How do you create a safe and respectful space for diverse voices and perspectives?

Maslow's hierarchy of needs - Bringing together all the differences not just to thrive but to succeed. We come from diverse backgrounds - culture, religion, gender, age, social, and economic, backgrounds. Most things are beyond our control. But that's what makes us unique. Thats diversity! Inclusivity is, despite all these differences, can co-exist and thrive rather than not just thrive but flourish building on each other's diversity of thought. Inclusion has many benefits, but overall it's the most basic, logical thing. It should be natural to make everyone feel respected and belonged. Which is quite above the basic needs in Maslow's hierarchy of needs. So it should be a way of life, nothing fancy just basic common sense :)

Set clear ground rules and expectations for behavior within the space, emphasizing respect, open-mindedness, and active listening. Actively seek out diverse voices and perspectives to participate in discussions and decision-making processes. Foster a welcoming atmosphere where everyone feels comfortable expressing themselves without fear of judgment or reprisal. Encourage active listening by giving each participant the opportunity to speak without interruption and actively engaging with their contributions. Respect individuals' boundaries and privacy by refraining from prying or intrusive questions and avoiding assumptions based on stereotypes or preconceptions. Be vigilant in addressing microaggressions, unconscious bias.

Inclusivity refers to the practice of ensuring that all individuals, regardless of their background, identity, or characteristics, are respected, valued, and included in various aspects of society or within a specific context. It involves creating an environment or culture where diversity is embraced, and people from different backgrounds or perspectives are actively welcomed and given equal opportunities to participate, contribute, and thrive. Inclusivity aims to break down barriers, promote equity, and foster a sense of belonging for everyone, regardless of their differences.

Inclusivity thrives on active listening and genuine curiosity about others' stories. A starting point could be setting up diverse teams to lead discussions, ensuring voices from various backgrounds shape the narrative. This action cultivates an environment where everyone feels seen and valued. Open channels for feedback and regular check-ins can further support a culture where inclusivity is the norm, not the exception. In doing so, we pave the way for a community where diversity is not just acknowledged but celebrated.

In my experience - having worked with globally diverse cultures, ages and professions for many years- what is really important is to ensure that everyone’s involvement whether big or small is valued, acknowledged and appreciated. People bring different unique skills to the table and it is highly recommended that they feel sense of belonging in order to progress in the right direction.

Inclusivity promotes diversity of perspectives, ensures fairness and equity, enhances performance and competitiveness, aligns with legal and ethical standards, fosters social cohesion, and attracts and retains diverse talent. It creates a more innovative, harmonious, and prosperous environment where individuals can thrive, benefiting both individuals and society as a whole.

If people feel included, they are happier and feel they can belong. As well as creating positive working environments, inclusive ways of working also mean that people perform better in their roles. They contribute ideas, they are motivated to work and people feel they can be themselves and enjoy their work.

Inclusivity is one of the first requirements of psychological safety. Without an inclusive environment, everything stops in its tracks. Inclusiveness gives access to belonging, and belonging opens access to cultivating other aspects of psychological safety.

Inclusivity means opening doors to diverse talents and ideas, aiming for a richer collaboration environment. It's about setting up spaces where everyone feels heard, valued, and free to express themselves without fear of judgment. Regular training on empathy and communication helps in understanding and appreciating differences. Celebrating cultural events and personal milestones brings everyone closer, showing that every voice matters. This way, we build stronger, more connected teams.

I think cultural diversity and inclusivity are very important, however, in order to truly make that concept work efficiently, you MUST narrow the range of personalities that are in close proximity. An A.I. Hiring Tool can effectively create a workplace in which the personalites are within a 25% range of variance, instead of the typical 75% in most workplaces. The higher personality range, the more likely you'll be cat hearding trying to get everyone on the same page. I think it's difficult to satisfy that many personalities at once. Additionally, the wider the personality range, the higher the employee turnovers. A.I. is changing the workplace... the ROI is worth the cost of installing this feature to you HR department.

Assessing involves various methods such as employee surveys, diversity metrics, focus groups, policy reviews, and leadership commitment checks. Additionally, consider having external organizations conduct assessments or audits to provide an unbiased perspective and valuable insights. These approaches collectively help identify areas for improvement and foster a more inclusive workplace culture.

When assessing inclusivity, especially for the first time, it's important to determine who will assess the inclusion level. To avoid any kind of bias, the initial assessment should be completed by someone outside of the organisation and an external party should always be involved at some level in further assessments to minimise the risk of bias in the research being conducted.

To start enhancing inclusivity, it's smart to begin with open and honest dialogues. Encouraging teams to share their perspectives without fear fosters a richer understanding for everyone. Incorporating anonymous surveys can also unveil insights that might not surface in day-to-day interactions, giving a clearer picture of where efforts need to be directed. Integrating diverse mentors and role models within organizations can inspire and reassure that varied voices are not just heard but are integral to growth. This approach builds a foundation where inclusivity thrives naturally, ensuring a welcoming environment for all.

Assessing your level of inclusivity can include a number of methods as noted by many of the experts and contributors on this feed, but I think the fundamental area in any assessment is the personal commitment to being 100% honest with yourself. Facts are we all have bias (to varying degrees), but our willingness to own the bias but be committed to addressing it is the root of where awareness, education and ultimately change happens.

