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đź”’ [Audiobook] Human Resources | Diversity, Equity and Inclusion
What if your workplace could become a hub of innovation and productivity simply by embracing diversity, equity, and inclusion? Our latest episode offers exactly that promise. Join us as we uncover the foundational principles of DEI and how they shape a thriving work environment where every individual feels acknowledged and supported. We’ll dive into the key components of DEI, including the four classifications of diversity—internal, external, organizational, and worldview—and explain how these elements collectively build a robust and innovative workplace.
We move beyond the basics to explore the nuanced dimensions of workplace diversity. Learn about the critical importance of fair representation in areas such as racial, ethnic, ability, gender, and age diversity. Discover how inclusive hiring practices and accommodations can drastically improve company culture and productivity. Through real-life examples and insightful discussions, we highlight the role of inclusive leadership, tackling biases, discrimination, and harassment head-on to create a fair and welcoming work environment.
Finally, we delve into the intricacies of effective communication and inclusive leadership. From active listening to the use of inclusive language, understand the vital steps necessary to foster empathy and understanding in your team. We'll also discuss the importance of intentional inclusion and employee recognition, sharing practical strategies and real-world scenarios to help you create inclusive workplace policies. With these tools in hand, you’ll be well-equipped to lead a respectful and equitable work environment where everyone feels valued and supported. Listen in and transform your workplace culture today!
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Diversity, equity and Inclusion.
Speaker 1:Module 1. Getting Started. The world is diverse. It is made up of people who have different backgrounds, traditions and beliefs. Diversity, equity and Inclusion DEI creates a culture where every individual is acknowledged and supported, regardless of their differing background. It helps us to recognize the value in diverse voices, as well as other individual differences such as gender, race, religion, ethnicity or sexual orientation. Ultimately, a diverse workplace will lead to better innovation and success. Through inclusive language and leadership, everyone is encouraged to evolve both personally and professionally. Many organizations are working towards fostering a workplace culture that is committed to DEI practices and ensuring that every voice is heard. The diversity, equity and inclusion course will provide participants with the tools to recognize social biases, respond to microaggressions, as well as provide resources to create a safe and welcoming work environment. With strong team commitment and courage, we can create a sense of belonging for everyone.
Speaker 1:Module 2. Introduction to Diversity, equity and Inclusion. Every human is different. We all have different backgrounds, personalities and aspirations. Diversity, equity and Inclusion DEI embraces people from every walk of life. It recognizes the value of diverse voices and inclusivity as key factors of success. Each component of DEI is aimed to create a more welcoming, fair and respectful environment to everyone. To successfully create a diverse, equitable and inclusive workplace culture, it's critical that leaders invest in resources, time and courage. The positive encouragement of participation and representation of diverse groups will significantly impact an organization. Ultimately, dei is vital in creating a successful workplace where everyone is able to grow and thrive both personally and professionally. Diversity, equity and inclusion DEI represent an important movement within society and growing organizations. Collectively, dei will create an environment where individuals feel supported and welcomed and are given the resources needed to succeed, regardless of their background, identity or differences. Since diversity, equity and inclusion all represent a different type of change, it's valuable to look at each term individually.
Speaker 1:Diversity the ways in which individuals are different, both visibly and invisibly. This includes characteristics, experiences, opinions and personalities. Diversity in the workplace is the practice of valuing differences of social and ethnic backgrounds, gender, sexual orientation, age, language, education, religion and more. Equity creating fair access and respectful treatment. Equity does not mean that everyone is treated the same, but rather treated according to individual needs. It is the process, whereas equality is the result. Inclusion ensuring a safe space of belonging, support and respect. In an inclusive environment, every individual feels valued and all voices are heard.
Speaker 1:Humans are diverse in a variety of ways. There will always be differences that exist between individuals, whether they are visible or not. Some factors that play into diversity are those that we are born with, whereas others are built throughout our life experiences. While there are many dimensions of diversity, these dimensions can be divided into four classifications, including internal diversity, external diversity, organizational diversity and worldview diversity. It's important to acknowledge these differences in order to build a positive and encouraging workplace. Here is a breakdown of the four classifications of diversity Internal diversity these characteristics and traits are the ones that an individual is born with and part of the inner self.
Speaker 1:Examples of internal characteristics include gender, ethnicity, race, physical ability, sexual orientation, age, etc. External diversity these are characteristics that an individual is able to change over time through external action. Although an individual is not born with these characteristics, they are strongly influenced by them. Examples of external characteristics include personal interest, educational background, marital status, religious beliefs, recreational habits, etc. Organizational diversity functional diversity these characteristics are related to an individual's role in a workplace and what distinguishes them from other employees. Examples of organizational characteristics include job function, management status, seniority, work location, etc. Worldview diversity these characteristics or perspectives are shaped by the changes in the world and an individual's experiences. They are formed by various external, internal and organizational characteristics and change with time and new experiences. Examples of worldviews include outlook on life, political beliefs, travel and cultural experiences, etc.
Speaker 1:Diversity and inclusion depend on each other. Inclusion introduces ways to integrate everyone and make diversity work. The biggest challenge in building an inclusive company culture is to ensure that everyone feels included. After all, no one likes to be judged or feel left behind. People experience inclusion in a variety of ways. There are many ways to make an organizational setting more inclusive and allow the differences of individuals to coexist in a way that is beneficial for the whole company. The traits that contribute to building a foundation of inclusion include access to resources. Provide individuals with the support necessary to be inclusive, such as diversity groups or support for managers. Feeling valued and accepted. There is a greater sense of value when people feel appreciated and respected.
Speaker 1:Having a voice. It's important that people feel as though they have a say in decisions. When they feel heard, they are more likely to share personal opinions. A collaborative environment. Collaboration promotes a stronger sense of connection between a team. Having a sense of belonging. An individual's sense of belonging and connection to the company will let them know that they are a sense of belonging. An individual's sense of belonging and connection to the company will let them know that they are a part of an environment that values them. This will affect their well-being, productivity and business success. Learning and development having access to opportunities to develop as an employee or advance in one's career this shows that the company cares about their aspirations and growth. The focus of inclusive practices putting a strategy into action these efforts will contribute to the company's aspirations and growth. The focus of inclusive practices putting a strategy into action these efforts will contribute to the company's mission and culture.
Speaker 1:The changes related to embracing diversity, equity and inclusion will significantly improve an organization. Dei creates an environment where people from various backgrounds are able to share different ideas, skills and insights. This environment ensures that every team member feels involved and supported. It is not simply an environment where diverse individuals are present, but rather where diverse individuals are involved, empowered and developed. A diverse, equitable and inclusive organization requires respectful efforts from every team member to work towards success. It's important that employees feel safe working together in a space without fear or discomfort. When everyone is involved, potential grows and professionalism thrives. There are many great benefits of embracing DEI in an organization, including an increase of fairness, higher levels of creativity and innovation, new and fresh perspectives, the ability to understand individual needs, better hiring processes, lower employee turnover rates, deeper trust and commitment, better decision making.
Speaker 1:Equity and equality are terms that are often used interchangeably, Although similar equity and equality carry different meanings, especially in the context of social systems. Equality is providing the same resources and levels of opportunity to everyone. It holds the assumption that every individual should be treated the same and given the same value and rights, regardless of their needs or circumstances. Equality displays a one-size-fits-all system which is only effective if everyone has the same needs and are starting at the same point. On the other hand, equity recognizes that every individual has different needs based on their circumstances. It includes understanding and providing support, assistance and opportunities to reach an equal outcome. Equity recognizes the systemic barriers that exist, as well as the ways to eliminate these barriers and overcome unequal opportunities. With equity, the goal is to ensure that people are treated fair and impartial.
