While a diversity office is essential to building a foundation where differences are not only acknowledged, but embraced, perception can be that it is simply the responsibility of that team alone to create a diverse and inclusive workplace. It should be the foundation upon which an inclusive culture is built, by the support and strength of senior management, human resources, and employees.
Engaging employees at all levels is the most effective way to reach critical mass and communicate the import of diveristy and inclusion. Often employees are eager to join in the process but lack the know-how and confidence to take action.
This article offers some concrete tips that are designed to engage employees at all levels within the organization. Remember it is important to commit to the process, value the thoughts and ideas of everyone, and celebrate along the way. How Employees Can Support Diversity and Inclusion Know the diversity goals and vision of your organization and its connection to the overall business objectives.
Commit to the process by understanding how diversity impacts your role, and how your role impacts the success of the diversity initiative. Participate in employee engagement surveys and respond as openly and honestly as possible. Actively engage in the diversity effort.
You can take part in or start an Employee Resource Group, or volunteer to chair or serve on committees that organize diversity-related events and activities. Consider becoming a mentor, mentee, or part of a co-mentoring relationship. These activities require a commitment of time, but represent a valuable opportunity for personal and professional development.
Take the time to learn about different cultures, races, religions and backgrounds represented by your colleagues. Ask your coworkers to share some of the customs and practices associated with their cultures. Become familiar with diversity-related terms and, if you err, apologize and ask for help.
Treat people in a way they wish to be treated rather than the way you wish to be treated. Common social activities and practices that are comfortable for you may not be comfortable for everyone. Do not tell offensive jokes that may alienate those who are different from you — even if they are not present at the time.
Most importantly, be respectful always. Diversity exists everywhere — not just in the office.
Take these diversity principles into your community and your home. Drive positive change in the organization. Be a spokesperson for diversity issues that are not necessarily your own.
Any organization will find it difficult to ignore the powerful voice created when groups representing different diversity dimensions unite. Welcome ideas that are different from your own, and support fellow teammates. The creativity that comes with diversity can help you generate new ideas or improve a process already in place.
It can also make work more interesting, engaging, and fun. Understand the diversity elements you personally bring to the organization. Diversity comes not only in the form of culture, race, and gender but also includes elements such as socio-economic background, education level, geographic location, sexual orientation, thought, and many others.
Each of us brings to the table a lifetime of experiences and knowledge. Each of us is different and adds value to the organization because of these differences.
Commit to continuous improvement. Be willing to learn, accept feedback, and listen to the concerns of those around you. Even the most enlightened individual can find opportunities for growth. Diversity work is a journey, not a destination.
It takes time, patience, and perseverance. Be tolerant of coworkers who do not yet appreciate the value of diversity or who may not always behave respectfully. Often, negative behavior comes from ignorance rather than malice.Diversity Training Tools Find stories and tools to foster diversity and inclusion in your town, school, agency or workplace.
Our resources have been used as diversity training materials in a variety of environments, from classrooms to boardrooms. • Field management placement goals of women and people of color associates • Good Faith Efforts to drive ownership of diversity and inclusion • Five-year aspirational goals to stretch our management placement goals as well as foster a diverse and inclusive culture.
Teachers can better understand the relationship between culture and discipline by working on a related critical practice: self-awareness and cultural competency. Connection to Anti-bias Education. Taking a values-based approach to behavior management and discipline supports one of the four anti-bias domains: Justice.
Nike Inc. emphasizes inclusiveness in its organizational culture. The purpose of this cultural characteristic is to minimize barriers to employee performance. Nike’s strategy uses inclusiveness as a tool for optimal performance, diversity and talent development. * A tendency at all levels and specially the top management to treat people as the most important resources.
* A perception that developing the competencies in the employee is the job of every manager / supervisor. Diversity management / affirmative action focuses Managing diversity focuses on maximizing the ability of all employees to contribute to organizational goals.
Affirmative action focuses on specific groups because of historical discrimination, such as people of color and women.