Inclusively’s Post

Research shows that DEI initiatives are 3x more successful with ally partnerships compared to those without them. This means that when majority group members actively participate in DEI efforts, real change occurs. This is why we advocate for a simpler, more practical approach—diversity exposure. The best way to learn how to be a supportive ally is by spending time with people who are different from yourself. For leaders interested in implementing allyship at work: 🔷 Start by creating a safe space for partners to express themselves and communicate what they need in order to thrive. 🔷 You also need to equip allies with the skills to take an active role in employee resource groups so they can advocate for their partners when the time comes. This will allow you to build stronger partnerships in the workplace, boost productivity, and positively impact the ROI of your DEI efforts. Learn how we can accelerate your allyship efforts on our website. https://lnkd.in/gzY2TD6P . . . #dei #hrprofessionals #inclusivebehaviors #workplaceinclusion #leadershipdevelopment

How can you embrace the strengths of a multigenerational workforce to create an inclusive workplace? Brilliant Infographic from Johnny C. Taylor, Jr., SHRM-SCP Give him a follow for more stunning visuals. Original post below 👇👇👇 Each generation brings unique strengths, and embracing the richness of a multigenerational workforce is key to fostering an inclusive workplace. How do you do that? Here are practical steps aligned with SHRM principles: 1️⃣ Challenge ageist comments: let's cut out stereotypes and promote respect. 2️⃣ Infuse anti-ageist language into policies and IE&D strategies. 3️⃣ Educate teams on age bias; make age diversity part of the conversation. 4️⃣ Review recruitment processes; focus on competency, not age. 5️⃣ Cultivate intergenerational mentoring programs and cross-functional teams. 6️⃣ Establish truly intergenerational ERGs with value for all. Anything I forgot? ______________ Follow for more Useful Infographics

Great piece on the importance of psychological safety and empathetic leadership in the workplace. In addition to creating obvious benefit to society amidst our global mental health crisis, psychological safety increases employee happiness and motivation, boosts team innovation and creativity, and reduces risk of attrition for ALL employees, but especially for diverse and disadvantaged groups. Check out the article for key takeaways from a 28,000-person survey, as well as actionable steps for cultivating empathetic leadership.

Great piece on the importance of psychological safety and empathetic leadership in the workplace. In addition to creating obvious benefit to society amidst our global mental health crisis, psychological safety increases employee happiness and motivation, boosts team innovation and creativity, and reduces risk of attrition for ALL employees, but especially for diverse and disadvantaged groups. Check out the article for key takeaways from a 28,000-person survey, as well as actionable steps for cultivating empathetic leadership.

Join us next Tuesday 23 April 10.30am (NZST) online via zoom for Leading Employee Networks with Intersectional Impact. This is a FREE event for Pride Pledge supporting organisations. We have an incredible list of panelists speaking from... leading NZ and Australasian organisations joining and we will be discussing the following... 🌈 What does intersectionality mean? 🌈Why does intersectionality matter / what do you hope to achieve through this approach 🌈Tell us about your structure of your employee networks and how you approach intersectionality with these networks? 🌈What other approaches to intersectionality exist in your organisation - ie within HR, Leadership, Governance? 🌈What approaches/ practices do you have in place to ensure you apply an intersectional lens across key programs, policies, decisions? 🌈What are the main challenges you face with leading an intersectional approach? 🌈What have been some of the main benefits or impacts you have seen through being deliberate with your intersectional approach?  🌈What are some key lessons/advice you can share with other organisations and DEI leaders thinking about navigating this space? Register now with the link below... https://lnkd.in/gbyF2f7g Karina Nathan Sarah Archer Laura Vozzo Josh Naus Haoran Yu Jessica Smith Nikki Brough Maui Cooper Ashley Bray #pride #pridepledge #intersectionality #employeenetworks #inclusion #diversity

I'm absolutely thrilled to announce the upcoming release of my first book, "Beyond Diversity: Embracing Neurodiversity for Organizational Success," now available for pre-order. https://a.co/d/0tMXsAG Drawing upon my experiences and extensive research, this publication addresses the critical yet often overlooked aspect of diversity—neurodiversity. It is intended for leaders, HR professionals, and organizational development practitioners who are seeking to understand and integrate neurodiversity within their teams and strategies. The book offers a comprehensive exploration of neurodiversity, providing insights into how it impacts organizational dynamics, innovation, and inclusivity. Through a blend of personal narrative and professional guidance, it aims to challenge prevailing misconceptions and advocate for a more inclusive approach to talent management and team development. "Beyond Diversity" is not only a resource but a call to action for organizations to recognize and leverage the unique contributions of neurodivergent individuals. By fostering an environment that values all forms of diversity, businesses can unlock a wealth of creativity, innovation, and competitive advantage. Pre-orders are now open. I invite you to support this work and join the conversation on creating more inclusive and diverse workplaces. #Neurodiversity #OrganizationalDevelopment #Inclusion #Leadership #autistic #adhd