Have you ever wondered how to gauge the true inclusivity levels within your company? Two things you can do 1)Start by conducting an anonymous employee survey, inviting honest feedback on their experiences, perceptions, and suggestions regarding diversity, equity, and inclusion within the organisation. 2) Analyse your company's data on recruitment, retention, and promotion, focusing on patterns and disparities across different demographic groups to identify areas for improvement.

A great way to get started is to get informed on models that challenge your thinking and biases, for example, the wheel of power or privilege. Looking at this model and reflecting on where our power and privilege lies, allows us to advocate from a place of our lives experience, but also allows us to be empathetic to others experiences. Consuming content, media, articles, films, books, art from diverse perspectives also broadens our horizons to experiences different to our own.

Understanding we all have unconscious biases and blind spots is the first step in developing an inclusive mindset. These may be ingrained in our respective cultures or caused by a lack of understanding. Reflecting on these by taking part in self-reflection activities and using strategies such as those from Project IMPLICIT by The American Academy of Family Physicians (AAFP) can help us identify our biases and embedded stereotypes and take steps to address them, to move towards a culture of inclusion.

The first step is awareness. Acknowledge biases, educate yourself about diverse perspectives, practice empathy, be open-minded, use inclusive language, build diverse relationships, advocate for inclusivity, and commit to continuous growth. An inclusive mindset evolves through self-awareness and intentional efforts to create an equitable environment.

Creating an inclusive mindset starts with genuine curiosity about the world beyond our own viewpoints. Engage actively in conversations that stretch your understanding, always with respect and empathy. It's about asking questions, listening more than you speak, and considering diverse perspectives as opportunities for growth. By stepping outside our comfort zones and welcoming different voices, we lay the groundwork for a truly inclusive culture where everyone feels valued and heard.

Developing an inclusive mindset is a journey that involves self-reflection, education and action such as: Educate Yourself: Take the initiative to learn about different cultures, backgrounds, and perspectives. Listen Actively: Practice active listening when interacting with people from diverse backgrounds. . Speak Up: Use your voice to advocate for inclusivity and equity. Be Open to Feedback: Remain open to feedback and constructive criticism about your behavior and attitudes. Cultivate Relationships: Build meaningful relationships with people from diverse backgrounds. Take Action: Take concrete actions to support inclusion and equity. Continuously Reflect and Evolve: Developing an inclusive mindset is an ongoing process.

A really simple and effective way to demonstrate the values and inclusive behaviours of your business is to include pronouns and name pronunciation in email signatures as standard. This practice not only normalises the importance of respecting diverse identities but also serves as a tangible expression of the organisation's dedication to creating an inclusive and supportive workplace culture. By incorporating these details as a standard, the company sends a clear message about valuing and recognising the individuality of its employees, fostering a sense of belonging for everyone.

To create an inclusive environment, it's about making everyone feel seen and heard. Starting meetings with a check-in allows everyone a moment to share, setting a tone of openness. Encourage team members to champion each other's ideas, creating a support network that values diversity. Regularly rotating leadership roles in projects empowers everyone, giving different voices the chance to lead and shape directions. Celebrating small wins and cultural moments together fosters a sense of belonging and appreciation for all backgrounds.

When an organisation lives and breathes inclusion, this is seen internally and externally. Staff and customers are happy, and the community can see the positive effects of the inclusive culture of the organisation. This results in a flow-on effect to the community and like-minded organisations being more inclusive.

Have you ever noticed someone feeling left out in a meeting, even though they have great ideas? Influencing others to be more inclusive involves the following 4 steps. Actively Listening, yes, waiting for your turn to speak, truly listening to understand diverse perspectives. Challenging Assumptions and noticing when jokes rely on stereotypes and gently redirecting the conversation. Sharing information or videos on inclusion topics to spark curiosity and conversation. And championing accessibility Small steps make a big difference.

To influence inclusivity, one should exemplify respect and open-mindedness, sparking curiosity in others to understand diverse perspectives. By articulating the importance of various viewpoints, we inspire a collective effort towards inclusivity. Providing opportunities for others to engage in dialogues and share stories enhances empathy and awareness. Celebrating successes, however small, reinforces the value of inclusion. Through these actions, we encourage a culture where everyone feels valued and heard.

In fostering a safer and respectful space, it is crucial to establish some ground rules. Starting by defining expectations for communication and behavior within the space. Encourage everyone to be more respectful, open-minded, and show empathy and set a clear boundaries against any kind of violence and harassment which may include discrimination & hate-speech. For instance, in my project to provide digital safe space for sexual survivor, we have a basic rule like "Respect for Diverse Experiences", we encourage anyone within the space to acknowledge that every survivor's experience is unique and we need to avoid making assumptions or comparisons when hear someone's stories.

I'm gonna go out on a limb and push the envelope a bit and state that if we truly desire inclusive spaces where people can bring their WHOLE and authentic selves to the table, then we shouldn't be fostering "safe" spaces. We need to be fostering accountable spaces. While safe spaces prioritize providing comfort and support for marginalized individuals, accountable spaces aim to create environments where both comfort and discomfort coexist, pushing participants to actively engage in challenging conversations and actions to promote true equity and inclusion. If truly want diverse voices and perspectives then we need to get comfortable with the experience of discomfort and opposing experiences. You see a safe space , then we should not b