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1、How to be How to be an inclusive an inclusive leaderleaderDESIGN THE FUTURE OF WORKDESIGN THE FUTURE OF WORK 2022 Qualtrics LLCIntroduction3IntroductionMore than ever,employees and customers expect to see meaningful progress on inclusion from the companies they engage with.But inclusion isnt just a
2、look-good,feel-good initiative.It has quickly become a differentiator between a positive working culture and a negative one.And its a key performance indicator of the employee experience.We know from our research that employee perceptions of diversity,equity,inclusion,and belonging(DEIB)efforts are
3、improving.Employees recognize and appreciate the efforts organizations have made,but the challenge going forward will be sustaining these efforts and ensuring that the focus isnt temporary.Who can help drive these efforts at your organization?In short,leaders.4From hiring to development,decision-mak
4、ing to meetings,leaders are on the frontlines,translating and navigating organizational culture and norms for employees.Likewise,leaders are in the ideal position to listen to what people have to say and to take action on their needs.A true commitment to inclusion is genuinely transformative,driving
5、 competitive advantage by powering growth,accelerating innovation,and increasing profitability.But leaders need to feel empowered to drive change towards a more inclusive organization.They need the skills and resources to make inclusive decisions,hires,and teams and ultimately shape your organizatio
6、nal culture to be anti-racist and a place where everyone belongs.In this guide,well share actionable advice on all of these topics,and more,so that you can feel empowered to take action.Lets get started.Farren Roper Head of Diversity,Equity,and Inclusion,Qualtrics5ContentsBolstering inclusive leader
7、ship skillsSupporting inclusive hiringBuilding and developing inclusive teamsFostering inclusive decision-makingUtilizing inclusive languageFacilitating inclusive meetingsEmbodying anti-racist leadership1234567Bolstering inclusive leadership skillsSECTION 17As leaders,you hold the key to fostering a
8、n inclusive workplace.Research by Deloitte found that teams with inclusive leaders are 17%more likely to say they are“high performing,”20%more likely to make better decisions,and 29%more likely to collaborate.A Catalyst study found that 45%of experiences in an inclusive workplace could be explained
9、by“managerial inclusive leadership.”These statistics indicate two things:first,an inclusive leadership style can boost productivity by a significant margin;and second,leadership is strongly correlated to how included an employee feels in the workplace.Bolstering inclusive leadership skillsWhat leade
10、rs say and do makes up to a 70%difference as to whether an individual reports feeling included.And this really matters because the more people feel included,the more they speak up,go the extra mile,and collaborate all of which ultimately lifts organizational performance.”Harvard Business Review83 DI
11、MENSIONS OF INCLUSIVE LEADERSHIPAs an inclusive leader,you can intentionally leverage diversity and see through the lens of inclusion at various levels within your organization.At the individual level,you manage diverse individuals(e.g.,introverts versus extroverts),and understand your own biases an
12、d how to mitigate them.At the team level,you foster,grow,and develop diverse teams,lead inclusive meetings,use inclusive language,and encourage everyone on your team to do the same.You help and support your team members with understanding their own biases and how best to challenge and/or navigate th
13、em.You also leverage diverse thinking in a work environment with increasingly diverse customers,markets,and talent.And at the organizational level,you understand how to dismantle systems of power and privilege(e.g.,creating an anti-racist organization),regularly audit your people processes(from hiri
14、ng to development to retention),identify the gaps around inclusiveness,and work to create rigorous inclusion strategies that are both data-driven and measurable in impact.To accelerate progress and truly embed diversity,equity,inclusion,and belonging into the culture and operating rhythm of a compan
15、y,make sure its measurable and actionable so you can hold leaders to account and meet the commitments made to your people.”Farren Roper Head of Diversity,Equity,and Inclusion,Qualtrics9HOW TO DEMONSTRATE INCLUSIVE LEADERSHIP What leaders say and do makes a considerable impact on whether employees fe
16、el included at work.Inclusive leaders demonstrate:01 Visible commitmentThey articulate authentic commitment to diversity,challenge the status quo,hold others accountable,and make diversity and inclusion a personal priority.As part of their commitment,they also articulate a clear vision and mission t
