Vimla Appadoo’s Post

Not everyone wants to help with your inclusion plans That doesn’t mean they want you to fail. They just need you to spell it out for them. - No platitudes  - No propaganda - No political slogans Just make it simple to participate. - Earn trust - Get buy in  - Deliver on promises But it starts with you spelling out. Explain why it’s relevant in your specific organisation. This makes it easier for others to join you. Message me if you need more specifics.  

Do you ever second guess yourself when witnessing non-inclusive behavior? Perhaps you wonder if you’re the right person to say or do something. You might ask yourself if you even know the best action to take. You may be concerned that you’ll cause more harm than good. As a result, you could end up doing nothing. In a new edition of "Spiraling Upward: The 5 Co-Creative Powers for Women on the Rise," Wendy Wallbridge described this behavior. She wrote about a man who noticed that a woman colleague wasn’t getting airtime in their group meetings, explaining: “He knew she had things to contribute, but he didn’t know why she wasn’t joining the conversation. He was uncertain what to do, thinking that if he stopped the meeting to ask her opinion, she might feel put on the spot, but if he didn’t do anything, she might never speak up. He wondered if he was being condescending by even thinking about it; was he trying to rescue her? If he tried to help, would she think he was being paternalistic and get offended? Should he just mind his own business?” By overanalyzing the situation, this person might never take action to create a more inclusive workplace. By doing nothing, he signals that he’s fine with how things are. Keeping quiet doesn’t make us neutral; it makes us complicit. Wallbridge’s suggestion? Ask. Ask what actions you can take to support your colleague in the way they want to be supported. After hearing this advice in a workshop, another man asked a coworker if she felt excluded in their meetings. Once he understood her perspective, he took action. Wallbridge explained, “At the beginning of the next meeting, he told the group that he’d like to hear from everyone, and that he’d interrupt the banter to make sure that all voices were being heard.” I love it. — This is an excerpt from my upcoming “5 Ally Actions”. Subscribe and read the full edition at https://lnkd.in/gJApP5cV #BetterAllies #Allyship #InclusionMatters #Inclusion #DEI #Diversity #Allies 🙏

"It’s up to people who hold positions of #privilege to be active allies to those with less access, and to take responsibility for making changes that will help others be successful. Active #allies utilize their credibility to create a more #inclusive workplace where everyone can #thrive, and find ways to make their privilege work for others." Which #allyship role do you identify with the most? ✅ The Sponsor ✅ The Champion ✅ The Amplifier ✅ The Advocate ✅ The Scholar ✅ The Upstander ✅ The Confidant Every day provides us ample opportunities to become better allies by listening, learning, and taking action. Let's get started. #inclusiveworkplaces #listen #learn #takeaction

Following on from Inclusion at Work Week last week, I love the practical suggestions provided by the author, Lore Perkins, in this article outlining the actions colleagues took to make them feel safe to bring their whole self to work and ultimately foster an inclusive environment. Such actions included: 1️⃣ Creating a forum for open and honest dialogue, enabling employees to talk about various topics in a supportive space with the backing of senior leaders. 2️⃣ Demonstrating practical allyship, receiving endorsement from direct supervisors to use correct pronouns and educating others about inclusive language practices. 3️⃣ Listening attentively instead of making assumptions, recognizing the uniqueness of each individual's needs. A timely reminder that inclusivity is about acknowledging that every person brings value, diverse perspectives, and expertise to the team, irrespective of their gender identity.

The world today showcases a shift towards identity politics over humanity. From Communists to people of colour, women, the undefined patriarchy, the West, Chinese, Russians, there are always changing pieces on the chessboard. The real challenge lies in discerning if we're merely swapping labels or genuinely progressing towards a more humane, inclusive world. In numerous societies, many advocate for inclusion at the expense of others. Embracing everyone as a human being first should be the only label necessary. I embody various identities - a mother, friend, writer, Aspie, someone with a debilitating heart condition, a dog mom, and an independent advocate. I handle cases where I can truly make a difference, with no external funding, and ensure a clear separation from services provided. Within our industry, countless individuals, both registered and unregistered providers, have selflessly given back. From offering their time and profits to going above and beyond, these acts of kindness are not uncommon. It's time to acknowledge the journey we've all been on, recognising that everyone is a human being first. Inclusion should encompass everyone as they are, valuing participants, providers and support staff alike. Let's amplify the voices of those whose voices have been silenced, ensuring that inclusion is truly universal.

