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Would love to hear ideas!
Thanks for the invite! Diversity and inclusion is something that I am deeply focused on, as I have worked on my personal growth this year. I have learned more than ever how important it is that every voice be heard and appreciated. It’s what makes us successful and unique as a community. I’m constantly looking for ideas to help incorporate educational tools and ways for us to connect with our team. I’d love to hear how you all do this with your teams!
Natasha SinagogaAdvanced Advertising, Leadership & Deployment
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11/17/20 at 9:23PM UTC
We started a diversity, equity and inclusion council. Membership is optional and we meet only 1x a quarter. This meeting allows us to connect on sensitive topics and lay out a calendar of events/initiatives that we will focus on. This group also connects outside the meeting on important topics and as a sounding board around DEI topics. Lastly, we do acknowledge unsung heroes each month around topics like Black History Month, Breast Cancer Awareness, Movemeber, etc. We use to post them in our office, but now that we are virtual we post them on slack. I think this initiatives allows us to promote DEI without a large commitment from our teams who can feel cramped for time.
Lonita Cook
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11/13/20 at 5:53AM UTC
This is great! I just want to make sure I'm clear on the question: How do we incorporate ways to increase awareness around diversity with our teams that promote inclusion practices?
Annie Peterson Human Resources Manager
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11/13/20 at 6:29AM UTC
Yes! :) Working with such a large group of people, it’s hard to know what will inspire people the most to want to learn more. I have a few different things I offer to my employees to increase awareness, but am always looking for different ideas others have found success with.
Lonita Cook
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11/14/20 at 1:39PM UTC
Absolutely. A couple of things I really enjoy and think have been truly effective because they promote participation rather than observation are listening sessions and bridge-building projects. With both, team members get to be involved in the process.
One thing I like to personally be mindful of is the language used. I try not to use programs or work with experts who use language that shame people for "mistakes and more". The goal is to illuminate opportunities to be and do better without triggering guilt (and often anger and resistance).
What are some things you have implemented so far?
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