#CuriousMoments with Advita
Cultivating a culture of inclusivity goes beyond performative awareness days and the odd event about a lunchtime learning session.
Inclusion must be built into the entire colleague life cycle. You should experience it from the moment you spot the job advert (e.g. using inclusive language in an advert, flexible benefits etc.) to the moment you decide to leave (e.g. a 121 discussion on the impact you’ve made, supportive guidance to help you thrive etc.).
It’s about how connected you feel to the organisation and the people who work there. It’s about the community spirit and the support you have from leaders to keep on thriving rather than just surviving. It’s how you belong without being ridiculed or ignored for being different.
So how do you spot an inclusive organisation?
People are curious. They will ask fair questions and not fear entering productive disagreements because they know they won’t be penalised.
Colleagues know that when they speak, they’ll be heard, and leaders will take appropriate action.
People understand the value they bring to their job and how they can contribute to the organisation’s success.
Trust is high, and leaders give autonomy/flexibility to their teams to complete their work.
People genuinely love coming to work.
Colleagues are rewarded fairly and appreciated for their work frequently.
The culture is often highly innovative, with people sharing ideas and thoughts continuously.
Inclusive practices are embedded throughout, and people are clear about expectations.
Communication is clear, consistent and concise, so colleagues are always kept in the loop.
📣 What does an inclusive culture feel like to you?
Feel free to get in touch if you want to audit your communication to assess how inclusive it currently is!
Originally posted on LinkedIn, Follow me for more curious moments.