#CuriousMoments with Advita
It was an absolute privilege speaking at the CIPD Festival of Work event recently. We had 30 minutes to share our thoughts on how to build allyship through effective internal communication.
When I talk about inclusion and its impact on our organisation, I’m sometimes told it’s not an issue in the organisation or that it isn’t their area of interest or concern. But then a few minutes later, people will share challenges they have in managing lack of interest, motivation, engagement, wellbeing, enthusiasm and so forth. People will say that “colleagues are tired” or “there’s too much noise, and no one really cares.”
But here’s the thing. When people feel included, heard, valued and supported – they don’t feel tired. They feel energised, motivated and enthusiastic, even when things feel tough and big changes are happening. When you personalise your messages, actively listen to what people need and include them in the conversations, then your colleagues will start to care.
All roads lead to building a culture of inclusion and understanding the difference it can make to other strategic priorities in your organisation. I was taken aback when I saw this board at the event. I could sense the energy around the well-being discussions, but I couldn’t say the same about EDI—seven measly post-its on how EDI could be improved. Ironically if inclusion and belonging isn’t addressed, well-being will suffer.
If communication and HR leaders don’t become allies for this work, then how are we ever going to help other leaders understand their role? If we shrug our shoulders and say it’s not my area of concern, then it’s completely pointless caring about other priorities. Because if inclusion and belonging aren’t at the root of your strategic priorities, you’ll never reach the full potential of what could be achieved across your organisation.
If you don’t know where to start then our book, Building a Culture of Inclusivity, will help you.
Originally posted on LinkedIn, Follow me for more curious moments.