Pinky Basak’s Post

Creating a workplace environment that genuinely supports diversity and inclusion requires more than just policies on paper; it demands a shift in organizational culture, attitudes, and behaviors that recognize and celebrate the strengths and capabilities of all employees. As documented in the Whitnah complaint, several instances highlight her experiences, where she faced actions that could be interpreted as disrespectful or bullying by her employer's CEO and others in senior leadership. These instances include: Scolding by the CEO: Ms. Whitnah was reportedly scolded by the CEO for her communication style in an email sent to the executive team, which was perceived as too direct or not sufficiently deferential. The CEO's feedback to Ms. Whitnah emphasized a preference for a communication style that he considered more appropriate, implicitly suggesting that her approach was overly assertive or aggressive. Questioning of Professional Competence: The CEO questioned Ms. Whitnah's decisions and actions in her professional capacity in front of others, contributing to an environment where her competence and authority were undermined. This includes criticisms of her performance and decisions in her role, without apparent justification based on her actual work outcomes or achievements. Exclusion from Professional Opportunities: Ms. Whitnah was excluded from meetings and professional opportunities relevant to her role and responsibilities. This exclusion limited her ability to contribute effectively to the organization and impeded her professional growth and recognition within the company. Differential Treatment Compared to Male Colleagues: The document describes a pattern of differential treatment, where Ms. Whitnah's male colleagues were not subjected to the same level of scrutiny, criticism, or exclusion. This suggests a gendered dimension to the challenges she faced, where her experiences differed from those of her male counterparts under similar circumstances. These instances collectively point to a workplace environment where Ms. Whitnah faced behaviors that could be categorized as disrespectful or bullying, with a probable underpinning of gender bias. The screen capture below comes from the case (Case 1:23-cv-03364) filed on 11/09/23 by Ms. Whitnah in the United States District Court for the District of Columbia. It is one of many instances recorded in the suit that align with the theory of "gendered organizations," which suggests that organizational structures, practices, and cultures inherently favor masculine ways of working and leading, often marginalizing women's contributions and styles. This theory can explain why Ms. Whitnah's direct communication style was criticized, as it may have conflicted with the organization's implicit gender norms favoring a more deferential approach traditionally associated with femininity.

Diversity in the workplace is often mistakenly viewed as a purely ethical initiative, a matter of “doing the right thing” but with limited direct impact on a company’s bottom line. This is wrong. In this article, we’ll explore why diversity isn’t just ethical, it’s profitable. We’ll delve into the changing expectations of the workforce and how a commitment to inclusion directly impacts your bottom line. #DiversityHiring #InclusiveHiring #DiversityandInclusion https://lnkd.in/dK3DySRB

