Fostering an inclusive culture - the 4 key values Tutorial

Unlock the secrets to creating an inclusive culture with our video 'Fostering an Inclusive Culture - The 4 Key Values'. Explore essential values like truth, equity, recognition, and trust that empower teams to thrive. Witness how embracing differences fosters collaboration and enhances creativity. Discover actionable insights to transform your organization into a welcoming environment for all!

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now widely discussed at the corporate social responsibility,

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AKA CSR table.

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So much that Adelaide de Lastique,

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a consultant in organizational ethics,

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states,

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it is not possible to implement a CSR approach without inclusion.

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According to Microsoft,

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an inclusive culture is one that encourages everyone to belong.

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An inclusive culture recognizes there are reasons.

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Some may feel unable to belong

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and actively works to identify what those reasons are,

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so that the barriers can be removed.

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In our opinion,

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one of the pillars of inclusive culture would be truth,

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to recognize in truth the disparities,

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inequalities and discriminations that exist.

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To confront the stereotypes and prejudices that we carry within us,

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prejudices about young,

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the old,

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women,

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men,

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foreigners,

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people with disabilities.

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This phase of truth will be made easier by

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listening to what sensitive groups experience on the ground

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through testimonials and conferences.

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Listing the criteria on diversity and inclusion proposed by charters and

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labels will also help to highlight the adjustments to be made.

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This culture of truth invites us to evaluate our

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strengths and weaknesses in terms of diversity and inclusion

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without denial.

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Because the biggest obstacle to diversity and inclusion is denial.

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Organizations and individuals are rarely aware

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of their exclusionary and discriminatory attitudes.

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They believe they are exemplary.

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Second value,

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equity,

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valuing and treating everyone equally,

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regardless of age,

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ethnicity,

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gender,

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or disability.

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Ensuring that this equality is reflected in salary levels,

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promotions,

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access to training,

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etc.

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Equity goes beyond the notion of equality because it seeks

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the fairest and most appropriate way to treat people.

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Equity adapts to people,

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to their differences,

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to their handicap,

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as opposed to treating them equally as if they were clones.

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As Albert Einstein said,

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everyone is a genius,

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but if you judge a fish by its ability to climb a tree,

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it will spend its whole life believing it is stupid.

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Equity welcomes people's differences and seeks to accommodate

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them and make the best of them,

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rather than demanding that they adapt and conform.

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Are you going to ask a fish to learn how to climb a tree?

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Equity means giving each individual what they need so that we,

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the collective,

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the team can succeed.

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Equity welcomes and supports each individual in

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their uniqueness to achieve a collective win-win.

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How can this be achieved?

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For example,

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by ensuring that everyone has the resources they need,

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by ensuring that everyone has their space,

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by ensuring that everyone has a voice at meetings,

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by making sure everyone's opinions are taken

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into account before decisions are made.

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The third value is recognition,

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and inclusive culture is ultimately based on the recognition of differences,

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daring to value differences and antagonisms more than similarities.

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Instead of saying,

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oh yes,

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I agree,

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we think alike,

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we are alike,

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you can say,

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Hey,

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your way of addressing the client is so interesting and different from mine.

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Tell me a little more about it,

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or dare to ask,

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does your disability make certain tasks more difficult,

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and which ones?

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Or say I feel like when you are intimidated or worried,

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you smile.

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We are very different.

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Would you mind telling me more?

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Putting the differences into words,

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even when they intimidate or irritate us.

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Questioning the other person with empathy

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to understand them without judging them.

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As long as the other person's behavior is

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in line with the company's visions and values,

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then recognizing,

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valuing and respecting the difference

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is in order.

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It is indeed better to unify a team through shared goals

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and values than to standardize the members of the organization.

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The fourth value is trust,

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building trust in the organization.

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Through dialogue,

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meeting,

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team building,

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building an environment of trust where everyone feels safe,

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where everyone can dare to be 100%

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themselves in their similarities and differences.

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I can be myself and bring all that I am into the organization.

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I feel confident and I trust I don't have to hide

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or cover up or erase certain aspects of my life,

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my identity,

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my personality.

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I don't have to hide that I'm a lesbian or I'm a Muslim or that I have 3 children.

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I don't have to hide my disability.

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I can express my conflicting ideas freely and know

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that I will be listened to with empathy,

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without judgment.

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I can give my best feeling respected and supported.

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I am welcomed for who I am and therefore

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I can relate and connect to everyone without fear.

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Many other values,

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of course,

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contribute to an inclusive culture,

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such as respect,

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empathy,

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authenticity,

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openness.

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At a volatitude,

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we have identified the following four core

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values of establishing an inclusive culture.

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Truthfulness to look at oneself and our organization in truth

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to know one's strengths and weaknesses.

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Equity more than equality.

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It means being fair and give everyone what they need to succeed,

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recognition,

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recognizing differences,

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verbalizing them to the point of making them an asset,

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and finally trust.

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Building an environment where everyone feels comfortable,

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a safe space in which one dares to truly be themselves.

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