How can employees tackle the topic of diversity and inclusion?
I think understanding diversity and inclusion requires a nuanced approach that acknowledges the complexity of human experience. Rather than viewing diversity solely through the lens of distinct categories like gender or ethnicity, it's crucial to recognise the interconnectedness of these identities. For example, the workplace experiences of women can vary significantly depending on factors such as geographical location or socioeconomic background. And in this context, fostering inclusion becomes paramount in harnessing the true potential of diversity.
Employee responsibility (part one)
What concrete steps can employees take to enhance diversity and inclusion?
There are several ways employees can play an active role in creating an inclusive workplace where diverse perspectives are celebrated, and everyone has the opportunity to thrive. Employees can take concrete steps to enhance diversity and inclusion in the workplace by first recognising role models who embody these principles, serving as inspiration and exemplifying the value of embracing differences. I think by improving dialogue and awareness around intersectionality and acknowledging the interconnectedness of various dimensions of diversity like race, gender, age, and socio-economic status will help to create an inclusive environment where all perspectives are valued. Also, by highlighting the practical advantages of diverse teams, such as heightened innovation and problem-solving capabilities, reinforces the business case for diversity and encourages broader participation. Finally, by facilitating open discussions and knowledge-sharing forums allows employees to exchange successful strategies and approaches this will provide a culture of continuous learning and improvement in promoting diversity and inclusion.
Leadership commitments
When employees believe what you believe they will work for you with their metaphorically speaking, blood, sweat and tears. When employees don’t believe what you believe they will work only for your money. I think it’s best to be a leader who commits to their employees, and he acronym ”C.O.M.M.I.T.S“ stands for:
C = Create a shared vision
O = Own the results
M = Measure progress
M = Motivate your team
I = Inspire with your actions
T = Take calculated risks
S = Stay focused and disciplined
See it and say it
It’s over 3 years since I took the Crucial Conversations education from the training company VitalSmarts (nowadays Crucial Leaning). According to their study, 65 percent of the participants said they stayed silent at work, even though it made them feel inauthentic. You can see why this is detrimental; not only are leaders missing out on the ideas, viewpoints and diversity their employees bring to the table, but the employees also feel like they can't be themselves.
Leaders and CEOs are also on an island as no-one dares to tell them what they really think. What they need is someone who can challenge them, and say, “You said this or that and you never followed through with it.” One of the most detrimental effects of workplace insecurity is when people don't speak up because they fear the outcomes: embarrassment, ridicule, being wrong, or being dismissed both literally and figuratively. And one of the roles of a coach is to hold people accountable for their words and actions. Contact me via e-mail to arrange a meeting the next time you find yourself afraid to speak up.
Just do as you're told!
Do you want to have compliant people? People who do what they are told, show up on time and get more efficient day by day. Alternatively, do you want people who care, passionate people, connected people who act and behave like they own the place? Do you want people who can look the customer in the eye and make a difference for that customer?
I think the person who works with you, not for you is all that we will have left as anyone can buy a robot. Loyalty is where success lies as no loyal employee will leave as long as you are both singing from the same hymn sheet. I mean if you welcome them, embrace them and nurture them - why would they leave your organisation?
The organisations of the future will not need a lot of people, they will just need people who care. People who are willing to make a difference, people who are willing to stand up and say, “I made this”. People who care only become restless enough to leave if they realise that you are not keeping it real. Unfortunately, these are not the people most organisations want. Most organisations want people who can be downtrodden, compliant and then they don’t have to worry about them leaving.
I think it’s better to have someone so passionate and good that you would miss if they were gone, rather than to have mediocre people who have no better place to go. What do you think?