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Inclusive / Equitable Leadership
Video guides for:
Building a culture of respect
Psychological safety
Microaggressions are not too small
10 steps to equitable leadership
Disruptive Discussions Industry Reviews
OVERVIEW
Creating a culture of inclusion and applying principle of equity starts at the top. When organizational leaders believe in inclusion and equity, and walk the talk and are able to hold themselves and others accountable, everyone wins!
Media Resources
Building a Culture of Appreciation, Respect and Humanity
The Society for Human Resource Management reported that “respectful treatment of all employees” was the number-one contributor to job satisfaction, with “trust between employees and senior management” being the second. This shows that treating people with a sense of humanity truly matters to your employee’s feelings of belonging.
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Tolerance is Not Enough, it Does Not Create a Culture of Respect/Belonging
Let us look first at what tolerance means. It means putting up with something that you do not agree with or something or someone that you are not comfortable with. We don’t know about you, but we don’t want to be tolerated. Tolerance is not enough and does not create a feeling of belonging. We’re striving for acceptance and valuing people’s differences.
The Importance of Creating a Psychologically Safe Work Environment
Dr. Amy Edmondson, the Harvard Business School professor who coined the term psychological safety, defines it as, “a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes.” Creating a psychologically safe working environment creates a culture that allows freedom of expression, innovation and a sense of belonging.
Microaggressions, the Impact is Not so Small
The term “microaggressions” was coined in the 1970s by Harvard University professor Chester Pierce to describe the subtle, everyday ways that people experienced discrimination based on intentional words and/or actions. In creating inclusive work cultures and feelings of belonging, it’s important to understand the effects of these exclusionary, biased words and actions.
Interview with Dion Jordan | Humanity, Respect and Belonging
In this episode of DISRUPTIVE DISCUSSIONS, We’re talking to Dion Jordan, DEIA leader, who will share the importance of creating an environment where people feel respected. He shares a compelling story that underscores the need to feel a sense of belonging and the impact when it doesn’t exist.
Interview with Dion Jordan | Becoming an Ally, it’s a VERB!
In this episode of DISRUPTIVE DISCUSSIONS, D.Z. Swift and Dion Jordan talk about what it means to be an ally. It’s more than identifying discriminatory behaviors in others or wanting to support people when discrimination and oppression occurs. Being an ally is a VERB, which means action.
Interview with Dr. Vic Baker | Toxic Privilege in the Workplace
In this episode of DISRUPTIVE DISCUSSIONS, D.Z. Swift and Dr. Victor Baker have an insightful discussion about Toxic Privilege in Society and the workplace and its impact on company culture and employees feeling of psychological safety and a sense of belonging.
Interview with Dr. Vic Baker & Jeannine Brown | Allyship and Sponsorship
In this DISRUPTIVE DISCUSSION episode we were joined by Jeannine Brown and Dr. Victor Baker. It is an interesting discussion about allyship and sponsorship, misconceptions about what they are, the benefits of each type of program, and how an organization can incorporate both into their DEI efforts.
Interview with Jeannine Brown | What to do When Your DEI Efforts Stall
If you’re stalled in your DEI journey, we’ve explored some hard-hitting, solution-oriented concepts such as:
- Identifying the impacts of people’s experiences on DEI adoption
- Ways to center your employees, as you build your DEI strategy
- The incentives for companies to build DEI into its DNA
Building a Culture of Appreciation, Respect and Humanity
The Society for Human Resource Management reported that “respectful treatment of all employees” was the number-one contributor to job satisfaction, with “trust between employees and senior management” being the second. This shows that treating people with a sense of humanity truly matters to your employee’s feelings of belonging.
Tolerance is Not Enough, it Does Not Create a Culture of Respect/Belonging
Let us look first at what tolerance means. It means putting up with something that you do not agree with or something or someone that you are not comfortable with. We don’t know about you, but we don’t want to be tolerated. Tolerance is not enough and does not create a feeling of belonging. We’re striving for acceptance and valuing people’s differences.
The Importance of Creating a Psychologically Safe Work Environment
Dr. Amy Edmondson, the Harvard Business School professor who coined the term psychological safety, defines it as, “a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes.” Creating a psychologically safe working environment creates a culture that allows freedom of expression, innovation and a sense of belonging.
Microaggressions, the Impact is Not so Small
The term “microaggressions” was coined in the 1970s by Harvard University professor Chester Pierce to describe the subtle, everyday ways that people experienced discrimination based on intentional words and/or actions. In creating inclusive work cultures and feelings of belonging, it’s important to understand the effects of these exclusionary, biased words and actions.
Interview with Dion Jordan | Humanity, Respect and Belonging
In this episode of DISRUPTIVE DISCUSSIONS, We’re talking to Dion Jordan, DEIA leader, who will share the importance of creating an environment where people feel respected. He shares a compelling story that underscores the need to feel a sense of belonging and the impact when it doesn’t exist.
Interview with Dion Jordan | Becoming an Ally, it’s a VERB!
In this episode of DISRUPTIVE DISCUSSIONS, D.Z. Swift and Dion Jordan talk about what it means to be an ally. It’s more than identifying discriminatory behaviors in others or wanting to support people when discrimination and oppression occurs. Being an ally is a VERB, which means action.
Interview with Dr. Vic Baker | Toxic Privilege in the Workplace
In this episode of DISRUPTIVE DISCUSSIONS, D.Z. Swift and Dr. Victor Baker have an insightful discussion about Toxic Privilege in Society and the workplace and its impact on company culture and employees feeling of psychological safety and a sense of belonging.
Interview with Dr. Vic Baker & Jeannine Brown | Allyship and Sponsorship
In this DISRUPTIVE DISCUSSION episode we were joined by Jeannine Brown and Dr. Victor Baker. It is an interesting discussion about allyship and sponsorship, misconceptions about what they are, the benefits of each type of program, and how an organization can incorporate both into their DEI efforts.
Interview with Jeannine Brown | What to do When Your DEI Efforts Stall
If you’re stalled in your DEI journey, we’ve explored some hard-hitting, solution-oriented concepts such as:
Identifying the impacts of people’s experiences on DEI adoption
Ways to center your employees, as you build your DEI strategy
The incentives for companies to build DEI into its DNA
10 Steps for More Equitable Leadership
To create an inclusion strategy that activates from all levels and across all areas of the organization, leaders must ensure equity is embedded in their mission, policies, practices and work culture, which includes a number of key qualities that should be developed and fostered.