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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 attentive,
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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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we all have stereotypes,
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and preconceived ideas
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about who others are based on their age,
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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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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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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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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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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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you haven't been coming to lunch with us lately.
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Is everything OK?
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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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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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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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a 19th century American philosopher,
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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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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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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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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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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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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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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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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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