How do you learn about diversity and inclusion?

Diversity is about the range of people; inclusion ensures every voice matters. At work, diversity brings an array of ideas, while inclusion ensures everyone’s input is activated and valued. Understanding this taps into our brain’s capacity for creating diverse connections. One thing I’ve found useful is mindfully reminding myself during meetings to appreciate each unique perspective, which acts like a mental workout.

Learning about diversity and inclusion through a DEI-EQ framework is distinct. It involves understanding different perspectives to better comprehend varied experiences. At its core, it's about self-discovery and understanding our role in the world we inhabit. We recognize and address systemic issues through a lens of 'we' versus 'they,' fostering a space of safety and courage. This approach shifts the focus of learning about DEI from mere box-checking to cultivating empathy and interconnectedness. These DEI-EQ principles make all other learning more meaningful and change more sustainable.

Treat ALL PEOPLE right. Nothing else matters. People who honor how God created us all won't need trainings. Unfortunately, many need it. It's stupid simple, but many don't know how or won't.

If you are cooking a meal for your guests or even for yourself, and you want it to have an amazing taste something spectacular, then no doubt you will use various ingredients that combine well to make that gorgeous meal. In a similar way organisations need diversity some leeks, onions, tomatoes, black pepper and so on. All these contribute toward the final meal and diversity does the same for a company... Worth noting however it's important that everyone knows their role...not everyone can be the leeks or tomatoes no matter how much that may be the aspiration, rather be the best coriander, the best onion, the best lettuce and your diversity can contribute to the final meal in a unique way 😊😊😊 Kinda hungry after all this talk of food

From growing up in Hong Kong to studying in Sydney, my early circles were largely homogenous, limiting my understanding of diversity. It was my time in the vibrant cultures of Southeast Asia that truly opened my eyes to the rich tapestry of global communities. Through personal experiences, from overcoming stereotypes in Singapore to embracing the inclusive potential of crypto, I learned the true value of diversity and how it has shaped my approach to leadership.

If you have a brain, you have biases. These unconscious shortcuts are embedded in our neural circuits. One thing I’ve found useful is pausing before decisions, allowing the brain time to bypass its initial bias-driven response. How often do I pause before making a decision to ensure it’s not solely driven by my biases? What triggers can I set up to remind myself to take a moment before reacting or deciding? How might giving my brain this brief pause lead to more inclusive outcomes?

People who experience prejudice often do not hesitate to tell managers what is wrong. As an underrepresented group, overcoming the feeling that nothing is being done about it, that there is a backlash against them, and that speaking out is dangerous to their careers is an integral part of life. It's really important to find ways for people to talk to you directly and remove any potential repulsion they might feel.

Diversity is the antidote to bias. When we are exposed to different perspectives and experiences, we are forced to challenge our own biases and assumptions. This can be uncomfortable, but it is also an important step in becoming more inclusive and understanding!!!

Understanding your own biases is understanding what influences your judgements of life others and society and is often based on past experiences, and how we are educated. Once you have an understanding of those influences in your life you can look to assess how valid those influences are by seeking out facts and using self-assessment tools. Being able to adapt and change our biases enables us to continue on a journey towards an inclusive culture. We do not always know our own blind spots when it comes to our bias so having a culture that is both open and honest in feedback but also supportive and adaptive in bringing change is important.

Be aware that we're all human and will be riddled with biases in many of our day to day decisions. I found that deliberately slowing down to examine our own thinking and those of others (i.e. metathinking) goes a long way. Daily introspection during a journaling session is a great habit to build. It helps build our recall muscles and gives us the space to process events that are hard to do in the heat of the moment.

One thing I have found useful when learning about diversity and inclusion is being honest about my own characteristics. so not only can others learn from me but I can help others, I am very open about my brain injury. There are many books, vlogs and blogs on inclusion and diversity I find it helpful when they are written from a lived experience point of view and are relatable.

The cheapest concession you can make in a conversation to the other side is to let them know they have been heard. Conflict is an inevitable - and useful - part of life.

In my experience the best thing you can do is look to the people around you and utilize their knowledge and experience. Don’t be afraid of age because they will surprise you. Don’t be afraid of gender because the skills and knowledge and personality you are going to tap into will benefit you throughout your entire career. I worked in a very rural business and I met a young African American man that served in the Army. We instantly hit it off and I had learned I also served with his dad. This young man was actually a bit older then me but he worked for me as one of my coordinators. I learned so much from this kid and I bet he learned a lot from me. He now is a regional manager for the east coast for National Grid. #Diversityequalssuccess

Documentaries and podcasts can be a great way to learn about diversity and inclusion. They can provide insights into the experiences of people from different backgrounds and perspectives, and can help us to understand the challenges and opportunities of creating a more inclusive world. When choosing documentaries and podcasts to watch or listen to, it is important to be intentional about the messages that we are exposed to. We should seek out content that is diverse and inclusive, and that challenges our own biases and assumptions.

Books, articles, podcasts etc. about history can be particularly helpful here. Search for stories about extraordinary people from the past from diverse backgrounds. Find where lessons from history can be useful today.

