Comment pouvez-vous vous assurer que les politiques et les pratiques de votre organisation sont inclusives ?

Simple really. Include your people in policy formation. People matter. Policies shape the way an organisation operates and responds to market changes and trends. People inform that change through behaviour. Include people in the development of the policy that is designed to support the organisation they are a part of. Inclusive policy development can’t exclude the very people it is designed to support.

Agreed. I do assessments for my clients to find out where they’re at. This gives me the necessary information as to what my best next step will with them, then execute it. It’s essential to tie in the mission and vision of the company to your team, so you are all on the same page out to achieve the same goal.

I think we often make the mistake of defining the vision before including the people who are expected to execute and live out that vision, in the hopes that they will validate our good work. Inclusion is action that is concretized by policy. What is already congruent? Let’s concretize that and then explain how we came to that conclusion until our heads fall off. Until people finish our sentences. Then assess again. Policy work is front-end heavy and marathon intense.

We ensure the individuals who are developing the policies and practices represent diverse perspectives and provide the psychological safety that assures all voices will be heard and respected.

In my experience, this is part of the culture of an organization and pervasive throughout. Inclusivity must be clear in the mission and vision of the organization along with the company's goals. Then, all members can easily refer to these if instances arise that are not inclusive.

One way that you can foster inclusion is through sharing power in decision making. You can do this with policies by allowing the team to co-create / provide input on the policies. Your policies are a set of agreements between the company/organization and employees and between employees. Ensuring you include multiple perspectives and ideas as you draft or update your policies will increase inclusion.

I agree on the importance of vision alignment necessity for an inclusive workplace. A clear vision statement inspires and unifies employees towards inclusivity, fostering a diverse and welcoming workplace culture. It communicates the organization's commitment, motivating engagement, aligning actions, and attracting like-minded talent to sustain ongoing efforts for diversity and inclusion.

HR processes are a huge lever for inclusion as they affect the entire employee lifecycle. We have therefore experienced that an employee journey exercise is extremely useful for reviewing existing structures and processes for inclusivity.

Some ways to get started are to ask the right questions. 1. In this policy, who is included and excluded? 2. Does this policy favor only one type of performance? If so what are other ways high quality performance can be demonstrated? 3. Do we attract primarily one or two identity groups? How can we expand our pool? 4. Who are we connected to outside the organization in identity groups we do not have well represented who can help us? Seek minimum 3, preferably not people who think like you. 5. When considering across the board salary cuts or increases, remember the value of your lowest paid employees. Ask how can we close income gaps? 6. Does our benefits significantly decrease net for lowest paid employees?

Inspect your current policies to ensure they’re unbiased. When brainstorming, include a diverse group of people—more viewpoints, more brilliance. Communication is crucial; make sure everyone knows about the inclusive atmosphere. Educate your employees; knowledge is power. Regular check-ins keep you updated on what’s working and what needs to be improved. Flexibility is essential; rigid policies will not suffice. Be transparent; it creates trust. Remember, diversity is more than a buzzword; it’s the secret ingredient to a successful workplace.

Recentemente a NASA cancelou uma viagem que enviaria astronautas mulheres para o espaço por falta de trajes. Atualmente o número de mulheres que atuam na NASA é muito pequeno e por isso os trajes nunca evoluíram muito para atender as necessidades femininas. Não espere ter diversidade para se adaptar. Busque trazer pessoas diversas para a discussão e deixe que elas mostrem o que precisa ser adaptado em suas práticas para que elas sejam incluídas. Não há como entendermos a realidade se não a vivenciamos, então é importante dar espaço para que as pessoas que você quer incluir contribuam para essa construção.

Absolutely, having dynamic policies that are periodically reviewed and involve input from diverse groups is key. This approach ensures that policies remain adaptable and responsive to evolving needs, making them more effective in promoting inclusivity and addressing the specific concerns and perspectives of various employees within the organization.