Speaker 1:Leon is a part of his company's DEI team. Their team focuses on creating an inclusive, safe and equitable environment for their diverse team. During their meeting, leon suggests that their next project should be on installing an elevator in the company's building. He has thought about this idea for years and believes it is becoming a bigger problem as more people join the growing business. The building currently has heavy doors on the entrance of the large staircase, making it inaccessible for many individuals and limiting them to the first floor of the building. Marcus, another member of the DEI team, suggests that this is not important because the first level of the building has many of the same amenities. Leon points out that although there are many amenities on the first floor, there is inequality for everyone in the building. By adding an elevator into the building, it allows accessibility to individuals with mobility issues or vision impairments to be able to have the same opportunities. Marcus and the rest of the team listened carefully to Leon's project plan. They were happy that Leon came forward with this idea to help empower and involve everyone in the company. After many months of hard work, the elevator project was complete and running.
Speaker 1:Module 3. Dimensions of Diversity Part 1. Our diverse world is made up of many values, cultures and ways of interacting with others. Workplace diversity recognizes and values differences. A workplace culture is determined by its employees and the diverse traits, abilities and backgrounds that are present. These traits help to set people apart from one another. A team that is built with diverse individuals is one that is creative and successful.
Speaker 1:There are many kinds of diversity that can be found within the workplace. Some dimensions of diversity are visible, whereas others are not. One of the most common dimensions of diversity is racial diversity. Racial diversity is the acknowledgement, as well as celebration of differences in race or shared physical and social traits. These physical traits can include skin color, hair or eye color, facial structure and other physical characteristics that originate from an individual's geographic location or genetic background. A workforce that is racially diverse will consist of employees from all different racial backgrounds, without any restriction to the type of work that can be done or any compensation received. When racial diversity is present, there is an increase in innovation, greater adaptability and flexibility throughout the globalized world and improved team collaboration.
Speaker 1:Acts of racism or racial discrimination in the workplace includes any restriction or exclusion of an individual based on color, race or descent. Although racial discrimination is prohibited by many laws, this problem still exists. Racial discrimination may include the use of racially insensitive jokes or derogatory terms, or the preference of one particular race for promotions or hiring over another. Through understanding racial diversity, we can work towards preventing racial discrimination. Although it is common to see the words ethnicity and race overlap or used interchangeably, they carry distinct meanings. While race describes the physical or biological factors, ethnicity is based on learned behaviors and an individual's cultural identity. Ethnicity can be broadened and adopted, and may include religion, language, dress and nationality. It will influence our experiences and shape perspectives on the world around us. There are many people who have more than one ethnicity and have mixed cultural backgrounds. By embracing ethnic diversity in the workplace, there will be numerous benefits, such as diverse viewpoints for economic development, higher productivity, as well as a better opportunity for both personal and professional growth. To promote ethnic diversity, it is critical to commit to improving cultural awareness. Through connecting with individuals on a personal level, we can develop a workplace of diversity and respect.
Speaker 1:Ability diversity is the differences in ability and varying types of disabilities. Disability can come in many shapes and forms, including physical, sensory, mental and behavioral. It is often highly stigmatized, with many negative beliefs about individuals who have disabilities. To build an inclusive and diverse workplace, it is critical to consider individuals who have disabilities and provide proper accommodations to help these employees integrate into the work environment. When diversity is prioritized in terms of abilities and disabilities, the workplace can become a much more welcoming and accessible place that shares a sense of acceptance. This may include inclusive hiring practices, ensuring resources and mental support, as well as providing accommodations such as wheelchair ramps or screen reading software.
Speaker 1:Sex and gender make up a big part of who we are. Gender diversity is the fair representation of people who belong to different gender groups. It includes physical sex, gender identity, assigned sex, perceived gender, as well as gender presentation. With gender diversity, an inclusive culture is created for all employees, regardless of their gender. It provides a safe environment to everyone, including women, men, non-binary and transgender individuals. Every employee is hired at a balanced rate, given the same working opportunities, and are equally paid and appreciated In the workplace. It is highly beneficial to have gender diversity. Having diverse groups will help to provide multiple perspectives, boost group collaboration, as well as improve the recruitment and reputation of the company.
Speaker 1:When there is prejudice or discrimination that is based on sex or gender, it is known as sexism. In this case, there is a higher value being placed on one gender over another. This may be through actions, laws and media representation. Sexism can harm and affect anyone, but is most common for women and other marginalized genders In the workplace. Sexism or gender discrimination is visible with the gender pay gap denial of promotions because of being a particular gender or being treated as less competent.
Speaker 1:Every generation has their own unique perspectives, working styles and preferences that are shaped from the world in which they grew up. From personal stories to professional experience, everyone is different. Age diversity is the acceptance of individuals from all ages. A diverse workplace recognizes the value that people of different ages can bring to the company. Diverse age groups will increase an organization's productivity and innovation. When ideas are brought forward from differing worldviews among generations, there is stronger problem-solving and decision-making. While older employees have vast experience, younger employees are able to bring in fresh ideas. Ageism is the negative bias against individuals that is strictly on the basis of their age. This can occur when someone is presenting negative attitudes and assumptions towards someone due to their age. Although ageism can happen at any age, it is more common for young workers who are first starting a career and older employees who are nearing retirement age. It can happen through age-specific comments or insults, an unequal distribution of benefits or giving younger employees bigger projects and opportunities.
Speaker 1:Carrie is new in her company and has been tasked to help update the company's safety plan. In her old job, carrie was involved in many group projects with men who never let her speak or express her opinions. She was nervous because she was not yet familiar with her new co-workers. During their first meeting, carrie's co-workers greeted and welcomed her to the team. They each took turns adding ideas to the safety plan. Bruce, who had been with the company for years and had vast experience with the planning, offered to organize the written layout of the plan. Peter, who is also new with the company, suggested that he could use Bruce's written copy of the plan and create an online version to share with everyone, since he is great at technology. When it came time for Carrie to contribute her thoughts, she suggested the idea of upgrading the fire alarm system to one that includes lights or alerts. She explained that she is hard of hearing and that it would be helpful to have if she is not wearing her hearing aids or if other individuals who are deaf or hard of hearing are in the building. Everyone listened carefully to Carrie's ideas and thanked her for sharing. Carrie was happy to see such great teamwork amongst a diverse group of individuals and perspectives.
Speaker 1:Module 4. Dimensions of Diversity, part 2. Simply put, everyone is diverse. No matter where we encounter diversity, it can impact our personal and professional interactions. The prioritization of diversity in the workplace will be beneficial to any business. Diversity gives the team access to new ideas and unique perspectives that will help to improve overall operations. The types of diversity that exist are limitless. They include any variations that are present among a group of individuals. While there are many ways to think about diversity, there are common dimensions of diversity that are found in the workplace that will encourage us to think more broadly about diversity.
Speaker 1:There are many religions and spiritual beliefs that people follow and belong to throughout the world. Religious diversity is the presence of differences in religions, beliefs and practices. These can include Christianity, judaism, buddhism, islam, as well as freedom from any religion. Religion may be expressed through jewelry or clothes and be visible to those around them. However, there are many times when religion is not easily visible or obvious. Fostering a workplace of inclusivity and religious diversity will allow for a more open culture with different viewpoints and stronger creativity. It's important to be respectful and acknowledge different religions and spiritual beliefs in the workplace, since it is a significant part of a workplace culture To promote religious diversity. It is critical to be mindful of any unconscious biases that exist with regard to religion. Every company should make allowances to religious employees, such as for celebrations or festivals. It is important to be mindful of one's attire and overall appearance, offer a space for individuals who practice daily prayers, as well as recognize specific dietary restrictions and needs. To create a culture of inclusivity, it's essential to consider the diversity of sexual orientation.
Speaker 1:Sexual orientation refers to the emotional and physical attraction towards another person or sex, as well as an overall sense of identity based on this particular attraction. To promote the diversity of sexual orientation, workplaces must have an inclusive hiring strategy, open communication lines and appropriate policies in place. When employees feel comfortable and free to express themselves, they are able to thrive. The LGBTQIA+, lesbian, gay, bisexual, transgender, queer or questioning, intersex, asexual and more Community is made up of people with various backgrounds and interests. It signifies strength and solidarity within a community that is fighting for equality. Everyone should feel safe to share and express their sexual orientation in the workplace without the risk or fear of discrimination. A diverse workplace welcomes anyone, no matter their sexual orientation. There are many different types of sexual orientation, including Asexual lacking an attraction emotional, sexual, romantic towards others. Homosexual having an attraction emotional, sexual, romantic for people of the same sex. Heterosexual having an attraction emotional sexual, romantic for people of the same sex. Heterosexual having an attraction emotional, sexual, romantic for people of the opposite sex. Bisexual having an attraction emotional, sexual, romantic for people of the same or opposite sex. And sexual having an attraction emotional, sexual, romantic towards any human being.
