Kelp (formerly KelpHR)’s Post

👻 Don't be scared to start the conversation around equity, diversity and inclusion (EDI) 👻 In recent years, conversations around equity, diversity, and inclusion (EDI) have significantly increased. As a key part of what we do at BelongHR we often ask people why they haven't yet engaged in any awareness raising and education around EDI, and it's often fear that comes up. 🎃 Fear of saying the wrong thing 🎃 Fear of offending 🎃 Fear of not understanding 🎃 Fear of using the wrong language 🎃 Fear of feeling uncomfortable Initiating a conversation about EDI can seem daunting, but it's crucial for creating a more inclusive and understanding environment. And in order to learn and grow, we have to be okay with making mistakes and feeling uncomfortable, be open to listening and appreciating different perspectives. EDI conversations at work are essential because they help break down barriers and encourage diverse perspectives, fostering a culture of respect and empathy. Taking the fear out of EDI is a journey, not an overnight transformation. Rather than avoiding the conversation, there are some practical strategies you can start to employ to help prepare: 🕸️ To start, approach the topic with an open mind and a willingness to listen and learn. Encourage participation by creating a safe space where everyone feels comfortable sharing their experiences and viewpoints. 🕸️ Remember, it's okay not to have all the answers; what's important is the commitment to growth and positive change. By engaging in these discussions, you're taking a vital step toward building a more equitable and inclusive community. The more we talk about #Equity #Diversity #Inclusion the easier it becomes. Get in touch or visit our website to learn more www.belonghr.co.uk #HappyHalloween #DontBeScared

Did you know that 47% of Indian organizations have now implemented formal diversity and inclusion (D&I) policies, compared to just 25% a few years ago? 🌍📊 While this shift is encouraging, it makes us wonder: How aware are we as individuals and as a society about the importance of D&I? Are we consciously adopting and promoting inclusive behavior in our everyday interactions at the workplace? Policy is just the first step, but true inclusion happens when there is awareness, acceptance, and action. Are we creating spaces where everyone feels seen, heard, and valued? 🌱✨ Let’s reflect on how we can contribute to a culture where diversity isn't just a policy but a lived experience. There’s still a long way to go, but together we can make a difference. 💡🤝 Seema Chauhan #DiversityAndInclusion #WorkplaceCulture #InclusiveLeadership #ProgressiveWorkplace #DEI #EmpoweringWorkspaces #Aaraambh

Is Belonging the new DEI Buzzword?   I'm not going to lie, I'm not yet sold on comfortably and confidently using 'belonging' in the DEI space, it still feels 'fluffy' to me - and for those that know me personally, that's saying a lot.   My privilege isn't lost on me - cisgender female, white, educated because of easy access, stable financial resources, close family and friends (and sure, who's a proud ADHD-er) - who am I to make an assessment on what 'belonging' means to an individual or group, or strategies to increase belonging for these people? In fact, the measurement of 'belonging' gives me the ick because of the potential of confirmation bias within organisations, who give themselves a pat on the back when their survey results come back favourably.   So you have 80% of your team feeling like they belong? Super, but of those 80% that feel like they belong - are they being paid equitably? Do they have a seat and an invitation to speak at the table where decisions are being made? Do they have dignity and ease when accessing reasonable adjustments? Are they safe from abuse when walking down the street on their way to work? Do they bear the cultural/colonial load within their teams? Does the energy we're investing into belonging dilute the much-needed effort and work still to be done on diversity, equity and inclusion? When we have true DEI - isn't belonging a by-product?   My personal jury is still out on belonging, but I'm keeping an open mind to listen and learn more about it and the role belonging has to play in our workplaces. What are your thoughts friends?   Thanks to AHRI and the amazing panel for today's member webinar that has challenged my assumptions and thinking. Bree Gorman, you're an absolute superstar for keeping it real, I'm grateful from what I regularly learn from you, your work and authenticity. #DEI #AHRI #diversity #inclusion #hr