Through consistent action, we harness the neuroplasticity of our brains, reshaping thought patterns and behaviors. Reflect on your daily decisions: Do they consistently lean toward inclusivity? Are you truly absorbing the diverse insights around you? One thing I’ve found useful is making a conscious effort to step outside my comfort zone, seeking perspectives that challenge my norms.

When it comes to diversity and inclusion, I personally champion the opinion that equity surpasses mere equality. While equality aims to treat everyone the same, equity acknowledges that individuals come from diverse backgrounds and have different needs. It's about providing each person with the support and resources necessary to ensure fairness and equal opportunities. By prioritizing equity, organizations and leaders can foster an inclusive environment where every individual, regardless of their background, can thrive and contribute their unique perspectives and talents, ultimately enriching the collective experience.

Gaining an understanding of the needs of people with different diversities is the first step to taking action to support them. Once equipped with this awareness, the next step involves taking proactive measures. From Awareness to Action. With understanding comes knowledge with knowledge comes action with action comes change. Being willing to engage in the process including any challenges that come up is a key factor in the action taken when working with diversity and inclusion. I have found it useful when working in diversity and inclusion is identify where positive change is needed and how can I start to make the change. The first steps in taking action have to start with the individual and then influence others to make positive changes.

Inclusive marketing and customer experience always go-together. I am a strong advocate of adapting diversity & inclusion in marketing and business. An inclusive leadership, utilizes differences to better achieve milestones productively. It sets aside stereotypes, privilege, gender, and race at the workplace , while inspiring teams towards achievement of business goals.

Learning about diversity and inclusion is important, but it is not enough. We also need to take action and make changes to our own behavior and the way we work. One way to do this is to push our leadership to talk about the need for diversity. We can do this by raising awareness of the benefits of diversity, sharing stories about our own experiences, and advocating for change. We can also take action in our own work by setting clear and inclusive goals, communicating effectively and respectfully, and delegating and empowering others. We can also recognize and reward contributions, and address issues or conflicts constructively.

It's very important to take time to reflect on your own biases, assumptions, and/or perspectives. Self-awareness is crucial for personal growth and contributing positively to diversity and inclusion efforts.

It's important to get an outside perspective every now and then. Especially with a topic such as diversity and inclusion, it's difficult for those who are involved in the thick of things to step back and look at things objectively.

The goal is to create a more inclusive environment where everyone feels valued and respected. This is a journey, not a destination. There will be ups and downs along the way. There will be times when you make progress and times when you backslide. But the important thing is to keep moving forward.

Prioritising a loop of continuos feedback fuels learning and guides ongoing improvement in EDI discussions, which is necessary to effectively implement any EDI strategy. Actively incorporating feedback enhances our adaptability, accountability, and the general commitment to fostering an inclusive environment.

Listening is an asset. Listening and acting upon it is prime. An ancient technique followed by several kings and royals was to listen- to separate noise from advise/information , absorb-valuable, assess - the strengths, decide - action.

Remember that learning about diversity and inclusion is not just about acquiring knowledge but also about taking action to promote equity and inclusion in your own spheres of influence. It's a lifelong commitment to fostering a more inclusive and equitable society.

One way to challenge your own bias and increase diversity of new hires is to ask recruiters to remove names, addresses, school details etc from CV’s. You don’t need to know their assumed gender or ethnicity. Or if they are from a nice area of town. Or if they went to a private or public school. You just need to know they can get to work and have the minimum qualifications.

We need to see this as an action. It requires work and thoughtfulness. Remember it not all about the numbers. It also about how people feel, can they bring their authentic selves to work everyday.

This is the first thing that came to my mind. Being open and having the willingness to learn and be curious is the biggest key to be inclusive and to truly learn about the differences. It has to come from within and by empathy instead of doing it for the sake of it.

It's important to balance bringing a strong POV as a leader in your industry while being open minded to new ideas and perspectives. A strong view should come from having a high degree of "confidence" behind your ideas. That "confidence" is built from keeping an open mind to maximize your exposure to good (and bad) ideas. Good ideas build your library. Bad ideas build your filter.

Get out of your comfort zone, and empathize. One cannot truly understand culture and behaviors until they have put themselves in the shoes of others. By immersing oneself in the day-to-day of others, we fast-track the understanding of concepts, the assessment of our own biases, the learning and the feedback. Diversity and inclusion is not a theoretical skill. It's applied, day in, day out.

When it comes to embedding diversity and inclusion, particularly within a charity management context, it's important to ensure that your service users understand these principles. This can be achieved through debriefing sessions, which will help them become aware of their rights and recognize when those rights are being violated. Additionally, it's crucial to establish accessible and monitored complaint channels that provide anonymity.

Diversity and inclusion are one of those human concepts that exist part of the instinct of creation. When we are born our instincts are to be free, loving, helpful, unbiased, and we don’t have any prejudices. We don’t recognise the difference between a black and white person or two people from different religions or countries. We feel and observe, no judgment or reasoning about what the other person represents. It is purely how I feel about them and do they want to play or be my friend. It is like the world discovered diversity and inclusion in the past decade. Human beings have been practising this instinctively except when they were explicitly programmed not to. So in order for Diversity and inclusion to succeed, deprogram yourself.

Dei work can be one of the most challenging yet rewarding fields. It's important to have a mental health strategy for your well being. Often your work may be challenged or misunderstood and its important to prioritize mental health.