In light of the growing conversations around “woke” culture, it’s important for organizations to consider how these discussions are impacting the workplace.
Tag: diversity and inclusion
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Businesses should reorient their approach to tangibly harness the all-encompassing, dynamic power of what D&I ultimately promotes: equality.
In their simplest terms, diversity is the “what” (gender, race, age, disability, religion, sexual orientation, etc.), and inclusion is the “how” (measure of culture that enables diversity to thrive).
Inclusion is not about knowing. The next iteration of diversity and inclusion training must go beyond inclusion “discussions” to inclusion “practices.”
Here’s why your well-intentioned efforts are not making a difference: The most popular approaches to addressing workplace diversity are deeply flawed.
We all know that diversity is important, but without inclusion and belonging, your organization won’t maximize the benefits that diversity brings.
While neurodiverse people think, process and/or act differently than neurotypicals, appreciating the strengths they bring to teams makes a difference.
The current state of affairs in our country and the wider world has led to a heightened awareness of our differences and how they are treated in the workplace.
If we are to train leaders to be inclusive, we need to know what makes people feel included. And it comes down to the most important human drive: to be a unique self while belonging to a group.
Creating a more diverse workforce is a major initiative for many organizations. Training departments are working hard to train leaders. But some leaders might be afraid that creating more diverse teams is a change to successful business practices.