Hustle Crew: Training to make your team more inclusive

5 tips for safely and effectively discussing race at work: Discussing race at work can be challenging, but with the right approach, you can foster a safe and productive environment for these essential conversations. Here are some tips: 1️⃣ Centre relevant voices: Ensure that the lived experiences being discussed are a part of the conversation, and if they’re absent call out whose perspectives are crucially missing. If these voices are missing, the conversation may become biased. 2️⃣ Be mindful of language: Use appropriate and respectful language, and if someone uses an inaccurate or offensive term, correct them kindly yet directly. This helps maintain a safe, respectful environment. 3️⃣ Foster open dialogue: Encourage participants to ask questions and admit when they are unfamiliar with a topic. Creating an environment where it’s safe to express uncertainty turns discomfort into learning opportunities. 4️⃣ Encourage the sharing of personal experiences: Personal stories can deepen understanding and empathy and help break down barriers. However, it’s also important to respect that people may not always feel comfortable sharing. The purpose and value of such sharing must also be clearly defined. 5️⃣ Invite constructive feedback: Regularly check in with your team about their comfort level in discussing race, and invite open feedback to identify and address areas of discomfort. Embracing feedback stimulates consistent growth and development. By implementing these strategies, your team will be better placed to engage in meaningful conversations about race with confidence and compassion. Discussions about race can be difficult to navigate, but the more we practice, the better we’ll become, so it’s important to keep trying. #linkedinlearning #workplaceinclusion #dei #antiracism #inclusion

5 tips for safely and effectively discussing race at work: Discussing race at work can be challenging, but with the right approach, you can foster a safe and productive environment for these essential conversations. Here are some tips: 1️⃣ Centre relevant voices: Ensure that the lived experiences being discussed are a part of the conversation, and if they’re absent call out whose perspectives are crucially missing. If these voices are missing, the conversation may become biased. 2️⃣ Be mindful of language: Use appropriate and respectful language, and if someone uses an inaccurate or offensive term, correct them kindly yet directly. This helps maintain a safe, respectful environment. 3️⃣ Foster open dialogue: Encourage participants to ask questions and admit when they are unfamiliar with a topic. Creating an environment where it’s safe to express uncertainty turns discomfort into learning opportunities. 4️⃣ Encourage the sharing of personal experiences: Personal stories can deepen understanding and empathy and help break down barriers. However, it’s also important to respect that people may not always feel comfortable sharing. The purpose and value of such sharing must also be clearly defined. 5️⃣ Invite constructive feedback: Regularly check in with your team about their comfort level in discussing race, and invite open feedback to identify and address areas of discomfort. Embracing feedback stimulates consistent growth and development. By implementing these strategies, your team will be better placed to engage in meaningful conversations about race with confidence and compassion. Discussions about race can be difficult to navigate, but the more we practice, the better we’ll become, so it’s important to keep trying. #linkedinlearning #workplaceinclusion #dei #antiracism #inclusion

This is why anonymising CVs isn’t a sufficient way to eliminate bias from recruitment: Proponents for anonymising CVs during the recruitment process argue that excluding details like gender, name, age, and education creates a level playing field for all applicants, by eliminating the influences of biases that such details can trigger. Eliminating the influence of such biases is important. A 2019 UK study found that applicants from minority ethnic backgrounds with distinctly non-British names had to send 60% more applications to be successful compared to White applicants with distinctly British names (GEMM project, 2019). However, while anonymous CVs may help mitigate bias at the initial stages of recruitment, they aren’t a comprehensive solution. Biases can resurface later down the recruitment funnel where personal interactions inevitably occur. Therefore, hiring managers must be trained to recognise and counteract their own biases to ensure fair treatment throughout the recruitment process, and there must be policy in place to support this. The onboarding process also must be considered, as anonymous CVs do nothing to contribute to creating an inclusive environment where diversity is valued and retained. Every individual within an organisation must be aware of how their actions either help or hinder inclusion. In conclusion, while anonymous CVs are a step in the right direction, it’s not a sufficient measure on its own. A comprehensive strategy that includes bias training, cultural changes, and sustained support for inclusion initiatives is essential for truly eliminating bias from recruitment. #linkedinlearning #inclusiverecruitment #inclusion #recruitment #hiring #workplaceinclusion #workplacedei

This is why anonymising CVs isn’t a sufficient way to eliminate bias from recruitment: Proponents for anonymising CVs during the recruitment process argue that excluding details like gender, name, age, and education creates a level playing field for all applicants, by eliminating the influences of biases that such details can trigger. Eliminating the influence of such biases is important. A 2019 UK study found that applicants from minority ethnic backgrounds with distinctly non-British names had to send 60% more applications to be successful compared to White applicants with distinctly British names (GEMM project, 2019). However, while anonymous CVs may help mitigate bias at the initial stages of recruitment, they aren’t a comprehensive solution. Biases can resurface later down the recruitment funnel where personal interactions inevitably occur. Therefore, hiring managers must be trained to recognise and counteract their own biases to ensure fair treatment throughout the recruitment process, and there must be policy in place to support this. The onboarding process also must be considered, as anonymous CVs do nothing to contribute to creating an inclusive environment where diversity is valued and retained. Every individual within an organisation must be aware of how their actions either help or hinder inclusion. In conclusion, while anonymous CVs are a step in the right direction, it’s not a sufficient measure on its own. A comprehensive strategy that includes bias training, cultural changes, and sustained support for inclusion initiatives is essential for truly eliminating bias from recruitment. #linkedinlearning #inclusiverecruitment #inclusion #recruitment #hiring #workplaceinclusion #workplacedei

What internalised oppression is, and its harmful impact on marginalised people: Internalised oppression occurs when individuals from marginalised groups absorb and accept negative societal beliefs about themselves and their identity groups. This phenomenon is driven by societal stereotypes and the pervasive influence of mainstream media and pop culture. When people are targeted, discriminated against, and oppressed over time, they often internalise the myths and misinformation that society communicates to them about themselves. For example, women might internalise the stereotype that they aren’t as capable in math and science, or People of Colour might internalise the myth that they aren’t competent employees. Once these myths are internalised, it can be hard to break free from these misinformed assumptions. This type of oppression is closely linked to gaslighting, where individuals are slowly manipulated into believing false narratives about themselves. Impacts of internalised oppression include: - Diminished self-worth: Individuals may start to believe they are inherently flawed or incapable, resulting in low self-esteem and a lack of confidence in their abilities. - Perpetuation of stereotypes: by internalising these negative beliefs, individuals may unconsciously reinforce and perpetuate the very stereotypes that oppress them. - Reduced opportunities: A lack of confidence can lead to missed opportunities in education, career, and personal development, as individuals may not pursue their goals or advocate for themselves. - Poor mental health: The constant internal struggle and negative self-perception can contribute to mental health problems such as depression, anxiety, and a sense of hopelessness. We can make a positive difference for those experiencing such oppression by actively challenging stereotypes and biased actions, promoting positive representation, and engaging in initiatives that support and empower members of marginalised people. #linkedinlearning #internalisedoppression #inclusion #workplaceinclusion #workplacedei

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If you want to build trust between the HR team and other team mates, especially those from underrepresented backgrounds, start with understanding why some teammates struggle to trust HR. Subscribe to The Hustle Crew weekly to gain insight straight to your inbox. #diversityandinclusion #biastraining

Does changing the acronym for DEI help or hinder the impact of initiatives? 🤔