17、hat celebrates everyone,as well as help to foster engagement and build shared goals.02 HumilityThey are modest about their capabilities,admit and own their mistakes,and create space for others to contribute.They understand they are not the smartest or the singular source of truth in the room nor do
18、they desire to be.They champion great ideas regardless of where or from whom they originate.1003 Listening with empathyThey seek out opportunities to gain exposure to different sources or types of diversity.They welcome and value different perspectives and experiences in efforts to gain a better und
19、erstanding of the needs and challenges their teams may be facing.04 Deep self-awarenessThey show awareness of personal areas of development,bias,as well as gaps in their thinking.Inclusive leaders not only demonstrate a deep level of self-awareness for themselves,but they also foster this level of a
20、wareness in others.1105 Curiosity about othersThey demonstrate an open mindset and keen curiosity about others,listen without judgment,and seek with empathy to understand those around them.06 Cultural intelligenceThey are attentive to others cultures.They also possess the competence to effectively e
21、ngage and interact with individuals from worldviews and belief systems outside their own.07 Effective collaborationThey empower others,pay attention to diversity of thought and psychological safety,and focus on team cohesion.Supporting inclusive hiringSECTION 213As a leader,you are the gatekeeper fo
22、r talent that joins your organization,so its critical to support inclusive hiring practices and mitigate bias where you can.HOW TO CLOSE CANDIDATE EXPERIENCE GAPS To attract and hire diverse talent,you have to pinpoint where there are gaps in the candidate experience and then take action to close th
23、ose gaps.The candidate experience has four stages:application;screening;interview;and offer.And within each stage are myriad experiences depending on a variety of factors,such as success(or failure)moving through the process as well as communication(and follow-through)about next steps.Supporting inc
24、lusive hiringEvery candidate interviewing with Airbnb will answer questions about their commitment,experience,and shared values related to diversity and belonging.We want to signal to anyone joining our organization from the beginning that diversity and belonging are priorities to us.”Melissa Thomas
25、-Hunt Global Head of Diversity&Belonging,Airbnb14These moments represent opportunities to delve deeper into how candidates feel your organization has treated them insights that you can leverage to then design and improve your process.Heres where to start.01 Attract diverse talent at the application
26、stage To start,fostering inclusion in the candidate experience requires taking a close look at your sourcing and attraction strategies as well as your talent brand strategies.If you arent investing in or building an external presence in diverse communities (e.g.,establishing a diverse pipeline),you
27、may not find success attracting and hiring diverse talent.15Here are a few ways to do that work:+Articulate your DEI strategy.Commit to a clear vision and communicate how youre going to deliberately and intentionally meet diverse candidates where they are.Not having a well-articulated DEI strategy c
28、an come off as lip service or less than authentic to diverse candidates.+Invest in diverse communities.Reach out and foster relationships with community and education partners,such as historically Black colleges and universities(HBCUs).Doing this well reflects authentic action on the part of your or
29、ganization,and will help to push your presence beyond what people know about you from your brand and/or product.+Communicate about your culture.Specifically,talk about what your organization is doing to actively move the dial on your DEI metrics.What youre doing(or not doing)speaks volumes,especiall
30、y when it comes to what people have heard about your hiring practices.+Eliminate any barriers to applying.For example,make sure your careers site is accessible to people with disabilities and use gender-inclusive language in your postings.1602 Avoid bias at the screening stageBias can derail your en
31、tire interview process ultimately hindering your organizations ability to hire employees with diverse backgrounds and experiences.To promote DEI and remove bias at the screening stage,your recruitment team can:+Select non-traditional candidates that meet the knowledge,skills,and abilities(KSAs)of th
32、e job versus those who meet an education or other requirement that may not be necessary.Making sure you are focusing on the critical KSAs will help to limit the tendency to overlook talent that may come from non-traditional spaces or backgrounds.+Consider removing personal information from resumes s
33、uch as candidate names,addresses,and/or graduation dates,before sharing them with others in the hiring process.The key here is to present a diverse and equitable pool,but without the information that might incite bias.+Utilize application software to screen resumes but,be sure that the software is s