Speaker 1:Focusing on qualities and personalities, the lens in which we evaluate the world around us is through culture. It shapes our identity and has a strong influence on our behaviors. Cultural diversity is the existence, acknowledgement and celebration of various cultural and ethnic groups. It can be formed from family values, practices and traditions. With this diversity, everyone is able to contribute positive attributions from their differences to a larger society. Multiculturalism is the support of, or presence of, multiple cultural groups in the same social or geographical space. An inclusive workplace involves welcoming individuals with unique cultural and ethnic backgrounds. Essentially, employees will be more inspired to learn about cultural values and respect cultures that are different from their own. A culturally diverse workplace is very valuable. It encourages employees to be respectful to individuals of a variety of cultures and can lead to fresh ideas. Cultural diversity can help to build better products or services and create a stronger connection to a global customer base. To build better products or services and create a stronger connection to a global customer base.
Speaker 1:Socio-economic diversity is the differences of people's backgrounds, income levels, social class or standings and education. It is influenced by where an individual lives, as well as who they network with. A company with socio-economic diversity will consist of many different attitudes and ideas towards various factors of life, including how someone spends their money or thinks about money. Despite these varying attitudes and diverse upbringings, every employee should be treated equally in order to create a fair work environment. When it comes to employment opportunities, individuals who belong to lower socioeconomic backgrounds or cannot afford a higher education may face many disadvantages. To encourage socioeconomic diversity in the workplace, it's important to refrain from judgment of one's social status and include people from all different backgrounds. Everyone has value to contribute, allowing an organization to increase innovation and reach a wider range of audiences. Socioeconomic diversity will encourage conversations and learning experiences amongst the team. Will encourage conversations and learning experiences amongst the team.
Speaker 1:Lifestyle diversity, such as parental and marital status, are very common in most organizations. Marital status describes an individual's relationship with a significant other, including married, single, widowed, divorced or separated. Parental status focuses on the status of being in a parent and child relationship, whether being a parent, step-parent, foster parent, adoptive parent or the status of not having children. Diversity with parental and marital status can be beneficial for the workplace, since different backgrounds and experiences with life situations will result in more divergent thinking and thus greater creativity. When marital or parental discrimination happens, this is known as familial status discrimination. This discrimination is based on whether someone has children or whether they are married or not. Employees may be mistreated due to their family status through promotions, hiring benefits or other workplace conditions. Similarly, pregnancy discrimination is discrimination on the basis of pregnancy, childbirth or any related medical condition.
Speaker 1:Alexa's company is planning a family-fund barbecue at the local park to celebrate a successful summer. She had just received the email invitation that encouraged all employees to attend with their family, along with requests on lunch ideas and special dietary needs. Alexa is nervous because many of the other employees have not met her wife, claudia, and their kids, and she is unsure of how they will react. She decided to go to the HR representative, kai, and explain her worries. Kai expressed to Alexa that he is very excited to meet Claudia and the rest of the family and that the office has a strict policy on any form of discrimination, including familial status discrimination. When Alexa and her family arrived at the barbecue, she noticed that there were many diverse families. There was a wide variety of food to choose from, as well as many games and activities planned to include everyone While their kids ran off to play with the others. Alexa introduced Claudia to her colleagues. Everyone was happy to meet her and one even knew her previously from high school. With the many laughs and genuine conversations, alexa wondered why she was even nervous in the first place. She was a part of a very inclusive and diverse team that made everyone around feel welcome.
Speaker 1:Module 5. Breaking Down Social Biases. Bias is common in many aspects of our lives. To make sense of everything around us, we often categorize the things we experience or people we encounter. The problem with this is when it creates a divide between humans and social groups. Social biases are inaccurate social assumptions, judgments and unfair treatment. These biases can be formed on the basis of religion, sex or race. They hold a negative impact on the shaping of an organization and the development of social norms. Biases may be conscious or unconscious, in which the most extreme forms can lead to harassment, discrimination or violence. Unconscious bias, also called implicit bias, is the preconceived notion about people or situations and is influenced by our personal experiences and background. Although they are unintentional assumptions, they can result in negative outcomes. Unconscious biases will influence us to have preferences or rejections towards another individual or group. Oftentimes we are subject to these biases without even recognizing them, and they may not always match our conscious feelings towards the subject. Biases can significantly influence both our personal and professional lives. Many organizations will lack a diverse and inclusive culture because unconscious biases exist. Here are some common types of unconscious bias Conformity bias the way people follow and behave like those around them.
Speaker 1:It occurs from peer pressure or when trying to fit into a social group. With conformity bias, someone may change their opinion simply to fit in with a bigger group, although it may not always be a reflection of their own opinion. Gender bias the favoring of one gender over another or prejudice against a particular gender. In the workplace, this may be demonstrated through pay, promotions, benefits or special privileges. Halo effect having a positive impression on someone based on one particular attribute, while the one positive attribute is focused on other aspects about the individual may be neglected. Ageism discrimination against another individual because of their age. Although ageism most often occurs with older people, it can affect any age group. Affinity similarity bias favoring people who share things in common, such as experience, interests and backgrounds. This can negatively impact the workplace by affecting the hiring process or unequal treatment amongst employees.
Speaker 1:Stereotypes can happen everywhere. A stereotype is a belief about a certain social group that leads to social categorization. These quick generalizations create harm by categorizing people into groups based on ideas, identities or certain characteristics presumed about that group. Essentially, they are a consequence of groupthink that creates a divide between people. The most common stereotypes include cultural, racial, gender and religious stereotypes. Through reinforcing stereotypes, discrimination and even violence may occur. Since stereotypes are learned, they can also be unlearned. Overcoming them involves examining the stereotype, evaluating the reasons why it exists, redefining it through a new perspective and reflecting on our own ideas and stereotypes that we place on others. Some common stereotypes include Believing that people from certain countries are rude, lazy or warm and welcoming. Believing that certain genders are good at driving in sports, intelligent or untidy. Believing that a certain race is greedy, athletic or superior over another race. Believing that people who practice a certain religion are greedy, athletic or superior over another race. Believing that people who practice a certain religion are wise or naive.
Speaker 1:Prejudice is the negative attitude and opinion that emerges from stereotypes. These opinions are not based on actual experience or reasoning, but solely on assumptions. Prejudice is created when people view the differences of other individuals as weaknesses, which, in turn, will result in resentment and unfair treatment. This has a strong influence on how we interact with people who are different from us. People may be prejudiced against someone because of differences in religion, gender or ethnicity. With this irrational mindset, there is little thought or reflection given to the judgments that are made. We are judging others before getting to know them on a deeper level, because of the assumption that everyone who fits into a particular group are all the same. Unfortunately, prejudices will cause us to overlook chances to create interpersonal relationships or strengthen an organization. They can have a significant impact to the individual on the receiving end by causing them to miss out on many opportunities or receive equal opportunities in the world. Prejudice will often lead to discrimination when prejudice is about unfair assumptions.
Speaker 1:Discrimination is the unfair treatment or actions that arise from prejudice. Discrimination is the prejudicial treatment of people based on their differences or specific characteristics and can be considered a violation of one's human rights. Simply put, discrimination happens to someone based on who they are and how they are perceived. It can be manifested through biased decisions or direct behaviors toward an individual. In a workplace, discrimination can happen between employees, an employer and their employees, job applicants and many other ways. A workplace that is lacking diversity, equity and inclusion is likely to have discrimination on some level. Anti-discrimination laws exist to protect employees from prejudicial treatment, covering race, age, disability status, pregnancy and other protected categories.
