{"id":5945,"date":"2021-09-03T08:20:14","date_gmt":"2021-09-03T07:20:14","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=5945"},"modified":"2021-09-21T14:58:17","modified_gmt":"2021-09-21T13:58:17","slug":"cultivating-belonging-and-involving-employees-in-the-development-of-di-strategies","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/cultivating-belonging-and-involving-employees-in-the-development-of-di-strategies","title":{"rendered":"Cultivating belonging: Involving employees in D&I strategies"},"content":{"rendered":"\n

The majority of leading businesses have made the bold commitment of cultivating inclusive organizations, yet when pressed about what a radically inclusive workplace actually is or looks like, most leaders within these organizations struggle to answer the question. <\/p>\n\n\n\n

Many leaders forget crucial pieces<\/a> to the diversity and inclusion puzzle, including one of the most important factors that\u2019ll not only help create<\/em> an inclusive and diverse workplace but also maintain it, and that\u2019s including their people in the development of the D&I strategy, and keeping the conversation going<\/a> long after changes have been made. <\/p>\n\n\n\n

A few examples of being radically excluded in the workplace include being:<\/h2>\n\n\n\n

\u00b7 Harassed, bullied, discriminated or enduring violence by stakeholders in the workplace<\/p>\n\n\n\n

\u00b7 Ostracized and ignored by colleagues, your management team, etc.<\/p>\n\n\n\n

\u00b7 Paid unequal compensation as another colleague in the same position<\/p>\n\n\n\n

\u00b7 Treated unfairly because of any difference that falls outside of the dominant culture<\/p>\n\n\n\n

\u00b7 Set up to fail in your role and not having support to advance in the organization<\/p>\n\n\n\n

Now that we have clearly articulated what radical exclusion can, and often does, look like within some of the most toxic workplaces, it\u2019s important to discuss what we\u2019d like to see instead – diversity and inclusion. <\/p>\n\n\n\n

Being radically included in the workplace includes being:<\/h2>\n\n\n\n

\u00b7 Afforded workplace protections from harassment, bullying, discrimination and violence<\/p>\n\n\n\n

\u00b7 Included in the collaborative process to improve the organization\u2019s products or services<\/p>\n\n\n\n

\u00b7 Paid equal compensation as another colleague in the same position<\/p>\n\n\n\n

\u00b7 Respected and valued for the differences you bring that make the organization stronger<\/p>\n\n\n\n

\u00b7 Set up to succeed in your role by receiving sponsorship to advance in the organization<\/p>\n\n\n\n

Now let\u2019s go back to the point made earlier: the importance of involving your people in D&I strategies<\/a> and keeping the conversation going long into the future. <\/p>\n\n\n\n

During the creation of the D&I strategy, ask your people:<\/h3>\n\n\n\n