Making the workplace inclusive education

Summary. Over the last three years the author has been investigating the impact of peer relationships on an individual’s experience of inclusion at work. She found that peers have the power to include or exclude other individuals, and the exercise of that power can make a meaningful difference to work performance. Peer inclusion is demonstrated through three small acts that can make a world of difference: 1) Instrumental assistance, or actsthat help a peer to perform their work tasks (such as by providing information, making introductions to contacts, giving endorsements in meetings, or offering advice); 2) Emotional bonding, orsocializing with their peers, joking and banter, as well as providing space for venting and showing an authentic interest in a peer’s personal life; and 3) embodied connection, creating and communicating a closer connection with through body language and the sharing of space, such as walking to a meeting together or pulling a chair closer during a conversation. Already a hot topic, creating an inclusive workplace has become even more critical for organizations seeking to attract and retain talent, and enhance productivity. Historically, companies have focused on putting in place organizational diversity policies. More recently the focus has shifted to There’s a good reason for that. In only a group (or a leader as representative of a group) has the power to make an individual feel fairly treated, valued, respected and connected. But is that really r...

Given that the patient population in the United States is becoming increasingly diverse and that nurses come from a multitude of backgrounds, it’s important for healthcare facilities to embody inclusivity and equality. As in any setting, diversity in healthcare relates to age, gender, education, ethnicity, disabilities, language, race, religion, sexual orientation and socioeconomic status. What Does Inclusivity in the Workplace Mean? Inclusivity in the workplace means that all employees are valued for their differences and included in appropriate scenarios, including decision-making. What Is Equality? Equality means everyone is guaranteed the same rights without discrimination. Why Is It Important for Nurses to Be Inclusive in the Workplace? Nurses are required to deliver care to all patients without bias, and they need to effectively collaborate with staff members who could, likewise, be from various backgrounds. To build relationships with patients and co-workers, nurses need to acknowledge and appreciate the unique perspectives of others. Patients who feel they are not understood may become discouraged or agitated, which can impede their recovery. Strained communication between nurses, physicians, interdisciplinary teams and staff can lead to misunderstandings, errors and tension that can erode relationships. An inclusive workplace is one where patients, nurses and other staff are free to express themselves so they can work together to determine solutions to problems th...

Summary. In an era where companies are paying more and more attention to diversity, equity, and inclusion (DEI), inclusion remains the most difficult metric to track. From new research, Gartner developed the Gartner Inclusion Index to measure what true inclusion looks like across an organization. The authors outline how to use the Gartner Inclusion Index to measure employee perceptions of inclusion, what effective action looks like from leaders, and common pitfalls to avoid. There’s no doubt that in 2021 and beyond, companies will continue to devote more attention and resources to advancing diversity, equity, and inclusion (DEI). Unfortunately, many organizations still struggle to measure the impact of their strategies and communicate that impact to a growing number of stakeholders. More than 1,600 CEOs have signed onto the While a recent Gartner survey reveals But inclusion, and a work environment where all people feel respected, accepted, supported and valued, allowing all employees to fully participate in decision-making processes and development opportunities within an organization, is even more of a challenge to measure. Most leaders understand that it is inclusion that unlocks the potential in a diverse workforce. But although organizations have found ways to successfully measure and track diversity, they haven’t been able to do the same for inclusion. This shortcoming has obstructed efforts to develop a unified and coherent metric that tracks Capturing Employee Perc...

As organizations continue to refine and structure their hybrid work plans and policies, it’s important to stay aware of the advantages and pitfalls these hybrid workforces can create when it comes to inclusion. In order to foster DEI in a It also noted that remote work employees and those in a hybrid arrangement may need to leverage physical wellness programs to prevent them from feeling isolated and overly sedentary. “Organizations need to have a discussion about inclusivity, period. However, the transition to a hybrid way of working creates a new set of challenges to fostering employee perceptions of fairness, belonging, and trust,” Ingrid Laman, vice president of advisory in the Gartner HR practice, told Dice. “In a hybrid world, we have less transparency as to how employees are treated because we are not physically co-located as we were before.” Marginalized or underrepresented talent are even less visible to senior leaders and other stakeholders in the hybrid environment. “Lastly, in a hybrid world, we can no longer rely on physical, verbal, and other social cues to show people we care about them, and respect their ideas and opinions,” Laman continued. “Unless we are consciously intentional about including others, employees may be more likely to feel alone and isolated.” Equal Communication and Visibility Vicky Kennedy, chief strategy officer at customer education platform Intellum, added it’s also easy to reinforce barriers during work meetings that leverage video ca...