34、creening relevant information based on the candidates youre looking for and that you arent inadvertently screening out qualified candidates.Periodically spot-check your rejected applicant pool to ensure the software is up to date (and using the most relevant keywords or algorithms)so that you arent
35、reintroducing bias into the screening process.17+As for additional screening mechanisms,use technology to automate(or email)questionnaires instead of conducting phone and video screens.This can also help remove bias from the process.The screening stage is also where technology can start capturing da
36、ta about recruitment processes data that will help you identify additional experience gaps that need to be closed.1803 Prepare for the interview stage At the interview stage,recruiters are responsible for guiding applicants through the remaining(and most critical)steps of the process.Meanwhile,hirin
37、g managers(thats you!)can help candidates feel connected to your organization even before they join.You play a critical role in communicating your organizations value proposition,as well as what it means to belong.At this high-stakes phase,hiring managers can make or break the candidate experience a
38、 time when experience gaps can mean losing your top candidate(s).This makes collecting and analyzing candidate feedback all the more critical for identifying gaps and determining what you should be doing differently.19For example,your data might reveal that you need to:+Consider who is participating
39、 in the process and ensure that everyone has been adequately trained.+Establish protocol with interviewers to create consistency across the process and alignment with recruiters.Utilize rubric-based interviewing to help eliminate interviewer bias.+Diversify your interview panel with panelists repres
40、entative of your organization.+Work to not overextend your diverse employees.Instead of asking your diverse employees to interview candidates time after time,leverage their expertise and insights at scale(think:webinars,podcasts,and other employer branding opportunities).Closing experience gaps at t
41、he interview stage will help ensure that your most qualified,diverse candidates are engaged and interested ahead of an offer.Representation helps diverse candidates make decisions about joining your organization.”Lindsay Johnson,Ph.D.Senior Diversity,Equity,and Inclusion Program Manager,Qualtrics200
42、4 Make equitable offers The offer stage is the time for your organization to exhibit its commitment to the advancement of diverse candidates as well as its persistence in making equitable offers.An offer is the entry point for setting an equal playing field.If you want diverse talent to join your or
43、ganization,you have to make a fair and equitable offer.Otherwise,theyll either always be playing catch up on pay,or theyll accept another(better)offer elsewhere.Also,remember to audit your offers to ensure that youre achieving your DEI metrics.While this is a reactive tactic,its a helpful way to lev
44、el set,measure,and improve the offers you extend in the future.Building and developing inclusive teamsSECTION 322Building and developing an inclusive team requires that all team members feel they are treated fairly and respectfully,that they are valued,and feel they belong.Recent studies have found
45、that employees desire and place a high amount of value on the ability to be their authentic selves at work.Research also overwhelmingly indicates that diverse teams perform better,resulting in positive outcomes for the organization such as greater profitability and value creation.By design,diverse t
46、eams create dialogue,challenge the status quo,and generate more thoughtful and robust products or solutions.However,having a diverse team isnt enough;boosting diversity numbers does not automatically create an inclusive culture.Focusing disproportionately on diversifying the pipeline,without also ad
47、dressing the employee experience(beyond the offer),is often a miss for leaders and organizations.Building and developing inclusive teams23DEVELOPING YOUR TEAM SHOULDNT BE A ONE-SIZE-FITS-ALL APPROACHTo nurture and retain diverse talent,it is critical to take a look at current learning and developmen
48、t processes with an eye towards creating conditions that promote equity and inclusion on a daily basis.You can prioritize learning and development for team members by:+Ensuring each employee has a career development plan that is tailored to their professional and personal goals.+Serving as a mentor
49、or sponsor to team members within and beyond your direct team.+Proactively taking time to discuss additional growth opportunities such as internal transfers,or cross-functional stretch assignments,and so on.+Each of these efforts help to enhance career mobility and advancement for team members.Fayru