Over the past several years, it seems that people have been given more freedom to openly express their negative thoughts, which sometimes lead to negative actions. We all have unconscious biases as human beings, but why is it acceptable to voice these biases even when it may harm others? What happened to civility? According to the Society for Human Resource Management (SHRM), the impact of incivility in the workplace is substantial: -58% of US workers feel society is uncivil -Workers experience 202 million acts of incivility per day -Incivility results in productivity losses and absenteeism totaling about $2 billion per day (https://lnkd.in/ehSHV_8i) Managers may want to believe that employees can leave their personal lives outside of work, but as leaders, we must recognize that our employees cannot simply switch off their personal experiences when they clock in. There will always be discussions about politics or diversity and inclusion issues, no matter how many policies are in place. While we cannot prevent employees from bringing their thoughts and ideas into the workplace, we need to be able to identify when a situation is escalating and how to avoid it from escalating further. Every organization must train its leaders in conflict resolution and handling difficult discussions. There must be a culture of mutual understanding where all stakeholders feel comfortable with what can and cannot be discussed at work. When there is respect for others, barriers are broken down, and education, empathy, and positive engagement can thrive. #engagement #civility #conflictresolution #corporateculture

More than 2,000 people have registered. Join us! I'm honored to be a speaker in the 2024 Own Your Growth: Women’s #Leadership Series webinar, "Addressing Loneliness: Fostering Connection in the #Workplace," on Wednesday, May 22. (Tomorrow!) In the session, you will gain practical advice on building a workplace #culture that values interpersonal relationships and supporting one another. Topics include: ➡ Recognizing the impact of loneliness: From understanding the physical and emotional implications of loneliness, to exploring how loneliness can affect professional growth. ➡ Building meaningful connections: The roles mentorship and peer support can play in fostering connection to combat loneliness, reducing stress and cultivating a sense of community in the workplace. ➡ Creating a Supportive Workplace Culture: Discover strategies organizations can take to mitigate loneliness, including the importance of diversity, inclusion and allyship in fostering a supportive environment and understanding when too much connectedness becomes a negative vs. a positive. We'll reference some powerful data from Vivek Murthy. Thanks to Buck, A Gallagher Company and Kathleen Schulz of Gallagher, Claire Bara, ICD.D of Lassonde, Gina Melendez of Hudson Lock, LLC and Kareeda Chones Aguam of Milwaukee Bucks Inc. and Cassandra (Cassie) Geske of Gallagher for making this happen! Check it out Lauren Creech, Dr. Geeta Nayyar, MD, MBA, Dennis Dailey, Grace Vinton, Shereese Maynard, MS, MBA She/Her, Michele Cook, Shannon (McDonald) Clement, Maddie Batchelder, Eric Eversmann, Yulia Petrossian Boyle, Elizabeth Vazquez, Amber Coleman-Mortley

🎉 Happy Neurodiversity Day! 🎉 Today, we celebrate 𝐧𝐞𝐮𝐫𝐨𝐝𝐢𝐯𝐞𝐫𝐠𝐞𝐧𝐭 𝐦𝐢𝐧𝐝𝐬—those with unique perspectives that are 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞. 🌈 From creative problem-solving to innovative thinking, neurodivergent individuals are driving the future of work. Their ability to think differently makes them invaluable in a rapidly evolving world. 🌍 Companies that embrace neurodiversity aren’t just creating more inclusive cultures; they’re gaining a 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐚𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞 by tapping into talents that push the boundaries of innovation, collaboration, and performance. To help organizations harness the power of neurodivergence, we are thrilled to introduce three Neurodiversity Masterclasses, powered by Sabrina Menasria from SINGULARITY Talent . They are designed to: ✅ Equip leadership teams with strategies to leverage neurodivergent skills. ✅ Provide HR teams with tools to create inclusive, neurodiverse workplaces. Let's embrace the future by celebrating neurodivergence and building work environments where everyone can thrive! Interested to learn more for your organization ? Reach out to Alice Frantz - ✉️ a.frantz@ccifj.or.jp #Neurodiversity #Inclusion #FutureOfWork #Leadership #HR #Innovation #Neuroinclusion

Have you ever wondered💭  ▫ if those workplace generational stereotypes hold any truth?   ▫ how to recruit and retain a multi-generational team effectively?  ▫ how to create a work environment where all generations can thrive? If so, join us for a webinar on April 17 from 1:00-2:00 p.m. ET as we discuss generations in the workplace. 📅⌛💼💻 Our CEO, Kathryn Tremblay (She/Her), will be joined in conversation by two special guests: Olivia McIvor, a social researcher, author, educator and speaker, and Laura Muir, Chief Human Resources Officer at Polaris Transport. Together, they’ll discuss some of the stats and facts, highlight some of the common traits and work preferences for each generation, and provide some tips for recruiting, retaining and providing feedback to members of each. No matter which generation you identify with, we bet you’ll come away with some practical tips and strategies for building more inclusive workplaces. Register today:   🔗https://lnkd.in/gydBSTaY #webinar #HRinsights #HRinsights #FutureOfWork #Leadership #ExpertOpinion