Inclusion is a prerequisite for sustainable diversity and its numerous recognised benefits
Three steps towards realising this potential include:
- Reflecting upon our own assumptions and beliefs to cultivate inclusion within our greatest realm of influence – ourselves.
- Exploring how we habitually connect and interact within and beyond our ‘inner circle’ of colleagues and friends.
- Forming and norming new habits to facilitate a positive change in culture which embraces diverse backgrounds, experiences and perspectives.
Our offering is tailored to support with realising your goals to cultivate an inclusive culture and increase workforce diversity. Examples of learning experiences and focus areas for coaching include:
Explore key foundation principles informed by the latest research and best practice approaches for how diversity can be leveraged to build a curious, connected and collaborative culture which enables workplaces to thrive.
Seeking to understand and valuing the unique backgrounds, experiences and perspectives of employees has potential to add immense value to your organisation and is proven to positively influence the overall engagement and wellbeing of your people.
Examples of learning outcomes:
- Diversify the traditional understanding of diversity and understand why this is critical to leveraging the associated benefits.
- How to mitigate common biases which diminish employee engagement and performance.
- Increase awareness of the key behaviours for cultivating an inclusive culture and clarify assumptions relating to exclusion.
- Understand the common road-blocks which can derail best intentions for progressing inclusion and diversity initiatives.
- The role and opportunity for leaders to positively influence an inclusive culture.
- Clarify key concepts to support with advocating the role and benefits of an inclusive and diverse workplace.
- Undertake a self-assessment to establish your organisations unique context and to establish strengths and opportunities for focus.
- Gain access to current research and best practice approaches to update and/or introduce a comprehensive business case outlining your organisations commitment to an inclusive and diverse workplace.
- Prioritise areas for personal development to broaden your influence as an inclusive leader.
Increase awareness of the collective backgrounds, strengths and perspectives of peers and explore essential behaviours for sustaining a collaborative team culture where people feel welcome to ‘stand-out’ as opposed to striving to ‘fit in’.
Our lives and experience at work are strongly influenced by our social interactions which can either positively or negatively impact our experience.
Building a sense of belonging is essential for our wellbeing, an important intrinsic motivator and a necessity for surfacing the potential benefits of a diverse team, such as increased engagement, problem solving and innovation.
Each program is tailored to a team, with consideration given to the number of people, amount of time working together and the nature of the working relationship.
Example learning outcomes:
- Clarify individual strengths, working styles and potential blind spots.
- How to hold the space for listening and dialogue to enhance engagement and mutual understanding.
- Increase awareness of the neuroscience of how we respond to diverse backgrounds, experiences and perspectives and what is happening when something doesn’t ‘feel right’.
- Understand the relationship between trust and cultivating an environment where people feel fully engaged and encouraged to contribute their best efforts and ideas.
- How to engage in intellectual disagreement without increasing personal friction.
- How to recognise microaggressions and positively address non-inclusive attitudes and behaviours.
- Tips for building belonging with virtual teams.
- Transform the quality of interpersonal exchanges by increasing trust and mutual understanding.
- Improved problem-solving by increasing curiosity and leveraging the expertise and perspectives of team members.
- Enhance flexibility and adaptability when working with others.
- Increased commitment to take ownership and accountability for each individual work while supporting the work of others
A leaders role in demonstrating and building inclusion is critical for leveraging the diverse backgrounds, experiences and perspectives held within an organisation.
Inclusive Leadership provides an opportunity to reflect and renew focus for integrating inclusion as core way of interacting with individuals and successfully navigating team dynamics.
Each program is tailored to a leadership team, with consideration given to their previous experience with inclusion and diversity and the nature of the team dynamics.
Examples of learning outcomes:
- Explore the five core domains of human social experience which can build or diminish a sense of connection and belonging.
- The case for bias in the workplace and how to mitigate the common biases which diminish engagement and performance.
- Clarify the behaviours that ‘matter most’ for cultivating an inclusive culture.
- A leaders role in building trust / psychological safety and why this is essential for surfacing team members unique experiences and perspectives.
- The importance of providing opportunities for team members to apply their strengths.
- Adopting a strengths-based approach to giving feedback which builds upon a shared vision and the insights and experiences of team members.
- Approaches for facilitating constructive debate and productively working through conflict.
- Using positive reinforcement to address non-inclusive attitudes and behaviours.
- Enhance team member contribution, accelerate learning and stimulate innovation.
- Better leverage the strengths and perspectives of team members for the benefit a collective purpose
- Increase curiosity about and empathy for others
- Enhance team flexibility and adaptability to work through change
- Increase accountability for demonstrating inclusive behaviours.
Cultivating an Inclusive Culture
Designed for organisations who have an established inclusion and diversity program and are seeking to broaden the scope and prioritise next steps for embedding an inclusive culture.
Realising a workplace culture which ‘acts’ and ‘feels’ inclusive requires an ongoing commitment to embed behaviours and practices as a core part of how leaders and teams connect and interact with each other.
Each leader / organisation will complete a self-assessment prior to the program to enable content to be tailored to their needs and context.
Examples of learning outcomes:
- Why your ‘why’ maters when advocating for an inclusive and diverse workplace.
- Clarifying your organisations current reality and prioritising areas for focus for embedding inclusion as a part of formal and informal practices.
- Reinforcing behaviours that ‘matter most’ for sustaining a positive culture change.
- Introducing measures for monitoring and advancing workplace inclusion.
- Best practice approaches for engaging leaders to advocate for equity and inclusion.
- Exploring common barriers to Inclusion & Diversity initiatives and considerations for overcoming a resistance to change.
- Managing expectations, roles and responsibilities in relation to realising sustainable culture change.
- Gain insights to the latest research and best practice approaches for cultivating an inclusive and diverse workplace.
- Increase alignment between your organisations culture, strategic intent and performance priorities.
- Prioritise initiatives which build upon your strengths, resources and readiness for change.
- Maintain focus and momentum for facilitating a positive culture change.
Whenever you find yourself on the side of the majority it is time to PAUSE and REFLECT
Inclusive Culture Survey &
Inclusive Leadership 360 Assessment
Informed by current research and best-practice, the Culture Survey and Leadership 360 Assessment covers nine inclusive behaviours and characteristics from three different and equally important perspectives:
- Developing an inclusion mindset;
- Building belonging; and
- Inspiring change & collaboration.
The accompanying reports provide insights regarding:
- the recognised strengths of an individual and/or team;
- potential blind spots where there is a gap between a leaders/teams perception of current performance and feedback captured from stakeholders; and
- areas for development which are prioritised based on the perceived gap between existing and desired behaviours.
This ensures the time and resources invested into cultivating an inclusive culture is responsive to actual feedback (rather than perceived needs and preferences) to deliver maximum results for teams and the broader organisation.
Cognizant Unconscious Bias Assessment
Human Facets Cognizant Unconscious Bias Assessment tool provides a 3-stage approach to assessing bias by:
- Tailoring a survey to a workplace by selecting up to 15 diverse employee groups (i.e such as pertaining to gender, age, culture, sexual orientation, disability, work-schedule) and identifying a range of behaviours that are recognised as being critical for organisational success.
- Measuring perceptions regarding the performance of each of the employee groups in relation to the nominated behaviours.
- Exploring assumptions and perceptions to balance thinking and address the hierarchy of bias that exists in your workplace.
The way you see people is the way you treat them and the way you treat them is what they become