Hey everyone, I wanted to share something that's really close to my heart. As someone who's passionate about HR, I believe that making sure everyone feels safe, valued, and happy at work is non-negotiable. That's why Diversity, Equity, and Inclusion (DEI) matter so much to me, and why I think they're vital for every company, no matter its size. Think about it like this: when you walk into work, you should feel like you belong, right? Like you can be yourself without worrying about what others might think. That's what DEI is all about—making sure every single person feels like they're part of something special, something inclusive. But it's not just about policies and rules—it's about the little things too. It's about listening when someone speaks up, really listening. It's about celebrating differences and learning from each other. It's about making sure everyone knows they matter, every single day. As HR folks, it's on us to be champions for DEI. It's our job to make sure nobody feels left out, nobody feels like they don't belong. Because when people feel safe and happy at work, they do their best work. And isn't that what we all want right? So let's keep working together to make our workplaces places where everyone feels safe, valued, and happy. Because when we do that, we're not just building better businesses—we're building better lives. #EmbracingDiversityEquity #Inclusion #CreatingSafeHappy #Workplaces #DEI #InclusionMatters #HRAdvocate #SafeAndHappyWorkplaces

Hey Network! 👋 I am so thrilled to share my feature with Bizcommunity.com. Here’s my take on achieving DEI in the workplace, overcoming gender barriers and redefining the traditional career path. #bizcommunity #HRManagement #humanresources #womensmonth #talentspecialist #DEI #career #management #careertips

"I thought you would support her since you are Igbo." These words were directed at me by an employee yesterday. It didn't come as a surprise, as many within our organization seem to have lost faith in the principles of equality and justice.It's imperative to treat all employees with fairness and impartiality. Personally, I vehemently oppose tribalism.I firmly believe in upholding principles of justice and equity, regardless of tribal affiliations. Such biases have no place in our workplace.Allow me to reiterate: I will never condone discrimination or favoritism. Our company's overarching objectives are far too significant to be jeopardized by such divisive practices.Consider the consequences if such behavior is allowed to persist:1. Employees become demotivated. 2. Valuable talents may depart from the company. 3. Strife and resentment can impede teamwork. 4. The company risks losing market share and cannot adapt to competition or change effectively.It's crucial to ensure equity and impartiality in all our actions and decisions. Let's work together to foster a workplace culture built on respect, fairness, and equal opportunity for all. #Management #HumanResources #Equity

🤙🏾Diversity Discussions hits again! 🤙🏾 When working in EDI, we talk a lot about building strong diverse teams. But the order of events is often wrong, in this logic. 🤨 First you have to personally know and fall in love with what inclusive teams bring to you and your community/team/workplace. 👏🏽 Enjoy difference of opinions, enjoy challenge, enjoy the creativity of different voices in a room…. When Kanika S. looks at the teams she has built, the most common thread is that they almost subconsciously become more diverse, because they are always working to be inclusive by practice. 👷🏽♂️ The special thing about those teams….. often then have a solid thread of similar lived experience, because they are the people that have often fought to get into the role, room, profession in the first place.🏄🏾 #diversitydiscussions #edi #diverseteams #community #inclusive #livedexperience #teams #buildingteams #recruitment #womenwholead #womenintech

Why Do People Get Angry When Called "Naukar" Instead of "Employee"? In the workplace, the language we use significantly impacts relationships and morale. Referring to someone as a "Naukar" instead of an "Employee" can evoke negative reactions for several reasons: ✅ Cultural Context: In many cultures, particularly in South Asia, the term "naukar" (servant) carries connotations of subservience and a lower social status. This implication can be perceived as derogatory in professional settings. ✅ Respect for Status and Dignity: Individuals take pride in their roles and contributions to their organizations. Labeling someone as a "naukar" undermines their professional identity and dignity, which can be deeply offensive. ✅ Power Dynamics: The use of "naukar" may create feelings of being belittled, especially when used by someone in a position of authority. Such language can foster resentment and a sense of inequality within the workplace. ✅ Professional Identity: For many, work is closely tied to their identity. Using a term with negative implications disregards their skills, expertise, and the value they bring to the organization. ✅ Contextual Sensitivity: The intent behind using the term is crucial. If "naukar" is employed in a teasing or condescending manner, it is likely to provoke anger, while the neutral term "employee" promotes a sense of respect. ✅ Generational Awareness: Younger generations tend to be more attuned to the implications of language and may react strongly to perceived disrespect, making it essential to use terms that reflect their professional status. In summary, fostering a respectful and inclusive environment in the workplace starts with the language we choose. Referring to individuals in ways that honor their professional roles promotes a culture of equality and respect, leading to healthier working relationships and improved morale. Written By : Manan Negi

