An inclusion mindset begins to develop when we learn to decenter ourselves and examine how centering ourselves in conversations or actions may be unwarranted or even harmful.
Arthur Chan
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12 tangible actions we can take to create a more inclusive and equitable workplace:
1. Examine our own privileges and biases. Think about how we as individuals have contributed to perpetuating systemic inequities and practices.
2. Be mindful of both intent and impact.
3. Speak up against racism and other forms of oppression when we suspect or see them happening.
4. Hold ourselves and others accountable for any harmful behavior.
5. Trust and support our colleagues when they provide feedback about something they believe is identity-based or racially motivated.
6. Amplify the voices of colleagues whose opinions have been frequently disregarded.
7. Recognize the strengths of marginalized folks while learning about their needs and struggles.
8. Give marginalized colleagues public and proper credit for their work.
9. Advocate for colleagues with less access to information, opportunities, and resources.
10. Be specific when discussing issues confronting specific identity groups.
11. Stop asking marginalized folks to speak for the entire community.
12. Avoid double standards and placing unreasonable expectations on marginalized groups.
1. Examine our own privileges and biases. Think about how we as individuals have contributed to perpetuating systemic inequities and practices.
2. Be mindful of both intent and impact.
3. Speak up against racism and other forms of oppression when we suspect or see them happening.
4. Hold ourselves and others accountable for any harmful behavior.
5. Trust and support our colleagues when they provide feedback about something they believe is identity-based or racially motivated.
6. Amplify the voices of colleagues whose opinions have been frequently disregarded.
7. Recognize the strengths of marginalized folks while learning about their needs and struggles.
8. Give marginalized colleagues public and proper credit for their work.
9. Advocate for colleagues with less access to information, opportunities, and resources.
10. Be specific when discussing issues confronting specific identity groups.
11. Stop asking marginalized folks to speak for the entire community.
12. Avoid double standards and placing unreasonable expectations on marginalized groups.
On privilege #7
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[Image description: Text on a beige background that reads, “Privilege is when your identity is never politicized or debated, and you don't have to constantly prove your existence and worth.”
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[Image description: Text on a beige background that reads, “Privilege is when your identity is never politicized or debated, and you don't have to constantly prove your existence and worth.”
If an employee asks you for a pay raise, that means
(a) they believe they deserve more for the work they do;
(b) they know pay inequities exist; and/or
(c) there is something about your organization that motivates them to stay.
Otherwise, they could have just turned in their resignation.
It takes courage and a lot of thought for someone to ask for a pay raise. The least thing you can do as a manager is to be respectful, show empathy, acknowledge their effort, and really listen to their why before making a decision.
(a) they believe they deserve more for the work they do;
(b) they know pay inequities exist; and/or
(c) there is something about your organization that motivates them to stay.
Otherwise, they could have just turned in their resignation.
It takes courage and a lot of thought for someone to ask for a pay raise. The least thing you can do as a manager is to be respectful, show empathy, acknowledge their effort, and really listen to their why before making a decision.
“There’s a scarcity of Black and Latinx talent.”
Reality:
There’s a lack of opportunities for Black and Latinx talent.
Actions to take:
• Make sure your pipeline is not built with specifications that only allows certain types of people to move through.
• Be intentional and fair about your screening, interviewing, hiring and performance management practices.
• Offer mentorship and sponsorship programs.
#diversityandinclusion
Reality:
There’s a lack of opportunities for Black and Latinx talent.
Actions to take:
• Make sure your pipeline is not built with specifications that only allows certain types of people to move through.
• Be intentional and fair about your screening, interviewing, hiring and performance management practices.
• Offer mentorship and sponsorship programs.
#diversityandinclusion