Methods such as regular feedback can promote inclusive and appreciative collaboration by enabling transparent communication and open dialogue. Through constructive feedback, employees have the opportunity to share their perspectives and reflect on their contributions. This not only encourages an understanding of diversity but also fosters a culture of respect. Inclusive feedback takes into account different working styles and backgrounds, contributing to an environment where every employee feels heard and valued. This strengthens the sense of teamwork and promotes successful collaboration within the organization.

I find that starting with remembering that we are all human and want to be heard helps. When your staff know you care about them they tend to care more about the work they are doing.

Beyond policies, adapting practices is essential. Practices encompass informal behaviors shaping organizational culture, from communication to staff support. Ensuring inclusivity demands practices that are respectful, responsive, and empowering for all. Employ strategies like training, mentoring, feedback, and recognition to refine practices. These efforts foster a positive work environment, aligning day-to-day behaviors with the inclusive vision.

First and foremost, before all the surveys, audits, reviews, and reports, leaders should take the time to simply leave their office and go talk to the people who work for them. Pure observation and listening will go a long way for ensuring a policy or practice is inclusive. Many leaders have lost touch, and impose policies and practices that only impact a few people, which may not have been the intent. If the analysis of a perceived issue is based on a few respondent, the the impact will be skewed toward their responses only. But for the workers in the greater organization, a written policy or practice may have an opposite affect and therefore be ignored. This simple method will keep inclusive policies and practices on track.

Accountability, accountability, accountability. The best metrics in the world are useless if someone isn't responsible for meeting them. Set retention goals for managers and leaders. Set interview/hiring goals for recruiters and hiring managers. Tie executive bonuses to the company meeting diversity metrics. Set up plans for how to improve if you don't meet those goals. Diversity has to be a core KPI for the company/organization in order to see meaningful progress.

To keep inclusivity on track, it's all about the metrics. - Measure diversity in recruitment, promotions, and project assignments on a regular basis. - Survey the team to get their feedback. See if everyone is feeling included and respected. - Analyze turnover rates. If they are high, there may be a problem with inclusivity. - Review employee feedback, including both positive and negative comments. - Create a diversity dashboard to track progress and identify areas for improvement. Remember, it's not just about the numbers. It's also about the stories that the numbers tell.

In addition to monitoring progress, celebrating and communicating success is essential. Recognizing and sharing achievements in promoting inclusivity not only boosts morale but also reinforces the organization's commitment to diversity. It inspires employees and stakeholders, fostering a positive culture of inclusivity and demonstrating the organization's dedication to its goals.

Utilize indicators like staff satisfaction, engagement, retention, performance, and diversity to track outcomes and evaluate effectiveness. Employ methods such as surveys, audits, reviews, and reports to gather and analyze data and feedback from staff and stakeholders. This continuous feedback loop enables identification of issues or challenges, facilitating necessary adjustments.

If you are looking to ensure inclusivity, then actively engaging with staff would have to be one of the most important activities. Without true engagement, you are making assumptions…welcome to society. To be truly inclusive, staff need to involved along every step and right from the get go. It is especially important the cohorts that the policies and practices may affect are front and centre in the discussion. Providing safe spaces where mediated, open and robust conversation is able to occur, capturing the conversations, and of course ensuring regular feedback before, during and after these sessions, will assist in continuing the relationship and ensure staff feel like they are actually being listened to.

Engaging everyone involved makes the difference. Even if your policies are inclusive, engagement level changes how well the culture demonstrates the policies. People need to be included in order to include others. Inclusion is more than how people appear or present themselves to others. Inclusion is listening to everyone affected. Instead of simply giving a place at the table, be sure to give a voice in the conversation. Also, remember to include internal strengths, perspectives, and gifts, not just "protected classes." Each individual deserves to be heard and valued. How would YOU like to be engaged? How would OTHERS like to be engaged? Ask questions. Listen to answers. Act on suggestions.