🌍 𝑻𝒉𝒆 𝑩𝒂𝒕𝒕𝒍𝒆 𝑨𝒈𝒂𝒊𝒏𝒔𝒕 𝑫𝒊𝒔𝒄𝒓𝒊𝒎𝒊𝒏𝒂𝒕𝒊𝒐𝒏 𝒊𝒏 𝒕𝒉𝒆 𝑾𝒐𝒓𝒌𝒑𝒍𝒂𝒄𝒆: 𝑨 𝑪𝒂𝒍𝒍 𝒇𝒐𝒓 𝑪𝒉𝒂𝒏𝒈𝒆 🌍 Despite all the strides we've made in the workplace, discrimination and bias continue to hold people back, often in ways we don't even see. Here are some eye-opening facts that reflect the reality many employees face daily: 1️⃣ 𝐆𝐞𝐧𝐝𝐞𝐫 𝐏𝐚𝐲 𝐆𝐚𝐩 : Women globally earn 20% less than their male counterparts for similar roles. The gap is even larger for women of colour and those in higher leadership positions.  2️⃣ 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲: Only 5% of Fortune 500 CEOs are women, and less than 2% are people of colour. This glaring gap in leadership diversity is a stark reminder of how far we still need to go.  3️⃣ 𝐈𝐦𝐩𝐥𝐢𝐜𝐢𝐭 𝐁𝐢𝐚𝐬 𝐢𝐧 𝐇𝐢𝐫𝐢𝐧𝐠: Research shows ethnic-sounding names on resumes are less likely to receive call backs, even when qualifications are identical. These unconscious biases harm opportunities for people from diverse backgrounds.  4️⃣ 𝐋𝐆𝐁𝐓𝐐+ 𝐃𝐢𝐬𝐜𝐫𝐢𝐦𝐢𝐧𝐚𝐭𝐢𝐨𝐧: Nearly *half of LGBTQ+ employees feel they must hide their identity at work to avoid discrimination or bias. 5️⃣ 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐑𝐞𝐯𝐢𝐞𝐰𝐬 & 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐁𝐢𝐚𝐬: Employees from minority backgrounds often face biased performance reviews, where subjective qualities like “fit” outweigh actual skills and performance. This impacts career progression and opportunities for advancement. But there’s a brighter side to this story. Diversity and Inclusion (D&I) aren't just about fairness—they’re also about business success. Companies that embrace diversity outperform their competitors by 33%, and organizations committed to D&I see 20% higher retention rates among underrepresented groups. 💡 𝐈𝐭'𝐬 𝐜𝐥𝐞𝐚𝐫: A more inclusive workplace doesn’t just benefit employees, it drives better outcomes for businesses as well. Now, imagine if we all made a conscious effort to eliminate bias and build inclusive, supportive environments. We can make the workplace a space where everyone, no matter their gender, ethnicity, or background, can thrive. 🌟 𝑳𝒆𝒕’𝒔 𝒕𝒂𝒍𝒌 𝒂𝒃𝒐𝒖𝒕 𝒉𝒐𝒘 𝒘𝒆 𝒄𝒂𝒏 𝒄𝒉𝒂𝒏𝒈𝒆 𝒕𝒉𝒊𝒔 𝒕𝒐𝒈𝒆𝒕𝒉𝒆𝒓. 🔗 If you're ready to make a difference or need advice on fostering a more inclusive culture, book a clarity call with Najma. She’s an expert in D&I strategies and will help you take actionable steps toward a more inclusive, bias-free workplace. 👇   𝐁𝐨𝐨𝐤 𝐚 𝐂𝐚𝐥𝐥 𝐰𝐢𝐭𝐡 𝐍𝐚𝐣𝐦𝐚 : (𝐡𝐭𝐭𝐩𝐬://𝐭𝐨𝐩𝐦𝐚𝐭𝐞.𝐢𝐨/𝐧𝐚𝐣𝐦𝐚_𝐬𝐡𝐚𝐫𝐢𝐟𝐟) #WorkplaceDiversity #InclusionMatters #EndDiscrimination #BiasFreeWorkplace #EqualityForAll #InclusionIsInnovation #Leadership #DiversityAndInclusion

Despite the growing attention to fostering positive company cultures, toxic managers continue to be a prevalent issue in today's workplaces. According to a recent survey conducted by Monster, a staggering 76% of employees have encountered a toxic boss at some point in their careers. While some may argue that these managers have good intentions, the truth is that their harmful behaviour can wreak havoc on a company, driving away valuable talent. The detrimental effects of their negativity extend beyond just their immediate team, impacting the entire organization and leaving employees feeling disheartened, cautious, and emotionally drained. This toxic environment inevitably leads to higher rates of employee turnover, with some individuals even opting to leave the industry altogether. Today's topic #Microaggressions: Despite appearing harmless at first glance, these subtle comments or actions can accumulate over time, causing significant psychological distress and diminishing productivity. Examples include using derogatory nicknames, unfairly treating individuals based on their gender or background, or encroaching on personal boundaries. Microaggressions are often directed towards women, Black individuals, LGBTQ+ members, minorities, religious groups, and individuals with disabilities. Here are some examples of #microagression in the workplace - Mansplaining :It happens when a male co-worker forcibly tries to convey something to a female. Even if the female didn’t ask about it and she might have more knowledge than he does. - Environmental microaggression: it happens when an industry doesn’t have much diversity. It includes gender, ethnicity, race, or sexual orientation. -Sexism: This is not related to a specific gender. any verbal or non verbal actions that are directed to gender labelling , role stereotypes or physical focus .Anyone, either it’s a female or a male, can make sexist comments. -Assuming cultural practices based on stereotypes