Speaker 1:Harassment is a form of discrimination that consists of unwanted or unpleasant behavior. It covers a range of offensive behaviors that demean or humiliate an individual. When harassment occurs, it creates an environment that is hostile, disrespectful and intimidating. It may be a single incident or behavior that persists over time. No matter how it occurs, harassment can be very damaging to a person as well as an organization. It can result in an unproductive and toxic work environment. Someone may be targeted for harassment based on their sex, race, disability or age. Some examples of common workplace harassment include Sexual harassment behavior that uses explicit or implicit sexual implications. This comprises unwanted and unwelcome sexual comments or behaviors, sexual advances or sexual favors. The target or perpetrator of sexual harassment may be an individual belonging to any gender.
Speaker 1:Verbal harassment inappropriate language that is intended to cause psychological or emotional harm to another person. This may be in the form of shouting, swearing, joking, demeaning slurs or labeling Physical harassment In the workplace. This can also be referred to as workplace violence. It includes attacks, hitting, threats, destruction of property or belongings, and even assaults. Physical harassment is more common in organizations where employees come from different backgrounds. Psychological harassment this is also known as emotional bullying. It is similar to verbal harassment, but more subtle, such as withholding important information from someone. Psychological harassment is an unethical way of behaving towards another individual. Disability harassment words or actions that bring attention to a person's mental or physical disability in a negative way. This may be in the form of threats, jokes, name-calling or mean comments.
Speaker 1:Ron has been busy interviewing candidates for a delivery driver position with his company. He had just finished interviewing Melanie, who he believed was an excellent fit for the position. Ron received a knock on the door from his colleague, ashton. Ashton suggested that Melanie was probably not a great driver because she is female and that his friend Brian, who had come in for an interview beforehand, would be a better fit. Ron was upset to hear Ashton say this. He explained to Ashton that he had performed the interview free from biases, including gender bias. Melanie had a great driving record and has had previous work in this field. He thought about how Brian had explained about a few minor accidents in his past. Ron could see the look of surprise on Ashton's face. He told Ashton that saying Melanie was a bad driver was a stereotype and that he is basing these reactions on assumptions called prejudice. Ron proceeded to explain to him that these biases can lead to discrimination or even harassment. Ashton had never thought about the harm that stereotyping could cause. He apologized and greeted Melanie with a friendly hello when she arrived to start her new position the following week.
Speaker 1:Module 6. Addressing Microaggressions. Words and behaviors can have harmful and long-lasting effects. They hold the power to make individuals feel as though they do not belong. Microaggressions are among these harmful acts and they can be found everywhere, including the modern workplace. These words and behaviors are based on stereotypes and stigmatizations of race, sexual orientation, gender and other marginalized groups. Microaggressions can take multiple shapes and forms and may often become overlooked in an organization. Ultimately, microaggressions will help to shapes and forms and may often become overlooked in an organization. Ultimately, microaggressions will help to undermine a culture that supports diversity, inclusion and equity. These acts often lead to a negative working environment in which groups may feel uncomfortable or insulted. The ability to recognize the reality of microaggressions in the workplace is a critical step towards creating a more inclusive and encouraging environment.
Speaker 1:Microaggressions are everyday insults, snubs or actions of discrimination that negatively target a marginalized individual or group. They may be intentional or accidental and take the shape of jokes, questions or casual remarks. A microaggression may be expressed verbally or through gestures and other non-verbal behaviors. Microaggressions communicate hostility and derogatory feelings. Although they may not always be of malicious intent, they can create serious harm to the targeted individual. A microaggression may even be disguised as a compliment. Often, these actions and insults reflect a lack of self-awareness and stem from implicit biases that are held. The effects of microaggressions can build up and escalate into larger conflicts and damage to a person. Some examples of microaggressions that are commonly said include when are you actually from? You are very articulate. What is your real name? Can I touch your hair? It is so inspiring how you have overcome your disability. I don't see color. I'm not homophobic. I have a gay friend. Your name is too difficult to say.
Speaker 1:Microaggressions are everyday occurrences. They can be delivered in many ways, such as through actions, comments or decisions. A microaggression does not have to be verbal in order for it to be offensive. Every form will convey the negative messages that reinforces unequal power dynamics, resulting in an unwelcome or hostile work environment. Microaggressions can be placed in three basic categories, including Verbal Statements or questions that are harmful or stigmatizing to a marginalized group. Verbal microaggressions can be the use of derogatory terms, disrespectful comments and racially insensitive jokes. Behavioral Discriminatory actions or behaviors that are hurtful to a marginalized group. Behavioral microaggressions can take many forms, such as internal assumptions displaying insensitive symbols or imagery, segregated workplaces or failing to acknowledge an individual's presence or accomplishments.
Speaker 1:Environmental, subtle discrimination that occurs in a physical or social environment. In other words, the physical environment is structured to create invalidation to certain groups. Environmental microaggressions include the ways that a workplace may fail in offering a welcoming environment, lack of accessibility, the naming of statues or structures and pay gaps. Microaggressions in a workplace can present themselves in many ways. There are times when they are both conscious and intentional, whereas other times they are simply a reflection of unconscious or implicit biases on a marginalized group. Regardless of the intent of the microaggression, they can leave serious and lasting effects. Microaggressions will affect a targeted individual's social acceptance and feelings of belonging, as well as validations of being valued.
Speaker 1:The three different types of microaggressions include Microassaults. These are the most overt type of microaggressions, in which they are said intentionally to be harmful or derogatory. Microassaults include outright name-calling, slang or slurs towards a particular group, as well as indirect put-downs, belittling and bullying behavior, groping or imitating. The individual committing the micro-assault may not recognize the impact or seriousness of their behavior and may state that their discriminatory behavior was not intended to be offensive. Micro-insults these micro-aggressions are more subtle, in which the individual committing the micro-assault may not realize that they are insulting another individual. They may believe they are stating a compliment or acknowledging the target as an exception to a stereotype. These comments have underlying meanings and can serve as backhanded compliments or direct insults to the person receiving the comment. Micro-insults can be intentional or unintentional and are often the result of an individual's own unconscious bias.
Speaker 1:Micro -invalidations these microaggressions are blatant communications that discredit or dismiss a marginalized group's feelings or experiences of prejudice. They may state that the individual is being overreactive or too sensitive, leading to an invalidation of the experiences with this marginalized group. Micro-invalidations may be intentional or unintentional. Although microaggressions are small and subtle, they can have macro effects. Microaggressions can affect any marginalized group, creating harm and stress to the targeted individual. They may affect the receiver mentally, emotionally and physically. Ultimately, microaggressions are acts of social exclusion. They reinforce ideas that contribute to the isolation of particular groups. Feelings of confusion, hopelessness, fear, anxiety and anger will often arise. As microaggressions accumulate over time, they can significantly impact an individual's mental health and self-esteem. The threat of microaggressions can also impact a person's work performance. It's difficult to be successful in an environment that causes feelings of alienation and invalidation. They may prevent individuals in targeted groups from striving for a promotion or applying for jobs.
Speaker 1:With microaggressions being so common and impactful, it is only evident of the importance in being able to address these behaviors. The elimination of microaggressions in the workplace requires continuous efforts from every team member. The key is to address these behaviors in a way that focuses on a positive company culture. This includes conscious thinking and using respectful language. It's important to remember that the intent of the microaggression is not what matters, but rather the feelings of the receiver. In order to minimize microaggressions, there are some steps that each the receiver and perpetrator can take For someone who has experienced a microaggression. Speak up and be direct. This will help the perpetrator understand the impact of their behaviors and can create a larger discussion on the subject.
Speaker 1:Don't internalize the microaggression. It is best to immediately counter the microaggression rather than internalizing it. Use I statements to address the perpetrator. I statements can clearly and directly help the perpetrator to understand the effect of their message. Separate the intent of the message from the impact. This involves shifting the topic from their intent to the impact of their words. Remember self-care. Find healthy ways to process your experience, whether it is reaching out to a trusted friend or professional For someone who has communicated a microaggression.
