How can you encourage employees to speak up about diversity and inclusion?

Some of the things that I have experienced is that teams and organisation that have diversity and inclusion embedded into team culture are more collaborative, where diversity of thought is encouraged, and where leaders accept that they can be wrong at times. These are the very ingredients that foster innovation and business excellence. So inclusion does not just matter because it is a "nice to have" or a "tick box corporate exercise". Inclusion matters because it enriches busines outcomes and fosters pride in employees about the organisations and its values.

Provide forums for discussion, and debate as an organisational proirity-not just a one-off event off a podium of I-know-it-all. Inquiry leads to engagment with further question in a Modern organisation, which often means that this is a profoundly iterative and ongoing process of learning about each other!

In Prinzip ist der Einsatz für das Thema im Interesse von dir selbst und aller Menschen, von denen du umgeben bist. Denn Vielfalt ist überall anzutreffen - Angefangen bei dir selbst.

Diversity and inclusion makes for better companies and better corporate culture. Unfortunately not everyone sees it that way. Forced programs have often backfired so it's important to support a voluntary program that isn't just window dressing. You want to create a culture where Diversity and Inclusion are embraced but not forced. It's a delicate balance to keep it genuine without feeling mandated or legislated. Some people will get it immediately, others may take awhile. DEI needs to be a dialogue that bring people along on the journey. Hopefully everyone wants to get on board, but know it may take some time.

Encouraging open conversations about diversity and inclusion promotes working environment that every individual feels seen, heard, and valued. This is uber important and this sense of belonging is the cornerstone of staff engagement and loyalty. Engaged staff are not only more productive but also become your brand ambassadors, championing your business values in their conversations with clients.

Als Coach ist es wichtig, dass du verstehst, dass Inklusion und Vielfalt damit anfängt, dass man andersdenkende nicht bewertet. Mit der Bewertung von Menschen fangen viele erst damit an, Vielfalt zu unterdrücken und zu verhindern. Erachte somit jede Art für Meinung als wichtig an und erläutere die Daseinsberechtigung.

also important to appreciate that different staff may feel comfortable expressing themselves in different ways. Important to offer multiple and accessible channels for feedback - surveys, forums, dedicated meetings, suggestion boxes, and anonymous reporting platforms, etc. This variety ensures that all staff, regardless of their communication preferences, have an opportunity to be heard

To encourage diversity and inclusion discussions, leaders should prioritise open communication channels, encourage an environment where all voices are heard and respected, and provide training and resources to raise awareness about diversity issues. Encouraging participation in diversity and inclusion programs, employee resource groups, and diversity training sessions can also promote engagement and create a sense of belonging among team members. Celebrating diversity through events, recognizing inclusive behaviors, and integrating diversity and inclusion goals into performance metrics can further reinforce the importance of fostering an inclusive workplace culture.

How you encourage it depends on your role within or with the organisation. Are you an employee or an external coach / consultant? Knowing what already exists and the position of the corporate culture towards diversity and inclusion will affect what you do to encourage it. Being mindful that it can trigger people in different ways, you need to ensure you provide a safe space, potentially anonymously, so that people can share experiences, insights, concerns and best practises. Working with key people within the organisation to showcase why it's important and what it can look like so that it becomes integral to the business rather than a tick-box exercise after the effect. Consider where the quick wins could be achieved and celebrated

No papel de coach de negócios, sinto-me no dever de promover esse tipo de diálogo direto ou indireto dentro das organizações, assegurando ao funcionário ambiente seguro com liberdade e respeito ao expor suas idéias, sugestões e as preocupações. O funcionário precisa sentir segurança de que, ao expor suas ideias não será julgado por elas. Sabemos que pensamentos divergentes existem em qualquer lugar e nas organizações não é diferente. Também aposto em canais de comunicação além do diálogo, pois nem todos tem facilidade em expressar verbalmente suas opiniões.

Hier verweise ich auf eine integrierte Feedback- und Kommunikationskultur in welcher man aktives Zuhören automatisch fördert. Zuhören ist eine sehr starke Form von Wertschätzung. Wenn du zuhörst und nicht unterbrichst, dann kannst du auch davon ausgehen, dass auch du genug Raum bekommst, um deine Inhalte zu äussern.

Actively listen to employees when they speak up about diversity and inclusion. Practice empathy, suspend judgment, and genuinely seek to understand their perspectives and experiences. Create opportunities for open dialogue, such as town hall meetings, focus groups, or anonymous suggestion boxes, where employees can share their thoughts and feedback.

Empathy is key. Recognizing and appreciating the emotions behind your staff words is crucial. Empathy allows you to connect on a human level, acknowledging their feelings and experiences without judgment. This builds trust and shows that you're not just listening but also caring about their well-being

Listening effectively involves more than just hearing words; it requires full engagement and understanding of the speaker's message, both verbal and nonverbal. To listen effectively, one must maintain eye contact, nod or provide other affirmations to show understanding, refrain from interrupting, and ask clarifying questions to ensure comprehension. It's essential to suspend judgment and be open-minded, empathetic, and attentive to the speaker's emotions and underlying concerns. Active listening encourage trust, builds stronger relationships, and promotes better understanding and collaboration in both personal and professional settings.

Listen to understand what is being said first. Asking questions is important because it shows interest in what the person is saying and also indicates what they are saying is important. Never assume you know what they mean.

