Inclusion 101™
Optimizing Our Diversity Potential

Inclusion starts with each of us!

Inclusion means making sure that everyone has an opportunity to be on the team, to contribute; and that we participate and contribute whenever we can. That can seem straightforward. But in our "high demand, fast-paced, stress-filled" world, it's easy to forget to ask people "Is this going to work for you?" Remember this… inclusion doesn’t just happen.

We have to be intentional about it. And a good way to start is by asking ourselves:

• Have I taken steps to ensure that everyone feels included?
• Am I aware how my behaviors cause people to feel excluded?
• Do I engage in behaviors that cause people to feel included or even excluded?
• And finally, do I contribute and participate whenever I can?

Inclusion starts with each of us. Just as we choose our attitude each and every day, we can choose to include others!

Overcoming Generational Stereotypes in the Modern Workplace

Overcoming generational stereotypes, such as the belief that older employees struggle with technology, is essential in the modern workplace. It's important to recognize that proficiency with new software is not inherently linked to age but rather to individual experience and training. To address this, workplaces can offer tailored training programs that accommodate different learning paces and styles, ensuring that all employees, regardless of age, have the opportunity to become adept with new tools.

Additionally, fostering a culture of patience and peer support can encourage employees to seek assistance without fear of judgment. By doing so, companies not only enhance the skills of their workforce but also dismantle harmful stereotypes, creating an environment where every employee is valued for their contribution and not defined by their age.

Mary the Dinosaur

Summary: An employee expresses difficulty adapting to new expense report software and doubts that their older colleague can learn it, making an ageist remark. Another colleague defends the older employee, recalling her adaptability and helpfulness during a previous software upgrade.

Preview the Program ‌

Diverse Relationships at Work: Navigating Discomfort and Respect

Navigating diverse relationships in the workplace, such as a married gay couple, requires a balance of respect and the ability to manage discomfort that may arise from unfamiliarity or personal beliefs. It's crucial for a workplace to uphold a culture of respect and equality, ensuring that all relationships are treated with the same level of professionalism and courtesy.

This approach not only adheres to anti-discrimination laws but also promotes a positive work environment where all employees feel valued and respected. Addressing any discomfort openly through training and dialogue can help foster understanding and acceptance, while also reinforcing the company's commitment to diversity and inclusion. By doing so, the workplace becomes a model of respect and support for all forms of diversity, which can enhance team cohesion and the overall company morale.

His Husband

Summary: Jerry expresses discomfort with Vincent displaying a photo of his husband at work, calling it inappropriate. A colleague reminds Jerry that workplace respect is paramount, regardless of personal beliefs, and that Vincent's photo is no different than any other employee's family picture.

Preview the Program ‌

Why Respecting Cultural Attire Matters in the Workplace?

Respecting cultural attire in the workplace, such as the hijab, is vital for fostering an inclusive and diverse work environment. It demonstrates an acknowledgment and appreciation of different cultural practices and beliefs, which is essential for creating a respectful and welcoming atmosphere for all employees.

When cultural attire is honored, it allows individuals to express their identity and maintain their cultural integrity, which can enhance their sense of belonging and confidence. Moreover, embracing cultural attire can lead to a more culturally aware workforce, encouraging open-mindedness and mutual respect among colleagues. This respect not only aligns with ethical employment practices and anti-discrimination laws but also enriches the workplace by bringing diverse perspectives and experiences into the fold, which can drive innovation and understanding in a globalized business world.

Hijab

Summary: Susan makes a disrespectful comment about Fatima's hijab, wrongly calling it a "towel." The scenario educates viewers on the hijab's cultural significance, emphasizing that attire like the hijab is acceptable at work if it's safe.

Preview the Program ‌

Scenarios Covered In This Program

• Navigating Name Biases: Overcoming preconceptions based on names and appearances.
• Generational Tech Adaptability: Addressing stereotypes about older employees and technology.
• LGBTQ+ Respect: Ensuring a respectful environment for all sexual orientations.
• Cultural Attire Acceptance: Embracing religious and cultural expressions like the hijab.
• Combating Intersectional Bias: Recognizing the multifaceted identities of employees.
• Disability Awareness: Respecting visible and invisible disabilities in the workplace.

Key Benefits for Trainees

• Fosters Inclusivity: Encourages a culture where every employee feels valued and respected.
• Reduces Bias: Helps identify and mitigate unconscious biases that affect decision-making.
• Enhances Team Dynamics: Improves interpersonal relations through understanding and respect for diversity.
• Boosts Morale: Creates a positive work environment that increases employee satisfaction and retention.
• Promotes Adaptability: Equips employees with the skills to adapt to new technologies and processes.
• Encourages Open Dialogue: Establishes open communication channels for sharing ideas and feedback.

Competencies Covered

• Empathy and Understanding: Develop a deeper understanding of diverse perspectives.
• Communication Skills: Enhance verbal and non-verbal communication techniques.
• Conflict Resolution: Gain tools to resolve conflicts with respect and professionalism.
• Cultural Competency: Learn to navigate and embrace cultural differences.
• Inclusive Leadership: Build skills to lead diverse teams with fairness and empathy.
• Adaptability: Cultivate the ability to adapt to changing demographics and technologies.

What if I don't have a training program for maintaining inclusion in the workplace?

Here are some of the negative consequences that could arise:

• Reduced Team Cohesion: You might inadvertently contribute to a work environment where team members feel isolated or undervalued.
• Legal Risks: Behaviors that violate workplace policies and legal standards, potentially resulting in legal action against you or your organization.
• Missed Personal Development: Personal growth opportunities that you'll miss, which could hinder your ability to work effectively in diverse teams.
• Impaired Decision-Making: Poor decision-making, particularly in interviewing, hiring or team-building activities.
• Professional Repercussions: Non-compliance with company training requirements, possibly affecting your career advancement or job security.
• Cultural Insensitivity: Unintentionally offend colleagues from different backgrounds, damaging professional relationships.