I found a very good article in Harvard Business Review that points out how modern DEI programs often fail because they instruct what NOT to do rather than what CAN be done. “Stop saying this. Get rid of that. Don’t be biased.”
For a more beneficial outcome, companies (beginning with smaller teams) should start with more inclusive practices. Simple things like asking “what do you think?” to a newer member of the team, or to someone who hasn't had a chance to contribute to the conversation yet.
The article compares fit, feeling, and productivity within different work groups. One provided no interpersonal engagement, one provided “friendliness” only such as happy hour invites, and another provided inclusiveness where people's opinions and contributions were sought and valued. You can probably guess which one delivered the greatest boost in belonging, fit, self-confidence, productivity, and even company commitment. Of course, it was the inclusiveness.
“There's a place for everyone at the table” is a phrase used by a former Intertek leader when I first started with the company long ago. I never forgot that, and I hope we never lose sight of it as an organization that values its people.
When you get down to it, inclusion isn’t about the “warm and fuzzies.” It’s about creating an environment in which every team member can fully contribute. It’s what happens in meetings when managers support team members, and when coworkers collaborate. It’s about brainstorming, decision-making, designing, serving customers, working with suppliers, and planning. There’s nothing more central to the bottom line or the employee experience.
https://hbr.org/2024/12/the-power-of-small-acts-of-inclusion
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