Michael Weslosky’s Post

Everyone has different approaches to conflict. While some styles are more confrontational, others are more avoidant, or maybe somewhere in the middle. The way we engage with conflict, however, may directly impact our organization's wellbeing. In this blog by Robin Anselmi, she shares how choosing to engage in conflict may actually increase a community's well-being and individuals' sense of belonging and inclusion. Read the full piece here: https://lnkd.in/gpNRPGG4 #conflict #wellbeing #inclusion #conversationsarethework

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

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

📣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

"While civility is essential, there can be risks when you prioritize it over core principles like diversity, equity, inclusion and psychological safety." Forbes Shayla N. Atkins, PHR, SHRM-CP, LSSBB #civility #foundation #inclusion #behavior #communication #workplace #conflict #mentalhealth #priortizing #change #balance

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

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

🔍 Unlocking the Power of Inclusion: The First Step Towards Psychological Safety 🔍 Diversity, Equity, and Inclusion (DEI) have rightfully taken center stage in corporate discussions. But amidst these buzzwords, one crucial aspect often gets overlooked: Inclusion, the cornerstone of Psychological Safety, as outlined by Dr. Timothy Clark. Today, let's dive into the first stage: Inclusion Safety. Inclusion Safety goes beyond mere acceptance; it's about embracing individuals for who they are, with all their unique attributes and characteristics. It's a fundamental human right, owed to each and every one of us. After all, inclusion should stem from recognizing a person's inherent worth, not from arbitrary judgments of worthiness.  But here's the kicker: while Inclusion Safety is a given, the subsequent stages – Learner Safety, Contributor Safety, and Challenger Safety – are earned through effort and accomplishment. They're not handouts; they're achievements forged through dedication and skill. Consider this scenario: You're invited to an event and you are hoping to be greeted with warmth and acceptance. Upon arrival you're met with indifference and silence. You find yourself invisible like a ghost amidst the crowd.. The food on offer doesn't align with your dietary needs, leaving you feeling like an outsider, alienated, and excluded. You leave, questioning the authenticity of the inclusivity touted by the hosts. It's time for a reality check. Are your efforts towards inclusivity genuine, or are they merely superficial gestures? True inclusion isn't about ticking boxes; it's about fostering a sense of belonging and acceptance for all. So, as you navigate the DEI landscape, remember: Inclusion isn't just a buzzword – it's the bedrock of Psychological Safety. Let's ensure our actions reflect our commitment to creating environments where everyone feels seen, heard, and valued. 💡 #Inclusion #PsychologicalSafety #DiversityandInclusion #Belonging

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