Validate their experiences: Acknowledge and validate the experiences shared by employees, even if they differ from your own. Take action: Demonstrate a commitment to addressing issues raised by employees by implementing concrete initiatives, policies, or programs aimed at promoting diversity and inclusion. Communicate openly: Keep employees informed about the actions being taken in response to their feedback, and be transparent about any challenges or limitations. Follow up: Regularly follow up with employees to ensure that their concerns are being addressed satisfactorily and to gather additional feedback on progress.

Agree on what's written on how to respond here. It's also important to note that if the feedback points to mistakes or harm caused by your actions or those of the business, offer a sincere apology. This isn't about admitting fault in a legal perspective... but it's about ownership, showing empathy and understanding for the impact of those actions. An authentic apology can go a long way in building trust and moving forward

To respond effectively, it's crucial to acknowledge the speaker's message and demonstrate understanding before offering your perspective or feedback. Start by summarising what you heard to ensure clarity and alignment. Then, validate the speaker's feelings or concerns to show empathy and create a supportive environment. Offer your response with clarity and honesty, addressing any questions or issues raised by the speaker. Finally, encourage further dialogue and collaboration to find common ground and work towards shared goals or solutions. Effective responses promote open communication, build trust, and strengthen relationships in both personal and professional interactions.

Agir com transparência é a melhor forma de resposta. Ficar sem resposta de um pleito, de uma sugestão ou preocupação é frustrante. Certa vez, lembro que um gestor reuniu a equipe para saber nossa opinião sobre determinado assunto polêmico. A equipe prontamente contribuiu, mas ficamos sem resposta. A solução implantada foi outra e, não deu certo. Lembro do sentimento de frustração que ficamos e depois disso, não tínhamos desejo de contribuir pois não tínhamos feedback. Minha sugestão é: Ouviu, dê o feedback e esclareça caso tenham dúvidas.

Yes, developing their skills and confidence is a massive step forward in building diversity, inclusion and trust. Also note that as your staff navigate new experiences and challenges, offer your support and encouragement. Be available to discuss their experiences, answer questions, and provide guidance. Your support can make a huge difference in their willingness to continue engaging with diversity and inclusion topics

Apesar da atualidade do tema diversidade, a maioria das pessoas não compreende o quão amplo é esse tema. Diversidade está além de a, raça, etnia, gênero, idade, orientação sexual, religião, habilidades físicas e mentais, origem socioeconômica e experiências de vida. A sociedade é composta de vários recortes e diante disto, há diversidade em cada um desses recortes. Avaliar o nível de consciência e competências dos funcionários sobre o tema, nos dá informações para planejar treinamentos e capacitações para os funcionários sobre os subtemas que envolvam diversidade. Desta forma, as equipes estarão preparadas para viver os desafios. Além disso, praticar o feedback é essencial para alinhamento das ações.

Para sumar al concepto, yo añadiría que hay que identificar cuales son los "paradigmas" del equipo de trabajo. Haciendo encuestas sobre sus creencias aplicadas a diversas situaciones de diversidad e inclusión. Un colaborador es eficiente de acuerdo a sus creencias o paradigmas marcados en el subconsciente y éste puede afectar el inconsciente colectivo del equipo.

Encouraging employees to speak up about diversity and inclusion involves creating a safe and inclusive environment where they feel empowered to share their thoughts. Employers can establish open channels for communication, such as regular forums, surveys, or dedicated feedback sessions, to provide a platform for employees to express their views on diversity and inclusion matters. Leadership should actively listen, acknowledge diverse perspectives, and respond constructively to foster trust. Implementing diversity awareness and inclusion training programs can also empower employees to engage in meaningful conversations.

To encourage employees to speak up about diversity and inclusion, fostering a culture that values open communication and embraces diverse perspectives is essential. Leaders should promote inclusivity by creating discussion forums, such as regular team meetings or dedicated diversity and inclusion workshops. Sharing personal experiences and ideas can empower employees to voice their thoughts on improving organizational diversity. Additionally, leaders should lead by example, demonstrating a commitment to diversity and inclusion in their actions and decisions. Providing anonymous channels for feedback also helps employees feel more comfortable expressing their views without fear of repercussions.

Para falar sobre diversidade e inclusão o primeiro passo é conhecer o tema através de estudos e vivenciando. Livros, filmes, documentários e artigos são fontes ricas de consultas e aprendizados. Criar comitês dentro das organizações ou se já existem, participar e estimular a participação são ações complementares.

Here are a few key ways to encourage employees to speak up about diversity and inclusion: Create a safe space: Clearly communicate zero tolerance for any discrimination or retaliation. Emphasize that everyone's voice is valued, and diverse perspectives are needed. Lead by example: Leaders must actively seek diverse input, listen without judgment, and take action based on feedback. Provide various channels: Offer options for sharing feedback, including surveys, suggestion boxes, focus groups, or one-on-one meetings. Acknowledge and act: Thank employees for their honesty, address concerns, and provide updates on how their feedback has influenced changes.

The leaders have to FIRST do their part to practice DEI. Not just lip service. If the company is genuinely interested in promoting DEI, leaders who champion this will get everyone on board. Or else, no employee will believe in it nor embrace it. Monkey see, monkey do.