This is where we should ask ourselves, “What is the role of communication in promoting workplace diversity?”. So, let’s talk about one of the underlying issues of diversity in the workplace: we don’t know how to talk about it. If you were entering a new market or launching a new … We should be facilitating regular opportunities for collective learning and dialogue around diversity and inclusion issues, which are aimed at everyone in the organisation, not just those directly impacted. Most likely, you'll find that innovation and new ways of thinking will come to a screeching halt. Affinity groups, such as the staff equality networks I referenced earlier, are a common way of creating these spaces. For awareness days/weeks/months, we work closely with our Diversity and Inclusion team to run events which educate colleagues about different minority and underrepresented groups and their struggles. Thank them for sharing their insight, and commit to growing from it. Seven diversity and inclusion best practices to help strengthen your leadership culture and grow your company’s bottom line. DDI Privacy Policy | On top of that, your team is likely going to compete against a team of people with all different skills, perspectives, and backgrounds. How about, “What is the role of communication in promoting workplace diversity?”. Restoring the leadership role of the state through a national narrative also requires a redefining of the concept of political opposition and the societal roles of all actors. It might seem nice at first, but what happens when everyone has the same ideas? National harmony, political inclusion and reconciliation should be the pillars of Jordan’s internal policies. These conversations will probably make people feel uncomfortable. A good place to start is ensuring that the business case for diversity and inclusion and how it impacts business success and performance is understood throughout the organisation. Highlighting your organisation’s diversity in your communications and campaigns, internally and externally, is incredibly important in promoting an inclusive culture. Because it means different things to different people, it's tough to talk about. This has made me reflect a lot recently on the role that internal communication has to play in this and what we can do as communicators to help create more diverse and inclusive organisations. It makes people uncomfortable, so they settle for the status quo rather than make changes. While these groups are extremely important, I believe that internal communication should be striving to create organisation-wide safe spaces for these discussions. Tailors teaching for all learners. This is a principle of inclusive … Take the Inclusive Culture Pledge for 2021. This has not only helped to raise the profile of these groups and any issues they are facing, but it has shown that the organisation and its leaders are fully committed to diversity and inclusion and to making a difference. What are you doing to drive diversity and inclusion in your organisation? Let us know a little bit about your company so we can start helping you create better leaders for a better future ASAP. ( Log Out /  But remember, it’s also a positive sign that you are learning, growing, and becoming a more inclusive colleague. Don’t forget that it’s appropriate and necessary to ask for permission before engaging in a diversity and inclusion conversation. If it makes someone uncomfortable, come back to a space where you share common ground. We learn to see and focus on the similarities between us and others. Lesson Planning In an ideal inclusion classroom, the special education teacher and regular education teacher engage in co-planning. 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