Talking about inclusivity is one way to make your workplace more inclusive. It is important to bring up different topics so that we can discuss the topic and gain new perspectives. This will help us think more broadly about the issue and create new ways to encourage inclusive behavior.
It takes many components to create an inclusive and diverse workplace.
McKinsey’s latest report shows that businesses are still strong, but that there is a stronger relationship between financial performance and diversity in leadership.
These are just a few of the many benefits that D&I can bring. This article will now discuss the efforts made to achieve such progress, through inclusive and diversity discussions.
Effective diversity training programs are a key component of improving workplace culture and encouraging inclusion. Employing people with disabilities is a great way to get work done.
Important to understand that the training will also involve discussions about diversity and inclusiveness. These discussions will discuss key issues related to D&I at work.
These discussions seek to bring workers from different backgrounds together in a way that encourages them to work together and contribute positively to organizations.
Talking about diversity at work
These topics and discussions can be difficult because they involve people’s beliefs systems and values.
Facilitating diversity conversations at work can be done in many ways.
This is why people are reluctant to talk about it. It’s a problem that can cause more damage than good in hindsight.
4 Tips for Talking About Diversity and Inclusion
This is not a guideline. Do not try to find a single template. Diversity is vast and everyone is different. It’s not difficult to learn what to avoid and to be kind when speaking.
Avoid sarcastic or rude comments. You should not be rude to people of other ethnicities or cultures.
– Be able to recognize when things are going wrong or when someone is not interested in continuing.
It can be difficult for some people to simply say the words, so they use their body language.
– Avoid asking too many questions. You can help the person understand when the questions are too personal and offer your experience in answering the same questions.
9 Diversity and Inclusion Topics for Discussion (D&I Talking Points)
As we stated earlier, diversity is a topic that must be discussed in the workplace. Seminars and programs can be a good place to start this conversation.
These D&I Diversity and Inclusion Talking Points (D&I), can help facilitate any discussions between employees or employers.
1. Racism
It is impossible to talk about diversity at work without mentioning racism.
Leaders must talk about color differences in training because of the current world events. There isn’t a single organization without mixed race employees, especially if they are inclusive.
Workers should not be encouraged to incite or promote racism.
Falters deserve discipline.
2. Cultural Diversity
Cross-cultural learning is important.
Intercultural work is a huge opportunity for any company.
Cross-cultural education helps foreign workers feel less shocked and uncomfortable when moving to a new country for work. They will be more open to learning and understand the cultures of their coworkers.
3. Intentional inclusion
Intentional inclusion is a key aspect of diversity training seminars.
This is known as a plan that is purposeful and action-based in order to create positive changes within the organization.
This topic will assist workers in understanding the importance of collaborative work and recognizing their responsibility.
To ensure that workers follow the instructions, it is important to establish procedures.
4. Microaggression
Talking about diversity at work and microaggression is not enough.
If allowed to continue, environmental insults and verbal or body language remarks that are perceived as hostile or negative can cause low morale or self-esteem.
It is difficult to tell if the intent is intentional. However, unity inclusion still poses a threat.
Workers should be friendly to one another and work together. Concerns and complaints should be reported to the relevant authorities.
5. Unconscious Bias
This topic is common in diversity training and is often discussed for good reasons.
Unconscious bias is often viewed as the greatest obstacle to diversity. Unconscious bias can be seen as the enemy of innovation by some.
Unconscious bias training refers to our subconscious telling us that people who think or act similarly to us are better than those without. It’s rooted in fear. We may not even be aware of what we do.
Changes in our thinking are necessary if we want to grow. Different ideas and attributes will be brought to the table. You are subconsciously keeping yourself from growing mentally.
6. LGBTQ+
The immense effort that LGBTQ+ have put in to securing their rights has earned them recognition.
This training should be provided to employees so they can accept them as customers or colleagues.
This will allow workers to feel valued and accepted by their workplaces, which will lead to greater productivity.
This topic is very sensitive. Therefore, we suggest that you avoid taking lengthy courses on the subject that could be quite stressful.
7. Gender Pay Gap
According to the World Economic Forum, the latest research shows that the economic gap is widening in many areas, and that even though it is closing, there is still slow progress.
Larger companies may be required in some countries to publish the gender pay they have calculated and published on government websites.
Measure the gender pay gap within your company in order to close it. Men and women should receive equal pay for the same job.
8. Gender Identity
Gender has moved beyond the binary division between men or women. Today, people can identify as different genders than the one they were born with.
This is what a truly inclusive business would do and be mindful of it.
These people are facing discrimination in many ways. The following steps will help to support inclusive practices.
Ensure there is a diversity policy in place that supports transgender persons and prohibits discriminatory disciplinary action.
Support those in transition by allowing them to take time off for a procedure or health issue.
Avoid using the same gender binary multiple times in your vocabulary
9. Bridging Generation Gap
We tend to think about race, gender and sexuality when we talk about diversity. But, ageism is often overlooked. It poses real problems.
True generational diversity requires that we look beyond age discrimination. This means balancing different generations within the organization.
It is important to encourage communication between generations and share strategies that allow for better cooperation.
In Summary
Employees can be encouraged to have diversity and inclusion discussions at work through company culture meetings or dedicated meetings.
Employers and managers will benefit from the contributions of workers, particularly those who may be affected by these topics.
