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Here's a collection of six key behaviors.
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build on existing resources.
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Take advantage of any existing internal resources.
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Someone on your team can act as an intermediary
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by reading the internal charter,
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following the training and videos,
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or contacting the diversity and inclusion resource team.
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Share the substance of these resources in a team meeting.
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And if your organization does not have internal resources,
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you can write your own inclusion charter at a meeting.
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Some of the key elements to note in your team charter are
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being aware of one's own biases,
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sharing the floor,
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allowing for contradiction,
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sharing feedback at the end of the meeting.
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inclusive behavior,
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get to know and understand your colleagues.
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Everyone should feel safe in a team and know
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that their added value as an individual is unique.
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Allow everyone to get to know their colleagues better.
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Use a PechaKucha,
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a slideshow design,
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striking images,
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very few words or numbers of 20 images
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that employees will comment on for 20 seconds each.
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That's almost 7 minutes to present their activity
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to their colleagues from a new angle.
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Let the team know that different roles and skills of each
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person in order to get the most out of them together.
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Organize teambuilding sessions to create a spirit of unity.
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Should you wish to encourage cultural exchanges,
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ask each person to present a custom for his or her country of origin,
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organize a potluck type picnic
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where each person brings a dish from his or her colleague's country of origin
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To break stereotypes,
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I am not with your team.
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Ask everyone to break down the myths others have about them.
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I am an introvert,
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but I am not a shy person.
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create opportunities to work with different people.
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Work in project mode by diversifying work groups.
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Projects are for a limited period of time.
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Dare to work a one-off project with someone who is very different.
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It may be uncomfortable,
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but it will be so enriching.
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It will challenge your habits and certainties.
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Mix work groups,
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this is an opportunity to go beyond certain barriers,
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barriers of age,
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and place of origin.
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Offer to volunteer on projects that go beyond the scope of your usual position.
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And that will have you working with other colleagues,
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other departments,
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other countries or other professions.
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These projects will give you a broader view
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of the issues and challenges facing your organization.
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This will develop your sense of belonging.
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ensure that all voices are heard.
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Seek input from people from different backgrounds,
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customers and colleagues in other departments.
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Call in the quiet ones in meetings,
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especially when they are reluctant to speak up
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because other colleagues are taking up more room.
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Show everyone that their opinions count,
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even those on fixed term contracts,
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and telecommuters.
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Use the tools of active listening.
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I propose a video on the subject.
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and synchronization.
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Make decisions together,
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especially when it involves the whole team.
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Involve various trades in the working groups
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to avoid blind spots in finding solutions.
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ensure that all voices are heard.
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verbalize stress and disagreements.
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If you have a strong reaction to someone,
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ask yourself why and tactfully express your difficulties.
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We can't all get along all the time,
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yet it's up to everyone to work together respectively and productively.
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Seek to resolve differences as they arise,
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focusing on common goals and the values promoted by the organization.
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Be clear about situations that might cause stress to you
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and your colleagues and take action to reduce that stress.
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A friend of mine told me that he had to attend a meeting for people with disabilities.
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The meeting was on the 2nd floor with no elevator.
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Make sure you schedule suitable meeting times for your colleagues with 4 kids.
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Be accommodating to that person that is not proficient
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in the language and culture of your country.
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take action to reduce stress and disagreements.
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create opportunities to talk about diversity and inclusion.
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Create networks,
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a woman's network where women can openly express
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their challenges and ambitions and share advice.
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Organize exchange forums and conferences.
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Organize diversity and inclusion team moments.
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Share your experiences through storytelling.
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This is one of the most powerful ways to drive sustainable change in culture.
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It requires transparency and makes us all vulnerable,
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whether we are the one who didn't feel included
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or the one who didn't welcome the other.
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Sharing personal stories requires the creation of a true safe space.
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Watch diversity and inclusion videos together at a meeting.
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You can use our videos.
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6 minutes of viewing and a round table discussion with 3 questions.
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What did I discover or rediscover?
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What do I keep for myself?
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What will I do differently,
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starting tomorrow?
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