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The Inclusive Leadership Workshop | Primed for Inclusion

Diversity and inclusion are hygiene and motivation factors respectively. The primacy of workplace inclusion as a driver for engagement, well-being, belonging, volunteerism, brand advocacy and performance continuity cannot be overstated. However, inclusive workplaces are not created by osmosis, they emerge as the paradigm shift from unconscious bias to conscious inclusion is made. What is workplace inclusion?

a white woman and a black woman with their faces pressed close together as they stare at the camera

We start all our conversations using these core design principles:

CHANGE IS A CONSTANT

BIAS IS A REALITY

DIVERSITY IS IDENTITY

BELONGING IS A NEED

INCLUSION IS A FEELING

INCLUSIVE LEADERSHIP IS ESSENTIAL  

Workplace Inclusion

Is about the positive psychological impact that being included has on individuals, and consequently the teams they work in, the organisations they work for and the clients they serve.

Creating Workplace Inclusion is the responsibility of both the employer and the employee.

 

The people managers curate the employees’ lived experience. They value diversity and know how to get value from diversity by managing inclusion. This is an art that needs to be mastered because the cost of exclusion is damaging morally, socially and economically.

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Volunteers or Conscripts

People who want to feel part but feel apart live at the fringes. People who feel excluded move from the heart of our organisations and become fringe dwellers. Fringe dwellers only do what it says in their contract and what you pay them for because working for you is a DUTY. People who feel included reside at the heart they will do for you what you couldn’t afford to pay them for because working with you is a DELIGHT.

Diversity is simply difference.

To be an individual is to be unique, to be unique is to be diverse.

Inclusion is a feeling.

Inclusion is about emotion and these feelings (good or bad) will impact on how you perform.

and because of that:

Not being discriminated against, doesn’t mean you feel included.

Having a diverse team, doesn’t mean you have an inclusive team.

Valuing diversity doesn’t mean you get value from diversity.

Workplace inclusion is assessed at an implicit level based on the degree to which one senses that their difference either enables them to make a difference or simply makes them feel invalidatingly different.

To experience workplace inclusion is to feel…

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RESPECTED

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VALUED

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SAFE

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TRUSTED

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A SENSE OF BELONGING

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ABLE TO BE THEIR BEST SELF

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ABLE TO DO THEIR BEST WORK

Inclusion is the key to performance

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 t 

Knowledge

Skill

Judgement

Attitude to the power of Treatment

Performance and Profit

A culture of inclusion occurs when everyone H.E.A.R.S.

HEARS

In an inclusive organisation people actually listen to others and to themselves. They know that assumptions and pre-judgements affect all of us and they are intentional about interrupting their biases.

EQUALITY

In an inclusive organisation people treat one another equally well.

AUTHENTICITY

In an inclusive organisation people feel psychologically safe enough to be authentic and foster authenticity in others. They share power with rather tha having power over one another.

RESPECT

SEEKS

In an inclusive organisation people respect themselves and others for who they are and what they bring.

In an inclusive organisation people seek value from diversity by managing inclusion.

Content Overview…

Leaders determine the culture

Leaders are role models whether they choose to be or not; they set the tone for their teams and business.

Diversity is not the same as inclusion

Diversity and Inclusion are interdependent, not interchangeable words, and inclusion needs to be managed.

Workplace inclusion drives productivity

Inclusion allows you to get value from diversity.

Workplace inclusion works best when

Senior Leadership sets the tone; managers value diversity and manage inclusion, and when the entire organization has shared accountability.

How an inclusive leader leads

An inclusive leader listens, treats people equally well, is authentic, respects others and seeks to get value from diversity.