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5 Steps Be a More Inclusive Co-worker

https://www.themuse.com/advice/5-ways-to-be-a-more-inclusive-co-worker

themuse.com

5 Steps Be a More Inclusive Co-worker
Talking about diversity at work is a given these days, but the modern workplace isn't just about filling an office with people of different races, backgrounds, or identities. Inclusion is the real key, and it's something that everyone can and should contribute to, even if you're not a hiring manager or recruiter.

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Connect With Someone New

Connect with someone you haven’t previously interacted with all that much:

  • Sit next to someone you normally wouldn’t in that company-wide meeting. 
  • Approach somebody different for a lunch recommendation or input on your project. 
  • Reach out and schedule a time to grab coffee with someone you haven’t had a chance to get to know yet.

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Call Out Exclusive Behavior

Maybe point out that your office’s annual Christmas cookie contest might be excluding those who don’t celebrate the holiday. Or let everyone know that failing to push in their chairs in meeting rooms and around the desks makes it that much tougher for your co-worker in a wheelchair to get around.

This will highlight your commitment to inclusivity.

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Watch Your Language

Your language really makes an impact when it comes to being more inclusive in the workplace.

Even if you don’t mean to make anyone uncomfortable, your choice of words can inadvertently make others feel excluded. 

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Amplify Other People's Ideas

... rather than only broadcasting your own.

For example, if a co-worker made a great suggestion in a team meeting that you felt was ignored or wasn’t appropriately considered, bring it back around by saying something like, “I found Megan’s idea really interesting and think we should revisit that…

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Don't Be Afraid to Ask Questions

Diversity and inclusion can be sensitive topics, and that inspires many people to avoid them altogether. They don’t want to ask the wrong questions or say something that could be perceived as insensitive.

Caution and awareness are admirable, but it also means you could be missing out on some awesome information and relationships. So don’t hesitate to ask some questions.

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SIMILAR ARTICLES & IDEAS:

Diversity & Inclusion

Diversity & Inclusion

There is a significant relationship between competitive profit gains and diversity.

Companies with gender, ethnic and racial diversity are at least 15 percent more likely to experience...

5 Lessons for Managing D&I

  • Recognize the Shift in Global Understanding of D&I.  Diverse thinkers come from a variety of different backgrounds.
  • Build an Inclusive Environment. All people are encouraged to draw upon their unique experiences, perspectives and backgrounds to advance business goals.
  • Use Multiple Practices and Measures.  Have solutions in place to monitor and retain a talented and diverse workforce.
  • Ensure Leaders Model Diversity and Inclusion. It sets the tone for the rest of the organization to follow suit.
  • Recognize the Connection Between Innovation and D&I. Diversity and inclusion increase innovation and reduce business risk.

Cognitive Diversity

The concept of cognitive diversity focuses on diversity of thinking and is composed of four dimensions:

  • Perspectives. People represent situations in different ways
  • Interpretations. Through diverse interpretations, teams can discover multiple resolutions.
  • Heuristics. People resolve issues in different ways.
  • Predictive models. Some analyze, and others look for a story. Both are useful for discovering workplace solutions.

Negative Feedback

Negative feedback is a more important component of the feedback cycle than positive feedback. 92% of people say in a study that negative feedback improves workplace performance.

Why are people scared of Feedback

Normally people react with caution and fear towards negative feedback, but it is much better than no feedback at all.

Informing the colleague/subordinate/client/customer or individual about something that is not working, is always beneficial, and builds transparency and trust.

Check how it impacts the person

The fundamental goal of giving feedback is to help the person you’re giving it to. They should realize that you are not trying to make them feel bad, and this is an exercise to help make them better.

How it impacts each individual is going to be different so a tailor-made approach is required. 

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Anticipate Setbacks

Behavior change is hard. Slip-ups are common, so when they happen, don't beat yourself up or retreat into negative self-talk. Instead, anticipate your failures and plan for them.

Commit To Change And Tweak as You Go

Make achievable commitments to test new routines and approach it as a series of experiments.

Try your new routine for a while and tweak it or switch to a new one if it doesn’t suit you.

Explore Alternatives

Once you have a clear breakdown of what's happening at each stage of your habit loop, brainstorm healthier routines that will produce the results you want.

Create a list of options of alternatives that might provide comparable reward to the one you are trying to eliminate. Focus on new routines that will help you decompress after a stressful day (the cue) and leave you in a positive frame of mind to get freelance work done (reward).