Working towards inclusion. Me? The 5 Attitudes Tutorial

Discover the essential five attitudes for fostering inclusion in the workplace with 'Working Towards Inclusion: Me? The 5 Attitudes.' From being aware of personal biases to actively inviting diverse voices to the table, this video delves into practical approaches to enhance communication and relationships. Transform your organizational culture and embrace fulfilling connections today!

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We all have a personal responsibility to

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contribute to the inclusiveness of our organization,

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a deliberate effort that relies on five attitudes

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being aware,

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being attentive,

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being curious,

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being rewarding,

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and being inviting.

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Being aware means acknowledging our stereotypes without hiding from them,

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understanding that we have cultural baggage from our culture,

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our education,

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our experience.

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Yes,

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we all have stereotypes,

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prejudices,

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and preconceived ideas

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about who others are based on their age,

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culture,

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sex,

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religion,

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physical appearance,

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recognizing our prejudices and privileges,

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seeing how our beliefs and habits impact our behavior,

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how I talk to the person of color,

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how I work with my colleague in a wheelchair,

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how I welcome the news that my colleague is coming out as a lesbian.

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Second attitude,

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being attentive consists of observing oneself and others.

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What happens in and around me when our

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predominantly male team welcomes a female manager?

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What are the signs of lack of inclusion in my team?

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Who gets invited?

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Who has access to information,

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who feels like they have to conform to be included?

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Who has access to opportunities?

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Who has access to informal discussions,

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for example,

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around the coffee machine?

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Who is not being heard?

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Who eats lunch alone?

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Paying attention to the fact that Paul might have had

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something to say in the meeting but kept quiet.

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Pay attention to myself as well.

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When someone bothers or annoys me,

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ask the question why.

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What makes me not want to include this person?

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What bothers me about them?

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Third attitude,

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be curious.

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It means trying to understand the other person.

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Dare to put yourself in their shoes.

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By attending a woman's group meeting,

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if you're a man,

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for example,

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verbalize what you've observed to check if you're right.

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Engage a colleague who seems to have something to say in a meeting.

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Paul,

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I have the impression that you have something to share.

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Or when faced with Patricia,

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who is isolating herself,

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Patricia,

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you haven't been coming to lunch with us lately.

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Is everything OK?

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Ask questions,

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take an interest in each other.

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Share with your colleagues how you feel about

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being part of the in-group or the outgroup.

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When did I feel included?

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When did I feel left out?

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Cultivate a genuine sense of curiosity about others,

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especially colleagues who are the most different.

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This is how you will discover against all odds that

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your visually impaired colleague loves to follow the tennis championship,

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and you'll be able to discuss the latest Davis Cup with them.

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When someone has a different point of view,

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even and especially if that point of view offends you,

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delve into their opinion.

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Do you think,

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Ben,

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that we should be firmer with this customer?

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Dig into the meaning of words that may be open to interpretation.

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Flora,

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you think we're being disrespectful to our supplier.

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What's your definition of disrespect?

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The fourth attitude to foster inclusion is to be rewarding,

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that is to be appreciative.

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As Emerson,

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a 19th century American philosopher,

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said,

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how glad I am to meet someone who has a different opinion from mine.

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This is the only way of learning something new.

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Appreciate the difference,

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value the opposition.

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If everyone sees the same,

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thinks the same,

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change would not be possible.

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No innovation would occur.

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Valuing others and their differences means daring to say,

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Cathy,

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I appreciate your flexibility in managing projects.

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It's a bit challenging for me because I like everything to be organized,

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framed and scheduled.

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However,

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I see

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that with my sense of organization and your agility,

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clients are very satisfied with our services.

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Thank you for the difference.

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Be careful.

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Valuing differences in the workplace must be done in

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the light of common values and shared missions.

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I appreciate how my colleagues' differences also serve in their own way,

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the missions and values of the organization.

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If this is not the case,

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then their attitude is not an asset,

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but rather an impediment.

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Finally,

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I also recommend appreciating all the similarities we share with our colleagues,

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even those that bother us the most.

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Fred,

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there is one quality we have in common when you

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or I are sure we express ourselves with passion,

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don't we?

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The fifth attitude is to be inviting,

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invite to the dance,

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offering a warm smile,

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greeting a colleague by name,

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putting your phone away when the other person is talking to you,

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asking how a vacation went,

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inviting to coffee.

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Making room for the other person also

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means ensuring equal speaking time in meetings.

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It means welcoming newcomers from the day they arrive,

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including interns and interns.

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It means offering to be the liaison or mentor for someone

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who is different without pretending that the difference does not exist.

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It means changing habits,

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offering to have lunch with a colleague you don't know well,

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talking with the most introverted person,

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following the way a colleague works on a new common project.

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Inviting to the dance is reaching out and building bridges

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between ourselves and those who are less like us.

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And this requires simple tools,

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listening,

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questioning,

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and sharing.

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To be inclusive is therefore to create a safe

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space within the team where everyone feels comfortable,

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like they belong and they are ready to give their best.

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