Recorded on January 18, 2023
Diversity, equity, inclusion, and belonging (DEIB) programs are a big part of everyday life, and your workplace certainly isn’t an exception. When done right, DEIB drives the organization’s culture, increases employee engagement, encourages innovation, and empowers productivity. In this recording, TaskHuman coaches walk you through how to actively create a diverse, equitable, and inclusive workplace that fosters a sense of belonging.
Here are the five key takeaways from this webinar replay:
- Understand diversity, equity, inclusion, and belonging (DEIB)
- Build empathy through observations
- Recognize unconscious bias and improve your communication
- Practice and encourage inclusive conversations
- Develop a culture of allyship at work
ON-DEMAND: Introduction To DEIB Programs
We know we couldn't get to all your questions during the webinar, so our TaskHuman coaches have responded below:
- There is a lot written in a negative light about the word "woke". That is large in the political climate of our nation. Employees are on both sides of this phrase. Some may see "DEIB" as a "woke initiative". How should our leaders address that?
Vuyanzi: Saw this question, my first thought is that the word “woke” is a colloquialism. Using words like this can become a distraction from the real issues. Any diversions from the work should be rerouted to the topic of DEIB and why this is important to society.
- Would you mind giving a couple of concrete examples of how it might sound to respectfully call someone in who has said or done something that I find hurtful or offensive, and how it might sound to respond to someone letting me know I have messed up and done/said something that caused harm?
Manon: Focus on common intention/shared values regarding the topic. Say how what they say impacted x,y,z. Explain why the impact was so negative (related to oppression of xyz). Verify what they think of hearing it this way and be open to respectful disagreement.
Rhonda: May, I share something important with you? I felt hurt or I was offended when you said or did x, y, z is that how you meant to make me feel? I appreciate you bringing that to my attention, I was not aware of how what I said or did caused harm. What could I have said or done differently?
Vuyanzi: Part A: I like using words such as “I respectfully disagreed when…” explain the situation; “When I heard you say xxx, I felt xxx.” Part B: Listen to understand. Listen with your heart. Repeat what you have understood.
- Which kind of initiatives would you suggest to promote inclusion in an organization?
Manon: This is no one fits all. It´s important to start with collecting data about the current situation regarding DEIB in the organization and based on the people´s feedback, create meaningful actions. Such survey should also have space for open comments (anonymously).
Rhonda: Pulse check is this what we want, listening sessions, town halls,? Get support from all levels of leadership, relay the support for the initiative to the entire organization.