Thanks again to theHRDIRECTOR for publishing another one of my #Inclusion articles! This short article shares tips for Navigating #gender identity conversations, and is especially written for #CEOs, #CHROs, #CPOs, and #ERG Leaders. https://lnkd.in/efmgfTmZ

WHAT SHOULD THE CAPTAIN'S ATTITUDE BE TO CREATE A HEALTHY WORKING ENVIRONMENT WHEN A FEMALE OFFİCER OR CREW MEMBERS JOINS THE SHİP? The captain's attitude is crucial for creating a healthy and professional working environment on a ship when a female officer or crew member joins. The captain's approach shapes the overall behavior of the crew and contributes to the establishment of a harmonious work environment. The following steps can help the captain manage this process: 1. Equal and Impartial Attitude The captain should evaluate all crew members equally, regardless of gender. The competence, experience, and contributions of the female officer or crew member should be assessed based on job performance rather than gender. By acting impartially, the captain can encourage the crew to accept the female crew member as an equal team member. 2. Respectful Communication It is important to create an open and respectful communication environment. A space should be provided for the female crew member to express her thoughts, opinions, and needs comfortably. Encouraging all crew members to approach each other respectfully and supportively can strengthen team dynamics. 3. Establishing Behavior Guidelines Clear behavior guidelines should be established on the ship. A zero-tolerance policy should be implemented for gender discrimination or inappropriate behavior, and all crew members should be informed about these guidelines. The captain should emphasize that these rules protect not only female crew members but all team members. 4. Training and Awareness Programs Organizing training on gender equality and respect within the team can create awareness among crew members. Such training can help reduce biases and contribute to a healthier working environment. The training content should include topics such as overcoming gender-based biases, communication skills, and teamwork. 5. Prompt Intervention and Support The captain should intervene immediately when observing gender-based discrimination or negative behaviors. Responding effectively to such situations can prevent the recurrence of these behaviors. A support mechanism should be established for the female crew member to express her issues openly and receive assistance when needed. 6. Supporting Development The captain should provide equal opportunities for the female officer or crew member to develop her career. This can be achieved through training, mentorship, or leadership roles. The captain should play an encouraging role in helping female employees enhance their skills and prove themselves. 7. Ensuring Privacy and Comfort Attention should be paid to the privacy of female crew members to ensure they feel comfortable. Sensitivity should be shown regarding the use of common areas. This ensures that all crew members feel safe and comfortable. 8. Building Team Spirit and Togetherness The captain can organize social events that strengthen solidarity within the crew, +comments

Diversity and Inclusion Initiatives: 5 Tips for a More Inclusive Workplace 1. Develop Inclusive Policies   Start by establishing comprehensive policies that promote diversity and inclusion. This includes anti-discrimination policies, flexible work arrangements, and equal opportunity hiring practices. Ensure these policies are clearly communicated and consistently enforced across the organization. 2. Offer Diversity Training Provide regular diversity and inclusion training for all employees, including leadership. These programs should cover unconscious bias, cultural competency, and inclusive behaviors. Training helps raise awareness, fosters understanding, and equips employees with the tools to contribute to an inclusive environment. 3. Create Employee Resource Groups (ERGs) Support the formation of Employee Resource Groups (ERGs) that represent different demographics within your organization, such as gender, race, LGBTQ+, and disability groups. ERGs provide a platform for employees to connect, share experiences, and advocate for positive change within the company. 4. Promote Diverse Leadership Ensure diversity at all levels of the organization, especially in leadership roles. Implement mentorship and sponsorship programs to support the career growth of underrepresented groups. Diverse leadership brings varied perspectives and drives better decision-making. 5. Foster an Inclusive Culture Encourage an inclusive culture where all employees feel valued and respected. Celebrate cultural events, recognize diverse holidays, and encourage open dialogue about diversity and inclusion topics. Acknowledge and reward behaviors that promote inclusivity and create a sense of belonging.