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Summary. There’s widespread agreement on the need to improve diversity and inclusion in the workplace. But it’s not easy to deliver on the promises made. It’s time to adopt a more systematic, coherent approach to D&I. The authors offer five strategies for making more progress and creating a more representative, fair, and high-performing workforce. First, ensure the CEO positions themselves as the top champion for D&I efforts. Second, center D&I in your business strategy. Third, hold executive leaders accountable for D&I outcomes. Fourth, mitigate implicit bias at the systemic level. Finally, pivot from diversity training to leadership development coaching. There is broad agreement that diverse and Put most simply, it’s the right thing to do. Additionally, diverse and inclusive companies find and nurture the best But there is a long way to go. The killing of George Floyd in May 2020 was a clarifying catalyst that helped business leaders see the enormous inequities that have always existed. A year later, stakeholders (including current and prospective employees and customers) want to know if companies have lived up to the big promises they made last summer. Set yourself up to thrive. Historically, people of color have faced the following vast disparities in the workplace: Lower-than-expected hiring rates . White job applicants tend to receive more Lower-than-expected representation in white-collar and leadership jobs. People of color are Negative day-to-day experiences at wo...

College launches valuable online tools by MaryAlice Bitts-Jackson Language is always evolving, as new words are added to dictionaries each year and new conventions take hold. That’s even more true in recent years, as global social-justice movements have sped up the evolution of identity-related language, such as the growing use of “they/them/their” as a gender-neutral, singular personal pronoun. How, then, can people of good faith ensure that the language they’re using is up-to-date and respectful? Dickinson’s Inclusive Language Style Guide is here to help. Inclusive language: signaling respect The “It’s not a tool to police language, but a very valuable resource for students, faculty and staff,” explains Entries are divided into four categories: Abilities and Disabilities; Faith, Religion and Spirituality; Gender and Sexuality; and Race, Ethnicity and Nationality. Each section includes a sampling of commonly referenced entries written by the “The Inclusive Language Style Guide is a great tool to help us all in communicating in a more inclusive way as we act on our commitment to recognizing and respecting one another through the language we use,” says Angie Fernandez Barone '90, P'22, P'23, P'26, chairperson of the EIB communications committee, which spearheaded the project. “And, as recommendations for inclusive language evolve, the page will be updated so it’s a tool that we can all return to and learn from over and over again.” Making events easier to find And the oppor...

For decades, elementary and secondary school leaders have espoused the importance of diversity, equity, inclusion, and access, but what are we truly doing that will fundamentally improve our schools in these areas? Are we shifting the paradigm? This fireside discussion will look beyond compliance initiatives in order to truly support diversity, equity, inclusion, and access for marginalized students.

Inclusive or assistive technology often gets singled out as something that's only for students with special needs. But Universal Design principles teach us that all students can benefit from inclusive technology. It ensures multiple means of engaging with material and expressing learning, and provides tools to support students in their unique learning needs. What’s even better is, if these tools are used across the general student body for collaboration, expression and productivity, all students can benefit from them and there is likely to be less stigma attached to an individual needing that extra bit of support. Preparing for the future The nature of how students learn has been changing over the last number of years, and the world is changing too. So the challenge is this: how do we advise students with confidence if we don’t know what the future is going to look like? We cannot control or predict what the jobs of the future will be... but we can control the skills we develop in the classroom. Mastering core skills such as collaboration, critical thinking, problem-solving and creativity will successfully prepare students for study, work and life ahead. We’re big advocates for improving literacy skills with the help of inclusive technology. On top of that, good digital literacy skills empowers people to interact with the world around them. That's why introducing learners to support tools early on in their literacy development can help prepare them for later life. Finding ...

As organizations continue to refine and structure their hybrid work plans and policies, it’s important to stay aware of the advantages and pitfalls these hybrid workforces can create when it comes to inclusion. In order to foster DEI in a It also noted that remote work employees and those in a hybrid arrangement may need to leverage physical wellness programs to prevent them from feeling isolated and overly sedentary. “Organizations need to have a discussion about inclusivity, period. However, the transition to a hybrid way of working creates a new set of challenges to fostering employee perceptions of fairness, belonging, and trust,” Ingrid Laman, vice president of advisory in the Gartner HR practice, told Dice. “In a hybrid world, we have less transparency as to how employees are treated because we are not physically co-located as we were before.” Marginalized or underrepresented talent are even less visible to senior leaders and other stakeholders in the hybrid environment. “Lastly, in a hybrid world, we can no longer rely on physical, verbal, and other social cues to show people we care about them, and respect their ideas and opinions,” Laman continued. “Unless we are consciously intentional about including others, employees may be more likely to feel alone and isolated.” Equal Communication and Visibility Vicky Kennedy, chief strategy officer at customer education platform Intellum, added it’s also easy to reinforce barriers during work meetings that leverage video ca...