overall well-being. In this blog post, we will explore the concept of joy and how it can be measured using Dr. David Hawkins’ scale of consciousness. We will also discuss the Joy Corps framework, developed by AIME, which aims to increase engagement of intelligence traditionally left outside the margins of corporations and boardrooms.

Joy Corps, powered by AIME, is a framework responding to the desire for diversity, equity, and inclusion in corporate environments. We are exploring Dr. David Hawkins’ scale of consciousness to measure joy’s impact on employee engagement and well-being. The research fellows at AIME are exploring the effects of emotions on workplace culture and received feedback from various stakeholders in the development stage.

Currently, in the stage of development, Joy Corps is an accelerated DEIB framework for companies to use to increase engagement of intelligence traditionally left outside the margins of corporations and boardrooms.

Joy Corps is designed to be sustainable and impactful by incorporating the following seven systemic levers:

1. Mentors are the ultimate citizens mapping a network for all with shared knowledge, not knowledge kept.
2. Intelligence from outside the margins centered on unlikely connections.
3. Kindness is our stimulus for relational health.
4. Nature is our source of intelligence for planetary health.
5. Joy as the impact measurement for relational wealth.
6. Peace is the pathway for relational progress to unfold.
7. Regeneration / Intentional death for the long future health of the network – all in relation.

To ensure the sustainability and impact of the Joy Corps framework, AIME incorporates evaluation and assessment methods, such as measuring the impact of joy on employee engagement and well-being. We focus on creating a diverse and inclusive network of stakeholders and ensuring that the framework addresses ethical and moral questions. AIME has 20 years of mentoring across demographics from various socio-economic factors that examine ongoing mentorship and guidance being scaled for JOY Corps.

We use creativity and innovation in developing the Joy Corps framework. As fellows at AIME, we imagine a world where companies focus on joy and its impact on employee engagement and well-being. This mindset allowed them to think outside the box and create a unique approach to DEIB in the workplace.

• The Joy Corps framework incorporates ethical and moral considerations in its design. AIME asks questions in an inclusive framework that promotes diversity and equity in the workplace. They also address the framework’s impact on the environment and society.
• AIME recognizes the importance of mentorship and guidance in the success of the Joy Corps framework. We encourage mentorship and networking among stakeholders and aim to create a community of mentors who share knowledge and resources.
• AIME believes that unlikely connections can lead to innovation and success. We encourage JOY corps to collaborate with diverse stakeholders and incorporate intelligence from outside the margins of corporations and boardrooms. This approach allows for new and innovative solutions to DEIB in the workplace.
• AIME approaches the Joy Corps framework, which is scalable in various DEIB frames. We focus on creating a positive impact on society and the environment while ensuring the sustainability and impact of the framework. We address complex challenges and incorporate systems thinking in our approach.

Dr. David Hawkins was a psychiatrist and consciousness researcher who created a Scale of Consciousness, also known as the Map of Consciousness, to measure the vibrational energy of different emotions and states of being. The scale ranges from 0 to 1000, with 0 being the lowest level of consciousness, associated with shame, guilt, and despair, and 1000 being the highest level, associated with enlightenment and spiritual awakening.

Joy is one of the highest states of consciousness on Dr. Hawkins’ scale, with a vibrational energy of 540. It is associated with feelings of contentment, satisfaction, and happiness that come from within rather than dependent on external circumstances.

AIME fellows can use Dr. Hawkins’ work to ask questions in designing the JOY corps model by focusing on cultivating joy as a core value and driver of organizational culture. They can consider how to measure and track the level of joy within the organization and promote practices and behaviors that support the cultivation of joy among employees.

In designing JOY corps, AIME fellows can draw on the seven systemic levers identified by the organization, which include Mentors as the ultimate citizens mapping a network for all with knowledge shared, not knowledge kept, Intelligence from outside the margins centered with unlikely connections, Kindness as our stimulus for relational health, Nature as our source of intelligence for planetary health, Joy as the impact measurement for relational wealth, Peace as the pathway for relational progress to unfold, and Regeneration/Intentional death for the extended future health of the network – all in relation. These levers can guide the design and implementation of practices and policies that promote joy and evaluate the impact of these efforts over time.

Using Dr. Hawkins’ scale of consciousness and the JOY corps framework, AIME fellows can create a sustainable and impactful model for accelerating diversity, equity, inclusion, and belonging within organizations, with joy as a key indicator of success. The concept of joy and its impact on employee engagement and well-being is often overlooked in corporate environments. The Joy Corps framework, developed by AIME, provides a unique approach to DEIB in the workplace by focusing on joy as a key component of employee engagement and well-being. Using Dr. David Hawkins’ scale of consciousness, AIME measures the impact of joy on workplace culture and encourages companies to incorporate joy as a metric.