Creating a gender-inclusive workplace is an ongoing process that demands intentionality, education, and compassion. As more employees courageously choose to live authentically and consider gender transition, it’s essential that employers are proactive in understanding how they can create supportive and safe workplace practices and environments that uplift employees along this deeply personal journey. “Gender transition is the process of an individual aligning their gender identity with their internal sense of self. This process can include social, legal, and medical steps to live as the gender they identify with.” While including pronouns at work is a step forward, it barely scratches the surface of fostering true inclusivity. The work to create safe workplace environments for all employees takes careful preparation, education, and support. Currently: 👤 Over half of transgender employees say they are not comfortable being out at work 👥 Two-thirds remain in the closet in professional interactions outside their own companies 💰 Cisgender employees make 32 % more money a year than transgender employees (even when the latter have similar or higher education levels) Read our blog “Supporting Gender Transition in the Workplace: An Employer’s Guide” by Jes Osrow, SHRM-SCP, PAHR to learn how fostering a workplace where every individual feels valued, respected, and free to express their authentic self is the future of true inclusion work: https://lnkd.in/dz_8kUBD #InclusiveWorkplaces #DEI #Pronouns #GenderInclusion

Though companies are taking measures to ensure diversity and inclusion in the workforce, episodes of microaggressions can disrupt an organisation’s culture and leave a negative impact on employees’ mental well-being to the extent that they might even quit their jobs. Such remarks often target one’s gender, race or sexual orientation. If such issues are not addressed on time, they can lead to the creation of a hostile work environment. Employees will constantly feel alienated. Hence, it’s important to understand such issues, their long-term impact and how organizations can eliminate them. https://lnkd.in/givKpJAf

Four in five employees want to work for a company that values diversity, equity, and inclusion. As Pride month is getting close to the end let us share why exactly this moves the Earth? 𝑷𝒐𝒘𝒆𝒓 𝒐𝒇 𝒊𝒏𝒄𝒍𝒖𝒔𝒊𝒐𝒏 When people feel included at work, they are more likely to practice healthy habits and focus on self-improvement. Inclusion makes them feel supported and valued, which encourages long-term health and growth. In contrast, those who feel excluded often seek short-term gains and take more risks, neglecting their well-being. 𝑫𝒆𝒄𝒓𝒆𝒂𝒔𝒆𝒅 𝒈𝒓𝒐𝒖𝒑𝒕𝒉𝒊𝒏𝒌 Avoiding groupthink, where individuals conform to group opinions and avoid dissent. This makes a big impact since diverse teams bring varied skill sets, experiences, and perspectives which will create new ideas 𝑰𝒏𝒏𝒐𝒗𝒂𝒕𝒊𝒐𝒏 Inclusive companies are nearly twice as likely to be seen as innovation leaders. Diverse teams generate fresh ideas and unique approaches, driving creativity and leading to more innovations. 𝑫𝒂𝒕𝒂 𝒕𝒉𝒂𝒕 𝒔𝒑𝒆𝒂𝒌𝒔 'About three-in-ten say it is extremely or very important to them to work somewhere with a mix of employees of different races and ethnicities (32%) or ages (28%). Roughly a quarter say the same about having a workplace with about an equal mix of men and women (26%) and 18% say this about a mix of employees of different sexual orientations' (https://lnkd.in/dH8UXMNg) 𝑹𝒆𝒔𝒑𝒆𝒄𝒕 Inclusive workplaces that value diversity foster a sense of belonging, making employees feel respected and valued for their unique contributions. This boosts morale, satisfaction, and engagement, leading to higher retention rates and reduced turnover. According to Glassdoor's Diversity and Inclusion Study, 76% of job seekers consider diversity an important factor when evaluating job offers. (https://lnkd.in/gZVz6qUU) 𝑬𝒒𝒖𝒊𝒕𝒚 𝒗𝒔. 𝑬𝒒𝒖𝒂𝒍𝒊𝒕𝒚 Equality in the workplace means treating all candidates and employees the same and offering them identical opportunities, regardless of their age, gender, race, religion, sexual orientation, or other demographics. For example, in recruitment, equality would involve giving all candidates the same amount of time to complete a work assignment. However, equity goes a step further by recognizing and addressing individual needs to ensure everyone has a fair chance to succeed. This means providing the same opportunities while considering the specific support or resources each person might require. For instance, equity in recruitment would allow extra time for candidates with dyslexia to complete the assignment, truly leveling the playing field. Understanding and implementing both equity and equality are crucial for an inclusive and supportive work environment. (https://lnkd.in/grzkh_ck ) #gothenburg #pridemonth #diversity