50、z Kirtzman Associate Client Partner,Korn Ferry DEI,Integrated Solution AreaWhen an organization tackles DEI as an initiative or a program rather than a strategic imperative,weve seen time and again that it simply doesnt stick.The end goal is to continually bake DEI into everything we do thats when i
51、t becomes truly transformational.”24HOW TO LEVERAGE DIVERSITY AND FOSTER INCLUSION ON YOUR TEAM Here are eight ways to create an inclusive environment where everyone on your team can thrive.01 Establish a clear vision that celebrates and values everyoneFor each individual to bring their best self fo
52、rward,a sense of belonging must first be established.Collaborate with your team to co-create a meaningful team vision and mission to help foster engagement and build shared goals.02 Practice empathyTo better understand and appreciate team members who have different experiences and backgrounds than y
53、ou,you have to make a point to understand their perspective and meet them where they are.03 Emphasize open and consistent communicationHaving good communication is the foundation of any high-performing and inclusive team.2504 Establish inclusive team normsBe sure to document your teams processes and
54、 norms(e.g.,team communication,team interaction during meetings).Always iterate and seek feedback on processes,norms,and codes on a consistent basis to ensure team members are not being left behind.05 Be persistentLearning how to be inclusive takes ongoing effort,not a one-off training.It requires i
55、ndividuals to identify key moments in which to build new habits or micro-behaviors(daily actions that can be practiced or measured).06 Distribute opportunities equallyEnsure all team members are given access to challenging assignments that match their skill sets,interests,and/or development needs.Ch
56、allenges open up new ways of thinking,and offer team members both the motivation and opportunity to learn new skills.2607 Use objective methods when evaluating othersFeedback is a fundamental tool for learning.Its critically important for you to give direct,specific,behavioral feedback and to do thi
57、s in ways that can be received by people from different backgrounds,cultures,and more.08 Acknowledge and reward work to improve diversity and inclusionRecognition can take many forms(beyond promotion and salary)such as credit,praise,and awards.Recognition should be distributed equitably;limiting rec
58、ognition to only similar others can inadvertently hinder the development of team members from underrepresented or historically excluded groups.Fostering inclusive decision-makingSECTION 428When making business decisions,have you ever stopped to think about who is in the room and whether the decision
59、-makers represent the true diversity of your team including diversity of thought?Inclusive decision-making is about managing and improving who is involved and how business decisions are made,in a way that improves innovation,engagement,and results.As reported in Forbes,research shows that inclusive
60、decision-making leads to better business decisions up to 87%of the time.A diverse and inclusive workforce represents an enormous opportunity to improve decisions and consequently business performance.More involvement in decisions will also lead to higher engagement,satisfaction,and a greater sense o
61、f belonging.Fostering inclusive decision-makingUse the voice of your employees as a compass to inform how you think about decisions,what plans look like,and their diverse needs.Create an opportunity for every voice to be heard.”Julia Anas Chief People Officer,Qualtrics29WHY YOU SHOULD LEVERAGE DIVER
62、SITY IN DECISION-MAKINGInclusive decision-making leverages diversity in a way that provides different perspectives.But this doesnt just happen by itself.Leaders need to be intentional about including diversity.Diversity includes the full spectrum of human differences,including diversity of thought.B
63、y leveraging diversity,you can harness the full intellectual power across your company by hearing many different viewpoints.On the other hand,a lack of inclusivity in decisions can lead to group-think and or a decision that is missing a key insight or perspective.A homogeneous group is likely to com
64、e up with similar ideas and agree with each other.A lack of inclusivity in decision-making can also look like:+Not having any underrepresented or historically excluded groups as part of the decision-making process.+Only making decisions with those who are likely to assimilate to one point of view.+N
65、ot leaving any room for dissent or disagreement.+Only taking into account the perspectives of certain personality types.+Making isolated decisions that affect employees work without any input from them.As an inclusive leader,work to avoid these pitfalls and encourage others to do the same.30HOW TO M
66、AKE MORE INCLUSIVE DECISIONS AT WORKNow that weve covered what a lack of inclusivity in decision-making looks like,here are five ways to get started making more inclusive decisions in the workplace.01 Get more diverse voices involvedSet guiding practices that allow for divergent thinking and include
