2023 is the year that I’ve decided to pursue professional education in the field of DEI work with eCornell. What an enriching journey it has been! I’m 4 modules in and I’ve given myself a little ‘term break’ before wrapping up with 2 more elective modules come Jan 2024. And I must say the course
content and coursework has been remarkable.
After all, why not? I’ve been involved in grassroots DEI work for the past few years, learning what it means and what it takes to foster a more inclusive workplace, working alongside my dedicated team to co-create a safe space so we can all bring our authentic selves to work.
Hence I think this would be the perfect time to pause and have a moment of self-reflection on my learning thus far.
1. Organizational culture is embedded in the accumulation of moments that we experience in the workplace. Culture is built on the foundation of the organisation’s policies and practises. But it’s truly these moments (be it microaggressions or microaffirmations) that determine the experienced ‘climate’ of the workplace. These moments determine whether the psychological safe space exists for the employees. So what does it mean? It means that while we expect leaders to role-model behaviours of inclusion (which is critical), it is equally important for everyone, across levels in the organisation to co-create this safe space. This safe space is not the responsibility of a team or a leader. It’s everyone’s responsibility to co-create this safe space. Reminding that we all have a part to play is important.
2. Deliberately create spaces for storytelling. When employees engage in storytelling and share different aspects of their lives (eg. their family, their challenges, their childhood), it unlocks vulnerability within the group which promotes a sense of liking and a sense of trust. It allows deeper understanding of each other, which then results in co-workers being able to better interpret each others’ behaviours at work. Telling our stories and learning from each other's stories are powerful ways of breaking down walls and fostering empathy.
3. Understanding the drivers of engagement in the workplace leads to greater inclusion. These drivers are a)psychological meaningfulness, b)psychological safety, and c)psychological availability. In other words, an engaged employee is someone who a) finds motivation and challenge in their work, b) feels safe to engage with their team (to be involved, to speak up, to contribute), c) feels they have the right level of resources (time, energy, competencies) to fully engage in their work. Perhaps it's time for us to start observing disengaged teammates with empathy and ask ourselves, which psychological driver is lacking and how do I help?
What are your thoughts on driving inclusion in the workplace? Would love to hear your suggestions and stories of what have worked for you!
#inclusiveworkplaces #lifelonglearning #diversityandinclusion #diversityequityinclusion #theLEGOgroup
People Developer/Multi-Unit Leader
2moI’m so proud to call KinderCare “home”.