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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... 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…”
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.
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.
Connect with someone you haven’t previously interacted with all that much:
To do it right:
Design your hiring process with remote candidates in mind. Look for 3 main things:
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