67、 preferred methodologies for different personality types(e.g.,introverts and extroverts)and making your workplace accessible for different disabilities.Actively seek ideas and input from everyone on the team.Ask yourself:+Am I including people who might agree and disagree in this decision?+Am I hear
68、ing every voice?+Am I mindful of people who cannot be in the room?02 Create a space thats psychologically safeCreate space for team members to have differing points of view even if different from your own.Communicate that it is safe to have a different point of view.3103 Be clear on the criteriaThis
69、 will help set the guidelines for how ideas are filtered.Its important that team members understand the who,how and why behind each decision.By adding a clarity lens to each decision,team members are able to better understand decisions and buy into the outcome.04 Increase transparency in the decisio
70、n making processActively show that you are capturing all perspectives with no judgment,even if you need additional time to consider their suggestions and the outcome.05 Communicate the outcomeFunnel out ideas that dont meet the criteria and communicate the outcome,while explaining how it was arrived
71、 at.Keep in mind that once this is done,you must own the result.Utilizing inclusive languageSECTION 533Using inclusive language is essential to having a workspace where people feel safe,included,and a sense of belonging.WHAT IS INCLUSIVE LANGUAGE?Inclusive language is language that makes others feel
72、 safe and is not harmful to underrepresented groups.Sometimes non-inclusive words are used in conversation,but other times they can be subtly built into processes.Non-inclusive words,whether intended or not,can have a harmful effect on underrepresented groups.Any person or group can be excluded with
73、 language,but typically,this term is used for traditionally underrepresented or underprivileged groups.HOW TO ADOPT INCLUSIVE LANGUAGE AT WORK Not sure what non-inclusive language can look like,or how to change your language to be more inclusive?Take a look at the chart below where weve listed non-i
74、nclusive words and phrases to avoid and inclusive language to use instead.Utilizing inclusive language34Gendered plural pronouns like“you guys”can have the effect of making women or gender non-binary teammates feel excluded“Man hours”or“manpower”can make women or gender non-binary teammates feel exc
75、luded“Grandfathered”can have ageist and sexist connotations“Female”as an adjective reduces women to their reproductive capacity in contexts where it plays little to no role“Whitelist”or“blacklist”can have a harmful effect on communities of color as the use of color has no bearing on the descriptionU
76、se words like“folks,”“people,”“everyone,”or“you all”Use words like“person hours,”“work hours,”“FTEs,”and“person power”Use words like“legacy status”Use the word“woman”Using it as an adjective,e.g.,female doctor,is grammatically correct,but not necessarily inclusiveUse words such as“allow list”or“deny
77、 list”NON-INCLUSIVE LANGUAGE TO AVOIDINCLUSIVE LANGUAGE TO USE INSTEAD35“Sanity check”has an unnecessary connotation to mental health and can have unintended effects for people with disabilities“Dummy value”can have a harmful effect on contributing towards stigmas of people with disabilitiesPhrases
78、like“blind spot,”“tone deaf,”or“blind leading the blind unnecessarily contribute towards stigmas around sensory disabilitiesUsing the term“non-white”can reinforce racial stereotypes and establish whiteness as a default/normUsing“husband”or“wife”to identify someone who has not told you about their fa
79、mily relationshipsUse words like“quick check”or “confidence check”Use words like “placeholder value”Use words like“missing insight”Use the terms“significant other”or“partner”until they lead with their preferenceUse words like “underrepresented minorities”NON-INCLUSIVE LANGUAGE TO AVOIDINCLUSIVE LANG
80、UAGE TO USE INSTEAD36Lumping atheism and other groups that are not faith-based when addressing a larger group by referring to someones faithUsing common terms when referring to a place of worship or retreat such as“mosque,”“synagogue,”“temple,”or“church”when you do not know a persons belief identity
81、Words like“lame,”“nuts,”“insane,”“psycho,”or“crazy”(e.g.,“Ive been crazy busy”or“Thats so lame”)can stigmatize physical disabilities or mental health issuesUse“belief identity”when talking about a larger group,as you dont know if they belong to a faith or part of a group that isnt represented by the
82、 word“faith”Use the term“place of prayer/worship/retreat”represented by the word“faith”Use words like“wild”or“chaotic”NON-INCLUSIVE LANGUAGE TO AVOIDINCLUSIVE LANGUAGE TO USE INSTEADFacilitating inclusive meetingsSECTION 638Hosting inclusive meetings means everyone gets a chance to contribute and al