Speaker 1:Listen and understand the individual's concerns. Allow the individual to express their feelings. Thank them for bringing the issue to your attention. Acknowledge and apologize. Since the impact of the message matters the most, it is important that this is addressed. Their feelings. Thank them for bringing the issue to your attention. Acknowledge and apologize. Since the impact of the message matters the most, it is important that this is addressed first. Don't make the situation about yourself. Avoid becoming defensive or attempting to explain yourself. Take responsibility. Be responsible when you have recognized that you have done or said something that has negatively impacted a marginalized group. Seek awareness and knowledge. Take proactive steps to prevent this from occurring again. Educate yourself to become better.
Speaker 1:Jerry had just completed a busy morning in the office and decided to head to the break room for lunch. As he entered the break room, he greeted his colleagues Spencer, who was just finishing up his lunch, greeted Jerry and proceeded to tell him how great it was that Jerry had overcome his disability of being in a wheelchair. Although Jerry was used to hearing these comments throughout his life, he was still hurt by them. They made him feel isolated to a particular group. Jerry decided not to internalize the microaggression and would continue to enjoy his lunch. Later in the day, jerry was passing by Spencer in the hallway and decided to be direct with his hurt feelings. He let Spencer know that, although Spencer believed he was complimenting Jerry, it was actually a micro-insult towards Jerry being in a wheelchair. Spencer listened carefully and took responsibility for his actions. Rather than becoming defensive, he apologized to Jerry and told him that he would educate himself about microaggressions and their harmful effects. Jerry was happy that Spencer understood his concerns and the two colleagues decided to have lunch together the following day.
Speaker 1:Module 7. Communication Strategies. Communication is an essential part of everyday life. We all have different ways of communicating, whether it is through spoken words, sign language, written words or expressions. Our verbal and non-verbal language is shaped through our backgrounds and experiences. To build diversity, equity and inclusion, it's necessary to communicate effectively. Effective communication is about motivating others and building supportive relationships. It is more than just understanding others, but ensuring that they feel welcome and heard. Since challenges may arise when an audience is culturally diverse, it is critical to be sensitive and mindful of differences. It's important to consider the viewpoints of others and how they may receive our messages. When we adapt our language to become more inclusive to everyone, we can help to engage and inspire our audience.
Speaker 1:Communication can have many barriers. A communication barrier is something that can come in the way of receiving and understanding a message that one person is delivering to another. By recognizing common communication barriers, we can learn to overcome them and become a better communicator and team member. Communication barriers can be overcome through communicating a message according to the receiver's needs, being aware of verbal and non-verbal communication skills, being mindful of our location or possible distractions, and practicing active listening. It's important to check for understanding with the receiver to ensure that a clear and concise message is being shared.
Speaker 1:Some common communication barriers include linguistic barriers. These are barriers that occur because of language differences. Concise message is being shared. Some common communication barriers include Linguistic barriers. These are barriers that occur because of language differences. The dialects of different areas, unfamiliar accents and jargon may make it difficult to understand a message. Physical disabilities A physical factor that can hinder the flow of communication. This may include people who are deaf or hard of hearing, or individuals with speech difficulties.
Speaker 1:Perception Barriers People do not always perceive information or messages in the same way, which can create a barrier to effective communication. Oftentimes, people will only listen to messages that confirm their beliefs or affirm their perceptions. Emotional Barriers these barriers are limitations that prevent someone from openly communicating their thoughts or feelings. It may be difficult for a speaker or receiver to engage properly in communication with sensitive topics. Cultural differences Various cultures have certain ways of conveying messages, such as through symbols and gestures. Non-verbal communication is not always universal and may lead to miscommunication. Prejudices, prejudiced ideas are often reflected in everyday conversations and influence what messages an individual chooses to hear. The way in which our words are delivered will substantially affect the impact of the message.
Speaker 1:Verbal communication skills are more than just our speaking abilities, but also how we present and receive messages within a diverse group. The goal of effective verbal communication is to convey a message in a clear and concise way. Through adjusting our behaviors and words, we can communicate in a more inclusive way that creates positive personal and professional interactions. There are many ways to enhance our verbal communication skills for a diverse group of people, including using clear, simple language. Use language that is concise and straightforward, without overemphasizing. Speak clearly and naturally, avoiding jargon or slang. This language includes unfamiliar technical or overcomplicated terms that may be difficult for others to understand.
Speaker 1:Asking for feedback or questions create opportunities for audience engagement and to ensure understanding. Slowing down, avoid rushing or speaking too quickly. Allow time for the listener to interpret what is being said. Recognizing your audience. Keep the audience in mind and consider their perspective. Facing the listener. It is easier to understand a message when the speaker is facing us. This is especially important to a person who is deaf or hard of hearing. Move closer if necessary. Summarizing your message. Provide a concise overview of the important parts of a message, reducing background noise when possible. Close doors and turn off any background noise that may interfere, such as the radio or television.
Speaker 1:Oftentimes, our actions speak louder than words. Since non-verbal communication may highlight or contradict verbal communication, it's important to be able to recognize these cues. Our body language can say a lot. It can convey acceptance or support certain assumptions. Nonverbal communication can sometimes be difficult to read because it varies from person to person, as well as from one culture to another. Just as with spoken language, every country in the world has its own forms of acceptable and unacceptable body language, based on local cultural norms. By understanding how nonverbal behaviors may vary across cultures, we can become more aware and learn to better prepare for them. Similarly, it is also important to be mindful of our own nonverbal cues, since mixed signals can be misleading and create miscommunication.
Speaker 1:Differences in nonverbal communication among different cultures include eye contact. Our eyes play a big role in nonverbal communication through looking, blinking and staring. While eye contact can show honesty and confidence in some cultures, it may be seen as rude or offensive in other cultures. Touch haptics communicating through touch can show many emotions, including familiarity, sympathy or affection. In some cultures, people regularly use touch to display positive emotions. In other cultures, people rarely use touch unless they are showing intimacy. Some cultures have a more conservative approach to touching.
Speaker 1:Physical space proxemics the proximity in which we stand with someone. Physical or personal space is influenced by culture, familiarity and situational factors. It is best to give clearance until being invited closer. Facial expressions Since faces are extremely expressive, we are able to convey many emotions without a verbal message. Facial expressions are universal happiness, sadness, fear and surprise are the same throughout different cultures. Gestures these are the signals or movements that communicate meaning without words. Many gestures are related to culture and can have different meanings. For example, a thumbs up may be a sign of approval or agreement in some cultures, whereas others may mean something highly offensive.
Speaker 1:Paralanguage vocal communication that is separate from language, including volume, rhythm and pitch. These vocalics vary across different cultures and have an impact on how a message is conveyed. For example, some cultures have significant pitch differences as well as normal baseline volume of speech. Language is a powerful tool. The words and phrases that we use matter. It's important that we recognize the importance of our words and the impact that they hold.
Speaker 1:One of the key factors in fostering a diverse, equitable and inclusive organization is to promote the use of inclusive language. Inclusive language is language that aims to include everyone. It is free from biases, limitations, stereotypes and other forms of social exclusivity. A safe and successful environment requires us to think about how others will absorb the language that we use. Language can signify acceptance. We want to make sure that everyone feels accepted, acknowledged and respected. Inclusive language is an ongoing journey of learning in which active listening and feedback can help to guide us when it comes to talking to others, it's important to focus on the person rather than their characteristics. Using inclusive language will help to create a space in which employees feel comfortable bringing up topics such as race, disability or gender. There are many ways to make language more inclusive, including using gender-neutral terms. This is language that does not identify a gender and avoids biases towards a particular sex, for example, humankind instead of mankind, or chairperson instead of chairman.
Speaker 1:Use person-first language. Always put the individual before a disorder, disability or diagnosis, as they do not define the individual's identity. Do not use someone's culture, race, disability or identity as a reference. Never use someone's traits as a reference during a conversation or introduce someone by describing the traits that tend to marginalize the individual. Choose accepted and widespread terminology. Always be mindful of terms that are related to one's ethnicity, race, culture, etc. There are many terms that have roots in discrimination and racism. Use neutral or preferred pronouns. Use pronouns that a person prefers to be associated with. When uncertain about an individual's preferred pronouns, use gender-neutral pronouns like they theirs them. Avoid ableist and insensitive language. Many common phrases exist that are insensitive to an individual who is impacted by a medical condition. Be mindful and consider alternative terms, for example, missed opportunity instead of blind spot.
