Conversant’s Post

What do you do with the wet, stinky towel? 🤢 Do you throw it in the corner of the room hoping it will get better? Or do you face it head on and put it out in the sunlight? Those are exactly the questions that Robin Anselmi poses in this relatable and impactful article on conflict resolution actually being opportunities for #inclusivity and #wellbeing of your team - no one wants to smell the wet, stinky towel sitting in the corner of the room! Read below and comment your analogy of what you think #conflictresolution is to you!

Employers are becoming increasingly aware of the need to create workplaces and cultures which value and respect diversity, including neurodiversity. Our partner Alacoque Marvin takes a closer look at the recently published guide by the CIPD titled Neuroinclusion at Work which is a good starting point for leaders and managers seeking to create a neuroinclusive culture. https://bit.ly/49WPukj #neuroinclusive #neurodiversity #neuroinclusion

During a recent panel at From Day One's Chicago conference, DEI leaders came together to discuss the importance of vulnerability and continuous learning in promoting workplace inclusion. Andrea Cooper, Talkspace Chief People Officer, highlighted that different generations can learn from each other. For example, Gen Z is leading the way in mental health discussions, refusing to accept silence on the subject. Tap to read more insights around bringing more inclusion and belonging into the workplace. #DEI #Inclusion #Leadership #ContinuousLearning #MentalHealth https://bit.ly/4eazQov

Conflicts in the workplace are inevitable! Resolving conflict is less about “changing people” as much as it is about creating alignment by finding shared commitment. In this article on #AllThingsTalent, Dwight Cook and I share examples and scenarios on how to navigate #DEI specific conflict in inclusive and constructive ways. The article covers scenarios which include - - Conflicts Related to Normative Gender Behavior Expectations - Perceived Conflict Between DEI and Business Priorities - Affirmative Action versus Equal Opportunity - Diverse Talent and Performance Expectations Thank you Star Squared PR for this coverage Leading With Pride Diversity Simplified #Diversity #Inclusion #Equity

📣Calling all inclusive leaders! It's time to reflect on your actions and decisions - because they have a profound impact on workplace inclusion. Dive into this must-read article from Workplace Strategies for Mental Health. https://lnkd.in/gX2Yf4MP Uncover insights to evaluate your leadership style and practices, ensuring all employees feel truly valued and included. #mentalhealth #BCTourism #BCtourismmatters

As Neurodiversity Celebration Week continues, we wanted to highlight the importance of championing neurodiversity in the workplace and how this is not just a moral imperative, but will help create a competitive advantage. Click below to read an article written by Sue Johnson, Managing Partner of our Inclusion and Diversity Consultancy to find out more: #inclusion #diversity #neurodiversity #leadership

Fairness Matters: Why Favouritism Has No Place in the Workplace In any workplace, fostering a culture of fairness and equality is crucial for success. Yet, favouritism can poison even the most promising environments. Let's shine a light on this issue and pledge to eliminate favouritism from our workplaces. #FairnessMatters #InclusiveWorkplace #NoFavouritism As leaders and colleagues, it's our responsibility to ensure that everyone has an equal opportunity to succeed. Favouritism undermines this principle, eroding trust and damaging morale. It creates an environment where meritocracy takes a backseat to personal preferences, leaving deserving individuals overlooked and undervalued. Let's make a collective effort to eradicate favouritism from our workplaces. Here are some actionable steps we can take: 1. **Promote Transparency**: Ensure that decision-making processes are transparent and based on objective criteria. 2. **Provide Equal Opportunities**: Offer equal access to resources, opportunities for advancement, and recognition regardless of personal relationships. 3. **Encourage Open Communication**: Foster a culture where employees feel comfortable expressing concerns about favouritism and provide channels for feedback. 4. **Lead by Example**: As leaders, demonstrate fairness and impartiality in your actions and decisions. 5. **Educate and Train**: Provide training and education on the importance of fairness and inclusivity in the workplace. Together, let's create environments where everyone feels valued, respected, and empowered to reach their full potential. Say no to favouritism, and let fairness lead the way to success. #FairWorkplace #Equality #LeadershipMatters

Every single work environment is shaped from the top-down ⏬ It is essential for leaders to create a psychologically safe workplace – its inherent openness, growth and authenticity drives motivation and fuels ambition, which in turn delivers productivity! However, some common MYTHS about psychological safety persist, e.g.: 1. You have to avoid conflict: NOT TRUE ❌ . When employees are unwilling to express dissent, it’s a sign your team isn’t psychologically safe 2. Performance will suffer because you’re coddling people: ALSO NOT TRUE ❌. Psychological safety doesn’t mean overlooking poor performance. It means giving direct feedback, and framing the issue as an opportunity for growth and learning 📈 Please read this super helpful Boston Consulting Group (BCG) article below (based on a survey of 28,000 employees globally) that explains what is (and what isn't) psychological safety, what are the (data-driven) benefits, and how to create a psychological safe environment. LET'S BUST THE MYTHS TOGETHER 🙂 Nadjia Yousif Ashley Dartnell Gretchen May Elizabeth Knarr #psychologicalsafety #inclusiveleadership

This article by Kathleen O`Connor (Clinical Professor of Organisational Behaviour at London business School) discusses how organisations can authentical support inclusivity for employees rather than going through the motions or token gestures. Using the Global Pride month of June as an example where employees should be able to bring their authentic self to their workplace, requires a safe and supportive environment to be in place. O`connor asserts that being your authentic self at work shouldn`t require “extraordinary courage”, it needs leaders who are prepared to undertake an self-assessment which is honest, complimented by training to develop best practice on supporting LGBTIQ staff and start modelling workplace behaviours which are inclusive. With regard to organisation`s adoption of the aforementioned methods, the proof is in the pudding, so leaders should consider raising this subject up the agenda for regular discussion and monitoring. #InclusiveWorkplace #PrideMonth #LGBTQSupport #WorkplaceDiversity #LeadershipMatters https://lnkd.in/gGncBRXg

Standing Up to Inappropriate Behaviour   At A Taste of Harmony, we believe that fostering a respectful and inclusive environment is crucial for a thriving workplace. We have a series of fact sheets on our website to help organisations support cultural diversity outside of the A Taste of Harmony period.   This week’s fact sheet focuses on "Bystander Behaviour in Organisations," providing insights and actionable steps to take when you witness inappropriate behaviour in the workplace.   Spotlight on Jasmine’s Story:   Jasmine felt increasingly uncomfortable in the tearoom where conversations deriding women's clothing from other cultures were taking place. Despite being a junior staff member, she raised her concerns with her team leader, John. He addressed the issue with the senior leaders involved, emphasising that such behaviour was unacceptable and implementing specific counselling for those individuals.   Why Supporting Others Matters:   Here are some key takeaways from our fact sheet:   1. Notice and Act: Be aware of when others are treated unfairly and take action, even if it feels outside your role. 2. Lead by Example: Team leaders play a critical role in setting the tone. Address inappropriate behaviour immediately to prevent it from becoming normalised. 3. Provide Support: Allies make it easier for others to speak up about their experiences and needs. Check in with colleagues who seem anxious or upset. 4. Be Proactive: Call out injustice when you see it. Demonstrate that support counts and make inclusion a priority.   By standing up against discriminatory behaviour, we reinforce a culture of respect and inclusion. Let’s continue to support each other and create a workplace where everyone feels safe and valued.   You can find the fact sheet here: https://lnkd.in/gA7N6F9M   #CulturalDiversity #Inclusion #BystanderBehaviour #TeamWork #Empathy #ATasteOfHarmony