This month we are talking about how to build Inclusive Cultures by Navigating Disagreements and Building Bridges. Joanne Lockwood speaks explores deeper with "Let's Talk".
Also featuring this month:
LISTEN: to an episode of the Inclusion Bites Podcast with Holly Straker-Humphreys, "Too Black to be White, and Too White to be Black". Holly explores the complexities of race, socioeconomic status, and the challenges of being a minority in the workplace.
WATCH: our feature video "The Power of Belonging: Why Inclusion is Not Enough". In this video, Joanne tackles the three key steps to fostering belonging: creating psychological safety, aligning organisational values with employees, and promoting authenticity.
READ: an article by Joanne Lockwood, "Top tips on managing healthy conflict about inclusion". Joanne shares her top tips on what to do about conflict when itβs about inclusion.
LET'S TALK
with Joanne Lockwood
Hi there,
The essence of any truly inclusive culture is its ability to foster understanding amidst disagreements. Having spent considerable time in both the IT/STEM and HR fields, and now as the Inclusive Culture Expert at SEE Change Happen, I've borne witness to the intricacies of navigating conflicts, especially within the realm of Diversity, Equity, and Inclusion (DEI).
UK's businesses find themselves shouldering a hefty financial burden due to unresolved conflict. Yet, the more profound concern, and one that often slips through the cracks, is the toll it takes on our collective psyche and wellbeing. When we talk about billions in costs, it isn't just monetary - it's cultural, emotional, and social.
Our ever-evolving world brings to the forefront various perspectives, shaped meticulously by our lived experiences. Historically, societal shifts from prejudice to acceptance weren't mere revolutions; they were evolutions. They emerged as collective reckonings, rooted in challenging long-held beliefs and embracing new ones.
Drawing inspiration from global events, I am constantly reminded that resolution isn't always about finding a midway. It's about establishing a shared vision for the future, a vision where no voice feels marginalised, where each one of us feels a genuine sense of belonging.
As a transgender woman, I've intimately felt the push and pull of societal viewpoints. Whether it's acceptance in sports or wider cultural settings, the path to inclusivity remains layered with discussions, some of which can get contentious. But herein lies our challenge and opportunity. How do we steer these conversations toward growth, understanding, and mutual respect?
As we embrace another month of introspection and dialogue, let us challenge ourselves to approach disagreements not as barriers but as bridges - bridges that pave the way for richer, more inclusive cultures.
As I often say, "Smile, Engage, and Educate". It's about understanding perspectives without necessarily challenging outcomes. The journey towards nurturing belonging and equity starts with each one of us.
So, in this edition of Inclusion Bites Spotlight, I invite you to reflect, engage, and most importantly, genuinely grasp the perspectives of others, especially those from backgrounds and experiences different from your own. Itβs about listening with an open heart and mind, acknowledging the complexities, and working to bridge gaps in knowledge and experience.
Warm Regards,
Joanne Lockwood,
The Inclusive Culture Expert
CEO & Founder of SEE Change Happen
LISTEN
Holly, a mixed-race woman, who is fully aware of her socioeconomic privilege, having grown up in a white environment, has taken it upon herself to uplift individuals from minority backgrounds who face limited access to opportunities. She strongly believes in the importance of representation, even though being a token minority can be uncomfortable. Holly is dedicated to utilising her power, position, and experience to mentor individuals from minority backgrounds and stresses the significance of finding a support system and connecting with people who can relate to their experiences.
The conversation with Holly was truly captivating and provided valuable insight. She discussed the importance of fostering an inclusive environment that encourages innovation and the flourishing of ideas, benefiting both the business and the community. Holly believes that businesses have a responsibility to address global issues and should not solely rely on the business case for decision-making.
Holly acknowledged the significance of mental health support, particularly in her role as an inclusion professional. She highlighted the need to actively manage her own mental well-being through self-care strategies such as watching TV or going for long walks with her dog. Holly noted that resilience and empathy are essential skills she has developed through her role.
We hope you enjoy listening to this episode of our podcast. If you have any questions or feedback, please do not hesitate to reach out. Remember to join our community and stay tuned for our next episode.
In this video, Joanne Lockwood delves into an often-overlooked concept in the diversity and inclusion conversation: belongingness. She challenges us to broaden our perspectives and take our efforts beyond inclusion, to create an environment where every individual not only feels included but truly belongs.
Belongingness transcends beyond the simple act of making room at the table. It's about ensuring that everyone around that table feels valued, heard, and connected. It involves fostering a work culture that resonates with all employee's personal beliefs and values, making them feel like an integral part of something larger than themselves.
Joanne highlights three crucial steps in fostering belongingness:
Creating psychological safety: This involves creating an environment where employees feel safe expressing their thoughts, taking risks, and making mistakes without fear of retribution. It starts with leadership leading by example, encouraging open and respectful communication, and treating feedback as an opportunity for growth.
Aligning organizational values: It's about finding common ground and shared beliefs that unite employees and the organization. This requires clear communication and living the values through actions, creating opportunities for dialogue, and aligning personal aspirations with the vision and mission of the organization.
Promoting authenticity: Encouraging employees to be their authentic selves fosters a culture that embraces diversity in all its forms. It celebrates unique perspectives, backgrounds, talents, and quirks, creating an inclusive space where everyone feels comfortable and valued.
Implementing these strategies may require time, effort, and a commitment to change. However, the benefits are significant. Workplaces that foster a sense of belonging are more productive, innovative, and resilient. They attract and retain top talent, creating engaged and passionate employees.
So, let's stop settling for good enough. It's time to move beyond diversity and inclusion and focus on belongingness. We encourage all leaders to take action, reflecting upon whether they are merely ticking the boxes or truly fostering a culture of belonging.
You can watch the full video "The Power of Belonging: Why Inclusion is Not Enough" on our platform, Inclusion Bites Watch. Let's together create workplaces and a better world where everyone can thrive.
If you're interested in learning more about creating inclusive cultures and nurturing positive people experiences, feel free to reach out to us. We're here to support you on this transformative journey.
In the realm of diversity, equity, and inclusion (DEI), disagreements can be particularly impactful. These tensions require a structured framework and facilitation to ensure that a common objective can be achieved. Each person brings unique perspectives shaped by their individual experiences. History has shown us that what was once considered 'right' can evolve and be recognized as 'wrong'. The journey from prejudice against Black communities, women, and the LGBTQ+ community towards inclusivity was a result of evolving thoughts, not just a sudden revolution.
Resolving DEI disagreements is akin to convening a meeting of minds around a table. However, it is important to understand that not every conflict will find a middle ground. Moving forward requires recognising our starting points, letting go of past conflicts, and collaboratively charting the path for the future.
So, when confronted with DEI conflict, do you cling to your entrenched beliefs, or do you view it as an opportunity to understand, grow, and evolve? Remember, creating an inclusive culture starts with you. Will you rise to the challenge?
Would you like to explore this subject in more depth? Take a deep dive into the full article for further exploration.
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