83、l voices are valued and have equal weight.Whether participants are in the room or online,across the table or the ocean,everyone should feel welcome to participate.Facilitating inclusive meetingsWe need to be intentional about including diversity diverse perspectives,diversity of thought and giving e
84、veryone not just a chance to contribute,but also making them feel its safe to do so.”Yesenia Cancel XM Scientist,Qualtrics 39HOW TO PREPARE FOR A MEETING TO MAKE IT MORE INCLUSIVEIf youre not sure how to get started planning an inclusive meeting,the good news is:you probably already prepare for meet
85、ings now its a matter of shifting your perspective to be in your participants shoes.Consider these best practices:+Be mindful of the time of day and local time zone when setting the meeting aim for normal business hours and respect the time that attendees have blocked off.+Make sure the meeting is n
86、ot being held on major cultural or religious holidays.+Send the agenda out ahead of time and if appropriate,pre-reads.+Set expectations for any goals,objectives,and/or decisions that are to emerge or unfold from the meeting.+Identify and assign roles and responsibilities as appropriate and try to ro
87、tate responsibilities.+Review your list of attendees.Ensure that youre not missing people who represent diverse or dissenting points of view.40+Ensure the physical meeting space is accessible for those who may have mobility,ambulatory,visual,hearing,and/or sensory disabilities.This includes checking
88、 that any lifts or elevators to space are functioning properly.+Ask attendees beforehand if they require any visual or audio accommodations (note:this does not mean to ask for conditions).This can include subtitles/speech-to-text,text-to-speech,accessible fonts,and colors,or pacing discussion to all
89、ow for breaks in the conversations.WHAT TO DO DURING A MEETING TO MAKE IT MORE INCLUSIVENow that weve covered planning and preparing for pre-meeting logistics,heres how to focus on being inclusive during the time youre spending together.+As the meeting is starting,be mindful that pre-meeting chatter
90、 should be inclusive about topics that everyone in the room can relate to(e.g.,your weekend,weather)rather than topics that only some groups may be able to(e.g.,sports).+Be respectful of others schedules.Try to start and end meetings on time.+Introduce yourself with your pronouns.Encourage others to
91、 do the same.+Set clear ground rules upfront,codifying these will help attendees be aware of their responsibilities,as well as how they should engage and interact with each other (e.g.,no interrupting or talking over others;encouraging alternate viewpoints).41+Be mindful that some people might be in
92、 the room and some might be online when it comes to audio,whiteboard,or other forms of collaboration.Turn on the video as soon as you get into the room and stay in view of the camera and near the microphone when talking.+If some participants are attending in person,make sure that there are no audio
93、or physical barriers preventing those online from participating.+Greet each meeting participant warmly,by name,so everyone feels welcome.+Formally introduce new participants.+Remain engaged in the conversation from beginning to end and remove distractions such as your cell phone.Encourage others to
94、do the same.+Ensure any accessibility assistance technology is working properly.42HOW TO MEDIATE AND FACILITATE INCLUSIVE MEETINGSIn addition to being more inclusive,you also want to run meetings that are effective and productive.Here are a few ways to get the most out of your meetings:+Keep track o
95、f whos talking and who isnt.+Exhibit zero tolerance for interruptions.+Prevent anyone from dominating or derailing the discussion.+Give credit,acknowledge input from others,and highlight contributors.+Provide momentary breaks in the conversation so others can stay apace and not be left behind.43WHAT
96、 TO DO AFTER A MEETINGWhat you do after a meeting is just as important to make people feel included as what you do before and during a meeting.To start,be sure to follow up after your meeting through email or instant message (such as Slack)to thank participants for attending and to ask for their fee
97、dback.Also,share the next steps or actions following the meeting.Be sure to remind meeting participants how work will be evenly(and equitably)distributed and how you will ensure follow through on objectives.Holding inclusive meetings helps every employee feel like they belong at your organization an
98、d that their contributions matter.With these tips,you can run more inclusive,and more productive,meetings in an ever-evolving world of work.Embodying anti-racist leadershipSECTION 745As a leader,your goal is to create an environment of psychological safety and trust;one where all employees feel seen