Speaker 1:Person who is hard of hearing instead of hearing impaired, or ridiculous, outrageous instead of crazy. Powerful communication skills can change the way we effectively connect with others. An important aspect of communication and way to fuel inclusion is to practice active listening. Active listening does not only ensure that an individual's voice is heard, but that there is a conscious effort that they are understood. An active listener does not just engage with the speaker's words, but the feelings and thoughts behind those words. Good listening refrains from judgment, distractions and interruptions. It involves welcoming ideas that may be different from our own and allowing someone a space to communicate openly. Active listening incorporates inclusive listening listening to every individual, regardless of their social identities or diverse traits. Active listening should support individuals in feeling valued and respected. When we listen with empathy, we promote a sense of belongingness to others. This will, in turn, create a positive impact on the entire organization and prevent many misunderstandings. Active listening can be improved through many practices, including removing distractions and putting aside distracting thoughts. Setting aside personal biases or points of view. Visualize the other individual's viewpoint, asking open-ended questions. Summarize what the individual is saying to ensure clarity. Show that you are listening by providing non-verbal cues.
Speaker 1:Sheena is preparing a presentation for an upcoming networking event. She has been asked to represent her company, along with a few of her colleagues. Since she is very confident in her industry and communication skills, she was excited to be able to meet and connect with a wide variety of people, with a diverse group of individuals. Sheena knew that there would be communication barriers present. She prepared her speech carefully, being mindful to avoid jargon and use clear, concise language. She also knew that body language can say a lot, so she would have to be careful with the non-verbal communication that she displayed. When Sheena arrived at the networking event, she filled out a name tag that stated her preferred pronouns. She was introduced to many different people in her industry and had great conversations. When it came time for the presentation, Sheena was able to give a successful speech that was inclusive to everyone in the audience. To create engagement from the audience, she had asked if they had any questions or feedback. The following day at work, sheena's boss congratulated her on a job well done.
Speaker 1:Module 8. Inclusive Leadership. An inclusive environment requires commitment, curiosity and courage. When it comes to building an organization that incorporates these elements, the key is to have vulnerable leaders. Inclusive leadership is a style of leadership that focuses on valuing diverse team members and creating an environment that includes connection and respect. It encourages the sharing of perspectives and backgrounds. An inclusive leader is committed to diversity, equity and inclusion. With inclusive leadership, the organization is able to carry out effective problem-solving, decision-making and enhanced innovation. Accordingly, inclusive leadership is necessary for the overall growth and success of an organization. In order to excel in this leadership style, there are important traits and behaviors that will help to improve inclusivity. Building a diverse, equitable and inclusive work environment requires energy and time. Inclusive leadership involves committing to making DEI a priority.
Speaker 1:An inclusive leader is driven by their values of fairness and equality of opportunity. They aim to make employees feel a sense of belonging in their work environment by understanding the unique needs of each team member. For inclusive leaders, there is the personal responsibility to create powerful change. This can include holding individuals accountable and challenging the status quo. A significant part of their commitment is to form a clear mission that incorporates everyone. The actions demonstrated by these leaders are an indication of their authentic commitment to diversity, equity and inclusion.
Speaker 1:Inclusive leaders seek to empower everyone. They recognize that in order to achieve successful collaboration, it is important that every individual is able to share their voice freely and contribute to diverse thinking. An inclusive work environment is one in which employees feel this empowerment to participate in discussions and decisions. In doing so, employees are able to build on the ideas that others share. If there is a voice that is missing, the inclusive leader will make the effort to ensure that voice can be heard. The key is to continue to work together and strengthen the team. By focusing on team cohesion, they are able to create a group identity that shares and strives for goals. Inclusive leadership involves recognizing that diverse thinking is a crucial element in effective collaboration.
Speaker 1:A signature trait of inclusive leadership is the cognizance of bias. Everyone has biases. We all have subjective views that are influenced by our beliefs, values, experiences and peers. Inclusive leaders are mindful and committed to learning about their personal and organizational biases and will work towards developing corrective strategies. This does not mean simply pretending as though they do not have biases. Rather, it is about owning the biases that exist and actively working to make changes. It involves recognizing the moments in which we are most vulnerable to biases. Self-awareness is crucial in order to recognize personal biases, in which acting on that self-awareness will help to mitigate systemic issues.
Speaker 1:Curiosity enables us to grow. It encourages us to engage in diverse conversations and seek new perspectives. Highly inclusive leaders have a deep curiosity of others With an open mindset. Inclusive leaders have a strong desire to understand how other individuals may experience the world. They listen and refrain from judgment in order to gain new ideas. The ability to engage in respectful questioning and empathize with others will encourage individuals to feel represented and valued. Essentially, a better connection can be formed within a team. Curiosity will help us to understand lives that are different from our own. By exploring new perspectives, we can learn to reframe our biases.
Speaker 1:Cultural intelligence, or cultural quotient, is a foundational link to diversity, equity and inclusion. It is the ability to be attentive and adaptable in culturally diverse situations. An inclusive leader is able to successfully interact with team members from various backgrounds. In order to do this, it is critical to pay attention to the experiences and words expressed from others. Cultural intelligence requires a strong desire to deepen cultural understanding, which, in turn, will lead inclusive leaders to value cultural differences. A highly inclusive leader must also be aware of their own experiences and culture and how this impacts their worldview. There are three main components of cultural intelligence that help us make cultural decisions Cognitive the ability to recognize, understand and adapt to different cultures. Physical. The ability to reciprocate actions and demonstrate an understanding of various cultures. Emotional or motivational. The ability to persevere, practice and continue to grow using personal efforts and self-determination.
Speaker 1:Hunter is the owner of an insurance company. He is looking to hire a new manager who is not only proficient with their work, but also displays professional leadership qualities. Most importantly, hunter is looking for a leader who is committed to diversity and inclusion. He decided to ask Wyatt, his colleague and close friend, for advice on who to offer the position. Wyatt suggested that Elijah would be perfect for the position. He explained that Elijah believes in fairness and equality and seeks powerful change within the company and outside community. Elijah is not only great for being vocal, but he is excellent at collaborating with others and making sure other voices are heard as well. Hunter listened to Wyatt's suggestion. He thought back to a few months ago, when Elijah had organized a multicultural potluck for the team and how great of a bonding experience it was for them. This event allowed everyone to learn more about one another's culture and background, which strengthened the team. Hunter thanked Wyatt for his advice and soon made Elijah the new manager. Within weeks, hunter had noticed a positive change in the company. Everyone was happy with Hunter's decision and felt comfortable and respected in the company.
Speaker 1:Module 9, prioritizing DEI in the Workplace. Every employee is entitled to a work environment that is safe and welcoming. The key to creating a successful and productive workplace is to embrace one another's differences. Every employee is entitled to a work environment that is safe and welcoming. The key to creating a successful and productive workplace is to embrace one another's differences through active steps. When employees are given the opportunities to succeed, they will be happier and more prosperous. Diversity, equity and inclusion will change the entire atmosphere of an organization. In essence, implementing inclusive practices will help to deconstruct barriers of participation and team cohesion. It's important to carefully strategize DEI practices in order to create effective long-term changes. Prioritizing DEI in the workplace is not only beneficial for the well-being of employees, but also for the success of the organization.
Speaker 1:An inclusive work culture requires inclusive hiring. During the recruitment process, it is common for unconscious biases to affect hiring decisions. A recruiter may gravitate towards a particular candidate because of their appearance, background or connection on a personal level. Inclusive recruiting and hiring involves connecting recruiting and offering equal job opportunities to candidates who have the expertise needed for the position from diverse backgrounds. It creates an equitable selection process that eliminates biases. When the hiring process is inclusive, employees from all different backgrounds will feel supported and there is a greater effort being put into building a diverse workforce. Inclusive hiring recognizes diversity and embraces the range of perspectives that these individuals can bring into an organization. Ultimately, the team will become stronger and grow efficiently. Common inclusive hiring practices include inclusive job advertisements and descriptions. Use inclusive language that is free from gendered terms, jargon and discriminatory terms. Provide a clear job description that discusses responsibilities. An accessible application process and career site. Design an application process that is hassle-free and easy to navigate. A diverse interview panel. Choose an appropriate team to help widen your candidate search and get feedback from various perspectives. This will help to eliminate biases, expanding the candidate search To connect with individuals from different backgrounds. It is beneficial to post job advertisements on various social networks and job boards.
