Pic cred AirFocus on Unsplash
Consider the following questions in the context of your current workplace. Or if you are currently in a career transition, consider the questions as they relate to a previous work environment.
- Is there a publicly posted anti-harassment and non-discrimination policy?
- Has the current staff team been trained on the workplace anti-harassment and non-discrimination policy?
- Do all staff members know what to do if they hear a statement or see an action that does not align with workplace policies?
- Is periodic training offered for all team members, so it is clear what types of behaviors are acceptable and what are not?
- Does the workplace celebrate diverse holidays and months of focus?
- Do the pictures on the walls mirror a diverse society?
- Do the pictures and images on the website and social media channels mirror a diverse society?
- Does the workplace have a gender-neutral restroom?
- Are client materials offered in languages other than English?
- Are team members encouraged to proactively share all languages that they can communicate in?
- Do client forms contain gender neutral and inclusive wording (eg spouse/partner instead of husband/wife)?
- Is including pronouns on name badges and email signatures offered?
- Is feedback viewed as a gift by all team members?
- Has the team reviewed and signed their support for the Gender Identity Bill of Rights?
- Does staff recruitment occur via a diverse variety of outlets (eg Black Chamber of Commerce)?
- Does the workplace publicly post any symbols, such as the Pride flag, that signify a LGBTQ+ friendly workplace?
- Is mentoring offered to all team members?
- Are exit interviews offered to all employees as they leave the workplace?
If you answered no to more than four of the questions, then your organization likely has a workplace inclusivity problem.
You’ve Identified a Problem – Now What?
Regardless of role, career stage, and workplace setting, every team member can choose to be a leader and be part of the solution. Common characteristics of everyday leaders include:
- Approaching challenges and new ideas with a growth mindset
- Being adaptable in a constantly changing environment
- Communicating with radical candor by speaking directly and caring deeply
Tap into your leadership strengths as well as the following resources to create a plan of attack to be part of the solution in creating a more inclusive workplace for yourself and those you serve.
5 Tips for Being an Ally
Allies for Change
Brave Space Certificate Program
Guide to Allyship
How to be an Ally
Increasing workplace inclusion: The promise of leader-member exchange
Multicultural Calendar 2021
Performative Allyship is Deadly
PrideVMC Allyship Resources
PrideVMC Gender Identity Bill of Rights (GIBOR)
The 4th Box