The 7 Types of Allies – Which Are You? There are seven types of allies: Sponsor, Champion, Advocate, Amplifier, Scholar, Upstander, and Confidant. 🌟 The Sponsor A sponsor vocally supports colleagues from minority groups, boosting their credibility and reputation. For example, you can talk about their expertise, recommend them for opportunities, and ensure their contributions are recognized. 🏆 The Champion A champion advocates for the inclusion of underrepresented groups in public avenues. This means ensuring their visibility in conferences, media events, and social media. 📣 The Amplifier An amplifier ensures that marginalized voices are heard and respected. This could involve repeating and crediting their ideas, creating inclusive communication codes, and inviting them to speak at meetings. 🤝 The Advocate An advocate uses their power and influence to include underrepresented groups in exclusive circles. They hold peers accountable for unjust omissions and ensure inclusive practices. 📚 The Scholar A scholar seeks to learn about the challenges faced by marginalized groups. This involves researching their experiences, listening without inserting personal opinions, and educating oneself. ✋ The Upstander An upstander takes action against harassment or disrespect toward marginalized groups. They speak up against offensive comments and intervene in situations of bias or microaggressions. 🫂 The Confidant A confidant creates a comfortable environment for minority groups to express their needs and challenges. They listen without judgment, believe others’ experiences, and hold regular “office hours” for open conversations. Source: Karen Catlin’s “Better Allies” process #EmployeeEngagement #Allyship #Diversity #Inclusion #Equity #WorkplaceCulture

A recent opinion piece by Newsweek caught my eye. Its authors underscore my belief that in order to foster real change, DEI efforts should not fall on the shoulders of just a few people, but rather must be championed by all, especially our male allies, who make up a wide representation of those in positions of power in both the public and private sectors. However, a survey found this population often finds it difficult to join and engage in DEI conversations. In fact, nearly 70% of white men said they did not feel a part of DEI efforts and some even felt they did not have the ability to speak candidly in conversations with colleagues from marginalized groups. So how can men effectively engage in DEI conversations? The authors say it starts with them exploring their own experiences of belonging, marginalization, and exclusion. In turn, this meaningful self-evaluation can foster feelings of empathy and compassion for others, which can help men in positions of influence create spaces of true belonging for all. Read the full article below to learn more about how men can engage in conversations about DEI and help create a more equitable world. #DEI #Belonging #DEIKnowledgeExchange https://lnkd.in/dUfmJvw9

At the start of #womenshistorymonth I want to share some advice I want to give the younger me: 1) It's ok to be different, there will be times when you will be made to feel that you are somehow not worthy but don't let that take your dignity. Carry your head high! 2) Always respect those ahead of you who have paved the way and broken down barriers for you and remember to pay it forward, there is no greater privilege to help raise those behind you. 3) Be brave and be bold, it will not always be easy you are more courageous than you can imagine. 4) Surround yourself with those that bring out the best in you. You will meet the most amazing people and make sure to hang on to those who allow you to be authentically you. 5) And above all be kind. Let's use this month as a starting point to amplify the voices of those who need it and to build a world of equity, diversity, inclusion, acceptance and belonging.

"White Men Are Key to the Diversity, Equity and Inclusion Conversation." My initial reaction was first a double-take, and then "uhhhh don't we hear enough from them already??" But turns out there's a bunch of guys actually feeling left out of the conversation (I know..poor poor white guys 😞💔). OK but seriously, there are a lot of white male allies out there, but they're worried they'll say the wrong thing and get canceled. So they stay quiet 🤫 That hit me kind of hard. Cause we need ALL voices at the equity table, even the privileged ones. ⚡ Especially the privileged ones, if we really want to see change. The reality of the situation is that those with power and influence HAVE to step up. But first they have to feel included, and not worry about judgment if they mess up. A problem here is that many men, of all colors, feel constrained by traditional masculine stereotypes that limit emotional expression and connection. But when guys build real trust and connection amongst each other, it opens their minds and hearts. THEN they can use their privilege to lift others up. So next time you see a white guy staying silent, don't assume he's against progress. Maybe dude is just anxious and needs an invite! 💡 We're all in this together. What are your thoughts on this concept? Thanks to Ron Carucci & Dr. Zoe Spencer this enlightening article ❣ #DEI #diversityandinclusion #growthmindset #privilege

Did you miss the last event in our Social Mobility Workshop Series? To further explore the workshop topic of 'Breaking Down Bias', including accent bias, sign up to our Power of Inclusion Hub now for access to recordings of the keynote speeches and a summary of the discussion at the event. The Power of Inclusion Hub is open to all and provides access to speaker recordings, previous webinars and case studies to support your social mobility strategy. 🖱️ https://buff.ly/3PZ66k0 VD: Mahari Hay, one of the speakers from our ''Breaking Down Bias' workshop discusses his experience with the Power of Inclusion initiative.