Speaker 1:A work environment should be functional and welcoming for everyone. The consideration of accessibility and proper resources are crucial for creating a culture of inclusivity. When employees arrive to work, they want to feel comfortable and safe. Accommodations can be put in place to meet the needs of employees and to support any limitations in a proactive way. Reasonable accommodations can be made to equipment or software, job tasks, schedules, products or services. Accessibility and resources must be constantly evaluated to ensure that everyone is able to perform the essential functions of their job. Employers should provide their team with communication, structural and environmental support.
Speaker 1:When a workspace is designed to be accessible to everyone, opportunities are created. There are many ways an organization can support their employees with accessible designs, accommodations and proper resources, including having designated handicapped parking spaces. Doors, hallways, restrooms and desks that are wide enough to allow for wheelchairs, canes and walkers. Accessible buttons and one-touch door opening. The control of lights, sound and temperature. Providing screen-reading software so that a message may be heard rather than read. Safe accommodations for pregnant employees, such as light duties modifications or other reasonable accommodations as requested by the employee. Designated private areas for nursing mothers that are not washrooms. This space should include a chair and a flat surface on which to place a breast pump. Implementing wayfinding, braille lettering and other graphical cues. Gender-neutral washrooms. Braille lettering and other graphical cues. Gender-neutral washrooms.
Speaker 1:An important part of the equity, inclusion and diversity conversation is allyship. Allyship is a powerful tool for attaining DEI-related change. Being an ally involves learning and listening. It includes supportive behaviors, actions and practices, as well as advocating with others from underrepresented groups such as POC, people of color, lgbtqia+ women or people with disabilities. Allyship represents a long-lasting commitment to overcome the systemic barriers that exist. When we support others through Allyship, we can work towards creating a safer workplace. Although an ally may not be a part of the marginalized group that they are supporting, they still make the continuous effort of their energy and time. No matter who we are, we all have the potential to become better allies. To become a better ally in the workplace, consider the following Understand personal privilege, implicit biases and identity. Use mistakes as a learning experience and growth. Educate yourself rather than waiting to be taught or shown. Do not assume that every member of a marginalized community feels oppressed. Be an upstander rather than a bystander. Listen with respect and a willingness to learn. Do the work every day.
Speaker 1:Embracing the fact that people identify with diverse gender pronouns will help to incorporate equity and inclusion into the organization. Gender identity is an individual's experience of gender behavior and expression. The public presentation of how an individual expresses their gender is known as gender expression. By supporting gender identity in the workplace, it will create a more accepting place for everyone, especially for people who are a part of the LGBTQIA plus community. There are many ways to support diverse gender identities, in which most of it comes down to respect and awareness. To support gender identity and expression in the workplace, consider adding pronouns to the email structure After the name add she, her, he, him, they, them. This creates awareness of preferred pronouns and is welcoming to members of the LGBTQIA plus community.
Speaker 1:Providing gender-neutral washrooms. These are washrooms that may be used by any gender. Updating language on employee forms. When sex or a gendered title is requested, allow for the options of prefer not to answer or other, if possible. Have this field be optional Instead of a gendered title. Consider asking for the options of prefer not to answer or other, if possible. Have this field be optional Instead of a gendered title. Consider asking for the preferred pronouns. Do not make judgments or assumptions of an individual's gender identity. Even if it is done unintentionally, misgendering can be extremely harmful. Removing gender from the company dress code. Rather than specifying for employees to wear skirts or suits, state that they must wear professional attire that is most suitable for their position.
Speaker 1:To establish inclusivity, it's important to check in with employees regularly. Checking in will help to understand what needs to be changed or improved, as well as the current state of the workplace culture. Inclusivity and equity cannot exist in an environment where they are not encouraged to thrive. Regular check-ins support a continuous feedback culture that will help to gauge how employees are feeling. It sends the message that everyone is being recognized and heard through honest conversations. This creates an opportunity to build trust amongst the team. While it is important to check in with team members, it is also important to encourage them to do the same. Checking in with employees may be done through one-on-one meetings, anonymous employee surveys, focus groups that discuss inclusion issues, workshops to collect feedback.
Speaker 1:Jared was looking to hire a new salesperson for his company. He wanted the job advertisement to be inclusive to everyone, so he made sure that it was free from gendered terms and jargon. To connect with a variety of individuals, jared posted the job advertisement on different social networks and job boards. Within days, there were many people who had applied for the position. Jared had chosen a diverse interview panel to help him conduct the interviews. That included his HR representative and an experienced salesperson who had been in the field for many years. Reese was one of the individuals who had applied to the sales position and she felt very comfortable entering the interview. She noticed a poster about Allyship in the hallway and was happy that the email from the manager had included preferred pronouns. During the interview, reese had informed Jared and the team that she is a new mother and that she had previous sales experience prior to her leave. She went on to have a great interview and was soon hired for the sales position. During Reese's first week she was given a designated private area with a place for a breast pump. Jared had checked in with her to see how she was doing. Reese was happy to have entered such a welcoming and inclusive workplace.
Speaker 1:Module 10. Workplace Culture and Policies. Workplace policies are a reflection of what the company values as well as what they do not value. To improve diversity, equity and inclusion in the workplace, workplace policies can be very influential for creating rules and standards that are fair for every employee. They help to communicate priorities as well as boundaries. Policies alone will not drive DEI, but they are an important part of the effort to help foster an inclusive culture. It also takes accountability and transparency to build this culture. When we focus on achieving an inclusive workplace, we can measure our success by tracking workplace diversity.
Speaker 1:Defining the company's DEI initiatives is important. A DEI statement is an articulation of a company's commitment to furthering diversity, equity and inclusive practices within their organization. It acknowledges how diversity, equity and inclusion will shape the company's values. However, a DEI statement is more than a formal public broadcast to consumers, investors and employees. It is a driver of change within the company. The efforts to align and communicate a clear DEI statement involves important conversations within the company and determines benchmarks to help measure the effects and success. These important conversations will determine current understandings and ambitions, as well as decisions on actionable steps to move forward. The company is held accountable to their commitments to diversity. A DEI statement will present the company's mission and explain how diversity, equity and inclusion connect to their company mission. The statement should reflect on the company's dedication to prioritizing the voices, perspectives and needs of marginalized groups, as well as their current DEI efforts and company actions. When creating a DEI statement, there are various questions that the company can consider, including why is this statement important? What are our goals that relate to diversity, equity and inclusion? How does our organization define these important terms? How are DEI efforts currently incorporated in our company? Are all voices heard and considered in the creation of our DEI statement?
Speaker 1:As companies continue to strive towards creating inclusive environments, zero-tolerance policies are becoming more common. A zero-tolerance policy prohibits any form of harassment or discrimination, including sexism, homophobia, racism and ageism. It is intended to help employees feel safe in the workplace while respecting one another's differences. Additionally, the policy will outline the consequences for not adhering to the policy. Every company is responsible for drafting a zero-tolerance policy that includes important and relevant elements. Some of these elements include prohibited behavior, physical harm to others, discrimination, sexual harassment. How to report non-compliance. To whom it should be reported supervisor, hr reporting method hotline or written. Report consequences for engaging in such behaviors verbal warning, written warning, termination, legal action. Company's responsibility provide training on the policy. Encourage employees to report incidences. Enforce punishment for non-adherence. Employees' responsibility understand the policy. Report incidences.
Speaker 1:Discrimination and harassment can severely impact an individual. It can affect the victim mentally, emotionally and physically. When employees come forward with complaints regarding this behavior, it is crucial to take them very seriously. A discrimination complaint will notify an appropriate authority, whether it is an HR representative, manager or boss, that there has been an act of discrimination. This act of discrimination may have been witnessed or personally experienced. Employees have the legal right to report these incidences to the appropriate authority.
