I facililtate my own inclusion Tutorial

Discover the empowering approach of self-inclusion in 'I Facilitate My Own Inclusion.' This engaging video emphasizes that fostering diversity and inclusion is a shared responsibility. Learn 7 actionable tips to confidently express your uniqueness while connecting with others. Don't miss this opportunity to enrich your workplace and promote authentic collaboration!

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The title is a bit provocative.

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To be included and to feel included is my responsibility.

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Shouldn't it be the role of others to recognize and welcome me?

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Is it up to them to make room for me,

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or up to me to make room for myself?

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A shared responsibility.

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Yes,

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we have room to maneuver in facilitating our own inclusion.

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So here are 7 tips to help you do that.

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The first piece of advice would be to

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join an organization that promotes diversity and inclusion

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or that at least has values that are consistent with them,

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such as respect,

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authenticity,

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recognition,

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trust,

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etc.

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Your inclusion efforts will be painful if you have

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to go against the tide of a corporate culture.

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No organization is 100% exemplary,

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but

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some are more aware of the issue.

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My second piece of advice would be to be conscious of your uniqueness.

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Know yourself with respect to your talents,

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your values,

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your qualities,

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and your vulnerabilities.

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How are you different from your colleagues,

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your disability,

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your education,

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your age,

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your cultural background,

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your way of thinking,

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and above all,

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what are your similarities?

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What naturally brings you together?

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Do you share common values?

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Do you have a common vision for the future?

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Be conscious of your differences and what unites you.

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My third piece of advice would be to embrace these differences and similarities.

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Don't hide your differences because they're uncommon.

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Working on your self-esteem will help you.

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There are those who hide their differences and those who wave them like a flag.

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Yes,

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I want you all to know I am gay.

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Yes,

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I want you all to see that I am part of Generation Z.

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This

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hyper identification runs the risk of creating humanitarianism,

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small groups within the main group.

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This is not very inclusive behavior.

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In short,

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to focus on what we share in common is to capitalize on the elements of cohesion.

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My fourth piece of advice is to value your differences and similarities.

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Dare to express who you are in an authentic way.

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Don't remain silent if you have a different vision.

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Enrich the team with your differences.

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Some assertiveness training will help you.

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And again,

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find your way back to each other in common interests.

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Tell Maria that you share her views on

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customer orientation or her passion for dancing.

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Similarity builds trust.

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My 5th piece of advice,

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refocus on the shared mission.

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Regardless of your differences,

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the reason you chose to work for an organization

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is because you agree with its mission and values.

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Look in that same direction of shared goals.

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If nothing else,

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ensure that your differences does not interfere with the achievement of goals.

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Yes,

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your sexual orientation,

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your weight,

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and your skin color are not detrimental to the company.

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There's no reason to be embarrassed about it

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or accept being discriminated against for it.

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At best,

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discover how much your difference and that of others,

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which sometimes bothers me,

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benefit the organization and improve performance.

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The benefits of diversity no longer need to be proven.

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See the videos on the topic.

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My 6th piece of advice,

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don't let any misunderstanding or difficulty slip by without saying anything.

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Speak up,

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put your foot down and say what you feel.

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We didn't invite you to lunch as a team.

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Inclusion alarm,

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speak up.

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You may be told that they thought you preferred to have

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lunch with other colleagues or alone in front of your screen.

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You may reply by saying,

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yes,

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I do like to have lunch with my colleagues in

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the accounting department or sometimes alone in my office.

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However,

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I do enjoy having lunch as a team.

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Feel free to tell me each time you get together.

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Maybe a decision has been made on a project you're working on without your input,

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inclusion alarm,

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talk about it.

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You may be told the decision had to be made quickly

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and that you were not on site because you're telecommuting.

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This is a good opportunity to say that even when you're telecommuting,

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you can be contacted for decisions on matters that you're

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responsible for and that you would like to be consulted.

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Speak up with every inclusion alarm,

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put your foot down with openness,

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without playing the victim,

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and without judging the other person.

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Try to understand the other person's behavior,

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their vision of the situation.

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Say what bothers you plainly and calmly.

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Look for a win-win solution together,

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adult to adult.

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And if you notice discrimination and other prejudice in your team,

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speak up.

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Even a small joke about young people,

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old people,

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women,

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LGBTQ plus people,

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and people with disabilities.

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Express that you are shocked by this and you

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do not want to hear this kind of remarks anymore

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firmly

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and politely.

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My 7th tip,

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if despite your steps and quiet affirmations,

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you still don't feel included,

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ask for help from your colleagues,

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your manager,

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your HR,

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occupational medicine,

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your networks,

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employee representatives,

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and if nothing changes,

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then refer back to my first tip.

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Look for an organization that will make your differences an asset,

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an organization that promotes diversity and inclusion.

Mandarine AI: WHAT YOU SHOULD KNOW