Truly, meaningfully and "genuinely" engaged with you staff; do not engage to just tick a box ... Do not fake it because it will not last.

When building an inclusive school in Kyiv, it was important to have the teachers feel that they were part of the process. Peter Mott helped the teachers to create their vision and mission statement for this new school. Professional development was provided for teachers at different levels depending on their interests. This helped to build a team of resilient, motivated teachers and we owe them much respect for all they have accomplished.

Consider using some of these approaches to engage staff. - Start with a town hall to set the tone. Make inclusivity a priority and ensure that everyone feels welcome. - Hold open forums to encourage discussion and hear from a variety of perspectives. - Create task forces with diverse members so that everyone has a chance to contribute. - Conduct regular pulse checks to gauge the progress of your efforts and identify areas for improvement. - Create a virtual suggestion box to make it easy for people to share their ideas. - Celebrate your successes, big and small. This will help to create a sense of momentum and keep people engaged. Remember that it's not just about talking the talk; you need to walk the walk as well.

No solo es importante aplicarlas, hay que remarcar los éxitos que hayamos obtenido gracias a la aplicación de las mismas. La divulgación de esta cultura inclusiva alienta a los trabajadores y a los observadores externos de las mismas a valorar el esfuerzo invertido en las mismas y, con suerte, a llevar a cabo actuaciones similares en su entorno personal o empresarial.

Celebrating is about recognizing the hard work that everyone is doing to create the best environment and culture for everyone.

Walk in the shoes of your staff. Work a shift, lend a hand, do the jobs. It inspires people to see leadership getting down and dirty in the workplace because then equality is seen as company culture. Don't just talk the talk, walk the walk.

There are two things I do that has helped me connect with people from ALL BACKGROUNDS: 1. Do unto others as you would like done unto you 2. Take a few minutes each day to bring yourself back to the present. Doing this allows you to not only appreciate THIS DAY, but to reflect on the things you have done to get you to this day. Acknowledge your past. Appreciate your present. Anticipate your future.

In everyday routines, celebrating successes can often be overlooked due to the focus on ongoing tasks and challenges. Time constraints, workplace busyness, and a lack of recognition routines contribute to this. Nevertheless, regularly celebrating successes is crucial as it not only boosts motivation but also fosters a positive work environment, strengthens team cohesion, and solidifies the company's vision. It creates a space for appreciation and, in the long run, promotes the organization's success.

Thinking outside the box involves proactive outreach programs to foster inclusivity. Collaborating with community organizations, industry unions, educational systems, and NGOs can be transformative. For instance, our success in promoting inclusivity for people with special needs stemmed from strong partnerships with NGOs, government agencies, and private sector players. Such collaborations enable sharing of resources, expertise, and innovative solutions, creating a powerful, inclusive ecosystem that benefits all stakeholders and society at large.

I agree with the previous six points and I would like to add, celebrating each other. Be certain to include activities and events that highlight and recognize the cultural practices of each ethnicity and/or groups of individuals. This makes everyone feel included and valued. This also allows others to gain knowledge and respect for diverse backgrounds.

Algunas acciones sencillas para ser más inclusivo en la empresa: 1.- Elimina las bromas sexistas. 2.- Horarios flexibles para quien más lo necesite. 3.- No invalidar las ideas de los demás. 4.- Fomentar y agradecer que se atrevan a decir lo que piensan. 5.- Mentoring para que tengan igualdad de oportunidades.

Muito bom o artigo, inclusive acredito que ter empatia pelo time é essencial para seu desenvolvimento e contribuição das demandas de forma mais ágil.

There is a step that must take place before step. It’s a step that should never have an end point. Talk to the people in your organization that are impacted by inclusivity policies and procedures. Listen to your LGBTQAI+ employees, listen to your employees with visible and hidden disabilities. Listen to employees of color, who are Muslim, Jewish, neurodivergent. We must stop making policies without including those that are impacted by them.