Speaker 1:In the workplace, when harassment or discrimination complaints arise, it is important to do the following Address the complaint immediately. Listen to the employee with respect and full attention as they provide details on the incident. Take every complaint seriously. Keep the investigation confidential. Conduct a thorough investigation. It may be necessary to hire a third party for the investigation. Avoid retaliation against the employee or witness. Document every step of the investigation. Take necessary disciplinary actions against the harasser. It is every employee's right to receive fair treatment and equal employment, promotions and training.
Speaker 1:The Equal Employment Opportunity EEO is a principle that is protected by law throughout many countries and an important concept that every business should practice. It states that every employee, regardless of sex, race, disability, age or religion, should have the right to work as well as advance in employment opportunities. The intent is to create a more balanced representation of individuals in the workplace that prohibits any discrimination, creates awareness about marginalized groups and promotes equality for everyone. Eeo focuses on improving workplace diversity and creating a positive atmosphere for every team member. This includes recruitment and hiring processes, termination or demotions, compensation, pay scale and disciplinary measures. The equal employment opportunity does not necessarily mean that an underrepresented group member will automatically get hired, but rather that they will not be rejected simply because they are a part of a particular group An important part of building an inclusive company culture is to recognize the many different holidays and festivities that happen throughout the year.
Speaker 1:A diverse workplace accepts and accommodates for these differences. Since every employee has different celebrations and holiday traditions, it is best to take an inclusive approach. This way, everyone will feel respected and welcome. Inclusion involves taking the time to learn about diverse practices and deciding on best practices to take an inclusive approach to these celebrations. By bringing awareness to diversity and inclusion events, it will help to set a standard for equality in the organization. To enhance inclusivity with holidays and cultural events, consider the following have employees share details related to their cultural or religious practices. Research diverse holidays. Consider rephrasing your holiday greetings. Have a diversity calendar as a tool to show religious, cultural and historical events of diverse groups. Be fair with time off requests and accommodations. Bring awareness to others on diverse holidays.
Speaker 1:Blake has been with her company for a couple of months. Her colleagues have been talking about the company's upcoming Christmas party and they are so excited for Blake to be able to experience the party. Blake is happy to be a part of such a friendly and inviting team. However, she is nervous to inform them that she cannot attend the Christmas party, as it is on the same day as her Hanukkah celebrations, she is worried that her colleagues might not understand the importance of this celebration. After some thought, blake decided to tell her boss, don, about her situation. Don was happy that Blake felt comfortable telling him about her concerns. He reminded Blake that there was a zero-tolerance policy on any forms of discrimination and bullying and that every employee is entitled to fair treatment. Don was interested in hearing about Blake's Hanukkah celebrations and Blake was happy to share these details with Don. After Blake had left Don's office, he decided that it would be a good idea to review the company policies and their DEI statement. As a team, don wanted every employee to feel welcomed and safe in an inclusive environment, and he knew that required continuous efforts and action.
Speaker 1:Module 11. Encouraging Respect and Belonging. Respect is an essential element in every workplace. It helps to create a sense of belonging within the team. In a respectful workplace, every employee has the chance for their voices to be heard. In a respectful workplace, every employee has the chance for their voices to be heard. A powerful leader will offer the chance for every team member to demonstrate their knowledge and abilities, regardless of their personal background. Diversity, equity and inclusion will build a culture that embraces respect and empowers a sense of belonging for each individual. Through proactive conversations and intentional practices, organizations can continue to work towards providing their employees with a supportive environment that values individuals for who they are.
Speaker 1:Sensitivity training is designed to help diverse employees understand, accept and respect one another's differences. It is all about creating a culture of integrity. This training helps individuals become aware of personal biases and prejudices so that they can transform their thinking and contribute to a more equitable workplace. Employees will gain self-insight and understanding. Sensitivity training focuses on issues such as race, gender, religion and cultural difference. Through interactions and discussions, sensitivity training raises intercultural awareness. This allows employees to better understand and interact with people from different backgrounds. The goal of sensitivity training should be to create a workplace where differences are valued.
Speaker 1:Employees need to have a space where they feel safe. Safe spaces offer a supportive environment where everyone is able to feel comfortable. A safe space is free from misconduct, harassment and abuse. It is an environment where people can actively talk about any difficult and important issues, such as personal ideas or challenges that someone may be facing. Offering a place for employees to connect can be incredibly powerful for the team. These efforts should be made by team leaders and employees at all levels. Safe spaces encourage authenticity without fear of repercussions.
Speaker 1:Since our emotions are significant to our commitment and motivation, emotional intelligence is fundamental in creating a diverse, equitable and inclusive workplace. Emotional intelligence requires us to be aware of our own emotions as well as the emotions and needs of others. It encourages a group of individuals and their behaviors and attitudes to come together in a productive and healthy way. These soft skills are important to relate and collaborate with others. When we are able to better manage our emotional responses, we will have more effective interactions and stronger connections. In order to function efficiently in areas such as language, behaviors and norms, it is critical to have emotional intelligence. Essentially, it is a positive step in promoting a culture that supports DEI.
Speaker 1:Emotional intelligence can enhance diversity, equity and inclusion by developing empathy. This is the ability to emotionally understand and recognize what another individual is experiencing or feeling, and share these feelings by seeing things from their point of view, reduces unconscious bias. Through emotional self-awareness, we are more aware of our conscious and unconscious biases. Highly emotional, intelligent individuals will actively work to eliminate these biases, improving mindfulness. By understanding and reflecting on our own emotions, we can overcome any negative feelings that arise. Mindfulness will help to welcome differences.
Speaker 1:In order for inclusion to be successful, it must be intentional. Intentional inclusion is an action based and deliberate effort that works towards positive changes with diversity and inclusion. While it is important to teach employees about inclusion, it is critical that procedures are put in place to ensure that what is being taught is also being practiced. If an organization is not being intentionally or proactively inclusive, then they will unintentionally exclude. Intentional inclusion creates a culture that is flexible and open. Through team efforts, it overcomes the challenges that may arise from conflict, communication and change. Everyone must work together for positive changes with DEI to be made within a workplace. We are all responsible for making inclusiveness a reality.
Speaker 1:There is great power in recognition and rewards. Employee recognition will help to drive engagement and boost employee morale. It is also an important factor necessary for building an inclusive culture. For recognition to create a sense of belonging, the company must ensure that every employee is being recognized for what they do. Real recognition is about valuing people for their positive contributions, actions and who they are. It is most impactful when it is visible and specific. An inclusive culture's aim is to make people feel valued and respected. In turn, these acts of appreciation will help to build trust and stronger connections between the team. A well-designed recognition system will create a culture that celebrates diversity, authenticity and inclusion. Employee appreciation and recognition will promote diversity and inclusion by encouraging a culture of shared company values, creating a sense of belonging, valuing people and differences.
Speaker 1:Remy works as an engineer at a fuel and energy corporation. Lately he has been noticing many posters around the workplace that talk about the importance of inclusion. This concerns Remy because, although it is mentioned on the posters, there is no deliberate action or efforts for an inclusive environment. Remy has been feeling unrecognized and feels as though there is unintentional exclusion. He decided to bring his concerns to his HR representative, mary. He knew that Mary was great at seeing things from another point of view and would be empathetic to his complaint. Mary listened carefully as Remy explained that inclusion has to be intentional. She was able to provide a safe space for Remy to share these concerns and actively talk about this important issue. After a great conversation that allowed Mary to understand Remy's feelings, mary began organizing a sensitivity training session to help create a difference in the workplace. As a team, they started to discuss ways in which they can create a more equitable work culture and, in turn, build a stronger team Module 12.
Speaker 1:Wrapping up Although this workshop is coming to a close, we hope that your journey to understanding diversity, equity and inclusion is just beginning. We wish you the best of luck on the rest of your travels. Words from the wise Paula Dressel the route to achieving equity will not be accomplished through treating everyone equally. It not be accomplished through treating everyone equally. It will be achieved by treating everyone just according to their circumstances. Rene Dubot Human diversity makes tolerance more than a virtue. It makes it a requirement for survival. Stephen R Covey Strength lies in differences, not in similarities.
