My organization works extensively in the space of Diversity & Inclusion, constantly trying to make workplace a more equal opportunity for all those who belong to that space.
Diversity is any factor that can be used to differentiate groups and people from one another. It means respect, acknowledgement and appreciation of differences in identity such as gender, ability, age, national origin, language, ethnicity, colour and many other factors.
Inclusion is a state of being valued, respected, and involved. It’s about recognizing the needs of each individual and ensuring the right conditions are in place so that each person has the opportunity to achieve his or her full potential.
As an enthusiast of demonstrated human behavior, (that’s what my profession demands me to do), I am always keenly interested to know what adaptations are required in our thinking and behavior to create an Inclusive Work Culture. Of course assuming the leadership believes in Inclusive work space and demonstrates the commitment to attain the same, what does the larger population of the organization needs to retune to play the symphony of Inclusion.
- Empathy – Empathy is the ability to sense other people’s emotions, coupled with the ability to imagine what someone else might be thinking or feeling. Organizations with strong emphasis on Empathy as culture see a huge positive impact on how people interact with each other, how they view the ‘other’ as ‘we’ and not ‘them’. If any organization wants to create quick win case studies on Inclusive quotient, they can and should begin with cultivating the Empathy factor.
- Respect – To respect is to admire (someone or something) deeply, as a result of their abilities, qualities, or achievements or just for who they are. Cultivating respect as a virtue does not mean insisting that all ideas, beliefs or actions are respect worthy, but it does mean that we recognize the basic human dignity of others, even when their ideas or values are different than our own.
- Open Communication – Communication is a two way process of exchanging information, news, ideas, feelings and most importantly co Create and Share meaning. Communication is the easiest means of connecting people. Verbal and Non verbal communication demonstrates a range of human emotions, mindset and attitude which can play a very crucial role in creating an Inclusive work environment. The choice of words, expressions, active or passive skills of communication, they all impact human connection.
- Trust – Trust is belief in ability of someone or something. If we as an individual believe in the ability of every employee working in the organization irrespective of the diversity dimensions, inclusiveness will become an automated phenomenon and not something to aspire for. But truly, most of us have grown in a non trusting doubting socio economic environment and hence the first reaction is that of non-trust..Turn the axis and see the difference.
- Enhancing Knowledge – ‘Human behavior flows from three main sources – Desire, Emotions and Knowledge’ – Plato. So truly said. All our fears, concerns about something we don’t know overpower our emotional state of mind, guide our behavior and actions. Its always good to know about the diverse population working in the organization – Know about their culture, their living habits, their heritage. It helps break down myths, connect with them better, understand and accept their uniqueness and flow together like a seamless stream.
Managing and Improving behaviors which demonstrate Inclusive Culture has to be the point of focus for all organizations committed to an inclusive workplace. Zero Tolerance for non Inclusive behavior can lead to fast traction and positive results in this area.