What's your workplace approach to inclusion? EDIB or AJEDI? In the contemporary workplace, fostering an environment of inclusivity and respect has transcended being merely commendable to becoming an indispensable facet of organisational culture. Two acronyms have emerged at the forefront of this paradigm shift: EDIB (Equity, Diversity, Inclusion, and Belonging) and AJEDI (Justice, Equity, Diversity, and Inclusion). This blog aims to elucidate the nuances between these frameworks, expand on their implications for fostering inclusivity, and introduce practical tools such as support packs and training bundles designed to embed these values deeply within an organisation's DNA. Understanding inclusion using either EDIB and AJEDI frameworks At first glance, EDIB and AJEDI might appear to be mere collections of buzzwords, but they encapsulate profound principles that are pivotal for nurturing a truly inclusive workplace. EDIB stands for Equity, Diversity, Inclusion, and Belonging. It's a holistic approach that: Ensures Equity by providing fair opportunities and resources for all individuals to thrive. Celebrates Diversity by acknowledging and valuing the rich tapestry of human differences. Fosters Inclusion by creating environments where everyone feels welcomed and valued. Cultivates a sense of Belonging where individuals are not just present but feel intrinsically part of the organisational fabric. AJEDI, on the other hand, introduces Justice into the mix, advocating for an active stance against inequalities and systemic barriers that hinder true inclusivity. It involves: Championing Justice by addressing and dismantling systemic barriers and biases. Promoting Equity to ensure fairness in treatment and opportunities. Embracing Diversity as a source of strength and innovation. Ensuring Inclusion where diverse voices are not just heard but are influential in decision-making processes. Bridging the Gap with Practical Tools Understanding EDIB and AJEDI is one thing; implementing them effectively is another. To bridge this gap, organisations are increasingly turning to practical tools such as support packs and training bundles tailored to these frameworks. If you need support in bringing your Inclusion efforts to live and make them more visible, talk to me about inclusion champion badges, bundles and visibility packs. #MakingWorkWorkForEveryone #Inclusion #EDIB #AJEDI #Neurodistinct

"Building a More Inclusive Workplace: Key Learnings from our EDI Workshop” Fostering a just, diverse, and inclusive organization should be every personnels’ responsibility within an organization. This not only positively impacts the organization's image but also enhances its competitiveness with more productive team members from diverse backgrounds. This message was conveyed by IBCWE during a workshop on "Equity, Diversity, and Inclusion" in collaboration with Monash University, Indonesia on October 17, 2024.      In the session, we discussed how some organizations only understand the EDI on the surface that touches on age, gender, and disability. To ensure the implementation of EDI could bring the best benefit, there is a need to go beyond the surface-level.       EDI should acknowledge and respect the unique perspectives and experiences of every individual. As Wita Krisanti, our Executive Director, shared, “while we are all different, that should never be a justification for not acknowledging anyone's basic rights.”      Key takeaways from our workshop include:   ✅ The need for balanced representation. We discussed the importance of having equal representation of men and women, particularly in public-facing roles.   ✅ Open dialogue and shared understanding. To foster a truly inclusive workplace, it's essential that all stakeholders have a common understanding of DEI principles.   ✅ Preventing and addressing harassment. We explored strategies to prevent and address sexual harassment in the workplace, emphasizing the importance of creating a safe and respectful environment for everyone.      Through engaging group discussions, participants developed practical strategies for addressing challenging EDI scenarios. For instance, we examined how to respond to discriminatory behavior from a supervisor.     ---    Are you interested in learning more about creating a more inclusive workplace? Let's connect and discuss how we can work together to foster a culture of equity, diversity, and inclusion.    #DEI #DEItraining #DiversityEquityInclusion