99、,heard,valued,and can do their best every day.And yet,those who have experienced racism first-hand know how painful it is to be perceived as less worthy than others.In order to create a truly anti-racist organization,you need to address the experience gaps that many employees experience on a day-to-
100、day basis.An anti-racist leader supports anti-racist or anti-oppressive policies or ideas through action or expression.The anti-racist leader fiercely interrogates the systems and structures that perpetuate racism and shows up as an ally.Being anti-racist is about stepping up and stepping out.It is
101、about committing and recommitting to doing the work,even though it can be hard,scary,and messy.Embodying anti-racist leadership46UNDERSTANDING RACISMRacism is a system of political,social,and economic arrangements that result in the inequitable distribution of resources,privileges,and opportunities
102、by racial groups.Racism relies on prejudice,cultural norms,discriminatory acts,or policies that support the false assumption that racially subordinate groups are inferior to racially dominant groups.Racism is an intentional or unintentional expression of power operating across history,social relatio
103、nships(for example,slavery and colonialism),and social institutions(such as law andeducation).Some aspects of racism are openly visible,but what we often dont see are the day-to-day personal experiences of individuals and communities of color.The sad truth about racism is that for so many,it can,and
104、 does,happen anytime,anywhere.DISMANTLING POWER AND PRIVILEGE We can define privilege as“rights and benefits,granted to members of a dominant group,who by birth or acquisition,knowingly or unknowingly,operate with an unfair advantage.”Privilege is connected to different aspects of our identity,like
105、our race,ethnicity,gender or gender identity,sexual orientation,age,physical ability,religious affiliation,or socio-economic status.And sometimes,these identities are compounded,where access to power and resources become limited and/or a challenge.47HOW TO TAKE ACTION AS AN ANTI-RACIST LEADERIf we h
106、ave the courage to face the realities of where we have been,and where we are,we can begin to create a future grounded in principles of equity,inclusion,justice,and belonging,where each and every one of us can bring the best of who we are to our lives and work every day.Getting there means doing the
107、work.And as a leader,it starts with you.Heres where to begin:01 Slow down+Listen+Seek first to understand+Get curious+Reserve judgment to the greatest extent possible+Take the time to come with an open mind and an open heart4802 Educate yourself on issues impacting communities of color+Read fiction
108、and non-fiction books,articles,and blogs+Watch films about people from other cultures,e.g.,documentaries+Seek out trusted news commentators and podcasts+Find like-minded folks and start a book group or a conversation circle03 Expand your circle+Seek proximity and expose yourself to other cultures,e.
109、g.,go to a religious service,play a sport,join a club,attend a concert or a cultural festival+Find affirming role models who will help you challenge your assumptions+Find diverse people in your organization and establish relationships+Seek out people who dont look like you on social media4904 Create
110、 brave spaces+Commit to creating environments where everyone can be seen,heard,and understood+Acknowledge the elephants in the room and have uncomfortable conversations+Take risks,try things,make mistakes,clean up your messes,and if need be,ask for help+Encourage productive debate05 Practice holisti
111、c empathy+Humanize others,avoid generalizations,and be on the watch for stereotyping (in yourself and others)+Get curious about people as individuals and learn their stories+Make space for the whole person+Consider how others may be impacted by racism and other forms of oppression Resources&Citation
112、s51SECTION 1 The Key to Inclusive Leadership6 Steps for Building an Inclusive WorkplaceInclusive Leadership:Steps Your Organization Should Take to Get It RightGetting Real About Inclusive Leadership(Report)The diversity and inclusion revolution:Eight powerful truths SECTION 3 How to Retain Diverse T
113、alentDiversity,Inclusion and Culture:How to Build Great TeamsDiversity and inclusion:Eight best practices for changing your culture Follow These 5 Steps to Build a High-Performing Inclusive Team-Even If Youve Struggled in the PastChrobot-Mason,D.,&Ruderman M.N.Leading in a diverse workplace.In M.S.S
114、tockdale&F.J.Crosby(Ed.),The Psychology and management of workplace diversity(p.100-121).Blackwell Publishing.Resources&CitationsSECTION 6 Run Meetings That Are Fair to Introverts,Women,and Remote WorkersHow often are women interrupted by men?Heres what the research says.10 ways to have a better conversation 52Get the right solution to drive powerful,measurable,and systemic change at your organizationWe have the solutions you need to help you uncover experience gaps within your organization with the actionable insights you need to close them.LEARN MORE