![]() ![]() In order for real change to happen within an organization, there needs to be real ownership.Īll too often, it seems as if D&I initiatives stay at the grassroots level, led by individual contributors. Research by Brandon Hall Group found a significant difference between the percentage of organizations who say improving diversity and inclusion is important and those who demonstrate the ability to change. How to embed diversity and inclusion throughout the organization Staying up-to-date with current events and demonstrating a willingness to address and engage in tough conversations can help other employees know that it is OK to bring their full selves to work. As an organizational leader, it’s important to communicate and acknowledge what is happening in the real world, even if it is not something that you, yourself, have ever faced. ![]() Staying on the sidelines is not an option for people that routinely face discriminatory and prejudicial practices. Keep a pulse on your community, city, and country. If employees’ perspectives are inconsistent about things like being available outside of business hours, it also likely means they aren’t bringing their best to the workplace each day.ģ. Addresses work-life balance: Do you respect off-hours for employees or can anyone be reached at any time?.Conducts a meeting: Do you openly talk about life events or jump right into the agenda?.While these may seem innocent and inconsequential at first, they can have a long-term negative impact on inclusion efforts. Whether it be etiquette for sending emails or communication around vacations and paid time off. If you work on a team or in a group, you know these exist. Many teams set standards for how they operate. Discuss the unwritten rules that guide team performance. Consider taking an unconscious bias or implicit bias test to help you understand the biases you have.Ģ. While it may be uncomfortable to admit, getting to know yourself better will help you improve on both a personal and professional level. Explore the unconscious biases you might have. It affects us all, and the first step in limiting unconscious bias is by simply admitting that it exists.ġ. ![]() People should not assume that they are free and clear of it and that it only somehow affects other people. In order for people and organizations to move towards a more inclusive culture, people first need to acknowledge the reality of unconscious bias. How to build a more inclusive company culture
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