11/14/2022 0 Comments Diversity and inclusion tip of the day![]() A recent survey by the American Management Association (AMA) on diversity, inclusion, and belonging found that nearly 80 percent of the more than 700 participants admitted to unconscious bias, and nearly 83 percent said they have witnessed unconscious bias by others in the workplace. Either favorable or unfavorable, unconscious bias occurs when people-usually without realizing it-make judgments and take mental shortcuts based on stereotypes about someone’s race, gender, ethnicity, age, disability, or other factors. Unconscious bias, also known as implicit bias or hidden bias, poses a serious roadblock to DE&I. Managers who act inclusively invite and listen to underrepresented voices and encourage interactions between different groups, departments, job titles, and management levels. If diversity is a mix of people with different characteristics, backgrounds, abilities, experiences, and perspectives, an inclusive workplace takes diversity to the next level by involving marginalized or underrepresented people in the organization’s operations and leadership. Without inclusion, however, the crucial connections that attract diverse talent, encourage their participation, foster innovation, and lead to business growth won’t happen.” An article in Harvard Business Review, “Diversity Doesn’t Stick Without Inclusion,” explains the difference this way: “In the context of the workplace, diversity equals representation. While most people know what diversity means, the concept of inclusion requires a different level of understanding. Understanding the difference between diversity and inclusion.These five training topics are among the essentials for fostering a more open, welcoming, and inclusive workplace culture: Like any content created to engage consumers, diversity training should be relevant, interactive, and updated regularly to reflect changes that are happening inside and outside of the workplace. And almost half (49 percent) have added or plan to add training on these topics to existing educational initiatives.Īs work environments evolve (many organizations are allowing employees to work from home permanently), online training must evolve with it-both in content and user experience. Training also serves as a flexible tool to communicate an organization’s DE&I goals and expectations, encourage candid conversations and feedback, and provide practical tactics for being more inclusive in everyday interactions.Ī recent SHRM (Society for Human Resource Management) survey of 1,275 HR professionals found that 52 percent of organizations are providing or plan to provide new training on unconscious bias, equity, inclusion, and other diversity-related topics. Creating a more diverse and inclusive workplace culture requires many pieces working together-developing a long-term strategy gaining leadership’s buy-in allocating sufficient resources and coordinating communications, training, and education.įor HR and Training leaders, implementing an effective diversity training program is one of the key components of improving workplace culture and fostering inclusive behaviors. A global pandemic, polarizing politics, and movements for racial and social justice have propelled Diversity, Equity, and Inclusion (DE&I) to the forefront in organizations around the world. ![]()
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