Individual conversations provide the opportunity to go deeper on personal experiences and for you as a manager to better understand the individualized support they need. All of us can strive to be allies. Think You’ll Never Overcome Being Called Racist? All managers should ask themselves: Consider your internal resources and support, perhaps leveraging your Human Resource Business Partners or Diversity Team to discuss any concerns and how you might approach the conversation. Use the ACT Conversation framework to guide action steps following your conversation: Acknowledge: Here are a few things I heard. Just starting or want to propose a change in diversity in your workplace? and ask a simple question, “How are you doing?” While this can be a great way to open up the dialogue, it can also be a loaded question. However, cultural humility asserts that all participants in a dialogue be humble about their knowledge and assumptions of others’ experiences. Collaborate: Based upon this discussion, what one thing should we focus on over the next few weeks? Thanks for reading! Make sure to provide space for others to speak. Make sure to provide space for others to speak. Have the Conversation  Additionally, create time for 1:1 drop-ins, as this may be a more comfortable way for them to share. Conversations with employees about diversity and Be sure to explain why this topic is important to address and what your personal commitments are. Additionally, it may take time before individuals are ready to share. As you build your capabilities in having these conversations with your team, look to find and normalize constructive discomfort. When you take the time to learn about your supervisor, and not just for the purpose of this initiative, they are more likely to not just hear what you have to say but also are more likely to desire to maintain their relationship with you once they feel you are open to learning about who they are as people. On current trends, it'll take 217 years to close the global gender pay gap. Why is this important to you and your team? Perhaps you commit to a weekly book/resource discussion. In addition to the conversation prompts below, there are a number of. Hopefully, the answer to this question is similar for stakeholders at all levels. Shift your perspective to view decisions through a diversity lens. If you find the conversation heading in an unproductive direction that might intentionally or unintentionally exclude others, firmly redirect. Color Blind. Identify key stakeholders and bring the conversation of diversity and inclusion to their attention. Don’t feel you have to have the answers; actively listening and checking in regularly to provide support is meaningful. The Gender Pay Gap. – Set the expectation that participants will not speak specifically about experiences shared or connect any of their learning outcomes to a specific person’s story. Education and self-reflection are critical precursors to helping yourself, your team, and your organization. A Leader’s Guide to Employee Engagement, Diversity, and Belonging, Belonging Is Crucial: How Employees Are Feeling During the Pandemic. While diversity training and equitable values, policies, and structures are essential, efforts need to be made at both an organizational and a team level to build an inclusive culture. Consider as a team how you can continue to support this work at the team and individual level. Did you miss an Inclusion Icebreaker in the Daily Blast? Have any current events triggered an emotional reaction, perhaps aligned with my own experience as part of an underrepresented group (for example, gender, LGBTQ+, or nationality)? If all of us were color blind. I’m hoping to start my own blog soon but I’m a little lost Ask for the team’s input on these rules and agreement to uphold them. – Assume good intent of others and understand that your intent may not match the impact your words may have on someone else. Make sure you do the work to be informed about current issues before going into this conversation. that I’m totally overwhelmed .. Any suggestions? Speak for yourself – Use I-statements. Diversity in the workplace is paramount. Keep the dialogue open. Offer flexibility and space to process, and ensure you’re keeping an open, honest, and constructive dialogue on impacts to commitments and expectations in the role. Tell the team you want to create an open space for conversation that might be uncomfortable—but that space is necessary. Call out that you, as the facilitator, may not always be able to detect how everyone is feeling. This question is very important because an ideal organization looks different to different people. Doing so helps to create a deeper connection to the meaning of the conversation and the “why” behind it, as opposed to a check-the-box exercise. If someone has an issue with an idea or way something is said because of their experience and/or identity, we must have the humility to defer to their knowledge of the situation, and legitimize their experience and how it may differ from our own. Let’s move back into using collaborative behaviors. Hot Topics. All the best, Kathy. This is hard work. Is that accurate? This should not be a one-time event. The guide’s goal is to help you create not only a safe space, but also a brave space for team members to share their experiences. In preparation, take time for self-reflection. Open by acknowledging what is going on and that you want to create an open space for continued conversation on this topic, which may be uncomfortable in a group setting. Take One Step Forward: What’s one thing we can each do to support our top focus area? When action has been taken and tied back to the team’s feedback, they will feel their voice has been heard, and be more willing to share open and honest dialogue in the future. It is likely that employee needs may change and evolve. If you find that this question feels too broad, ask them to rate how they are doing on a 5-point scale. Your company does not become diverse overnight, and it does not happen … There’s no use in making people feel bad about their privileges in life - that usually ends poorly. Katee’s advice … “What support or resources do you need?” and “How else can I support you?” Seek to better understand the individual’s needs and how you as their manager can help them to feel more supported. When you helm this staff of workers, it is your responsibility to get the most out of … That of the … Is there anything else you would add or change? There is no forcing or pressuring a leader to buy-in. I’d wonder why someone would pay for your blog when there are so many accessible, free options available. Topics for a Diversity Meeting. I am satisfied that you simply shared this helpful information with us. Have you been asked by a superior to organize a diversity … Intent and Impact – Assume good intent of others and understand that your intent may not match the impact your words may have on someone else. Many leaders are afraid to be “found out” and seen as less competent around issues of diversity, equity, and inclusion. We are in a place of learning. Recruit diverse workers. Negotiation with the leader is critical. To help others open up, take time at the beginning of the meeting to share your own “aha” moments. Is there anything else you would add or change? Listen deeply to your leaders and be willing to gently offer alternative ideas or perspectives that may help them show up as more competent over time. What should we NOT focus on over the next few weeks? Stepping out of your comfort zone to speak on issues surrounding diversity is a daunting task. Earn the right to be heard. Regardless of who is on your team, these conversations are important to fostering a sense of inclusion and belonging for all employees. This bit of humility opens our minds to others while also making others feel more comfortable sharing. Consider these as a starting point: Confidentiality – Set the expectation that participants will not speak specifically about experiences shared or connect any of their learning outcomes to a specific person’s story. State you are there for your team member, and ask a simple question, “How are you doing?” While this can be a great way to open up the dialogue, it can also be a loaded question. Q: What can you do if you are asked by your boss to create a more inclusive environment in your workplace, and while your boss is supportive, they just don’t fully buy in and don’t model the behaviors consistent with the environment that you’re trying to create? Use what feels right for your group, and invite modifications throughout the discussion. Identify Your Hot Buttons at Work to Respond More Effectively. Panel discussion on diversity and inclusion Panel Discussion on Diversity & Inclusion ... however, is diversity in isolation of inclusion does not have the intended impact most organisations are searching for, where inclusion can unlock the rich value of a diverse workforce. What is your biggest piece of advice for getting started with diversity and inclusion? If you have not had these conversations with your team in the past, you may initially feel uncomfortable. Call out that you, as the facilitator, may not always be able to detect how everyone is feeling. Have you been asked by a superior to organize a diversity initiative only to be met by a lukewarm response from superiors or others from whom buy-in is imperative?

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