Are you working for an organisation where:
D) The workforce comprises of people of different races, genders, ethnic groups, sexual orientation, ages, and religions?
Are you working for an organisation where:
E) They have eliminated the systemic barriers and privileges to ensure all people have fair access, opportunity, and resources to thrive?
Are you working for an organisation where:
I) They have created an environment where groups who have been historically excluded are actively included and valued for their different perspectives?
If yes, congratulations ✔️.
If no, contact me here or via e-mail for a confidential meeting.
Uncommon bias
Research tells us that one of the main reasons why people leave an organisation is they don’t have a sense of belonging. They feel disconnected or disrespected by their immediate manager, colleagues, or with the organisation when subtle microaggressions or micro behavioural messages occur. Micro behaviours are both verbal and non-verbal cues, such as consistently checking the time or not fully engaging when someone is speaking. It's crucial to recognise that these microaggressions are particularly impactful on individuals who are considered 'diverse,' as these subtle messages are heard loud and clear to them. Addressing and mitigating these microaggressions is essential for cultivating an inclusive workplace where everyone feels valued and respected.