How can you create an inclusive and diverse practice?

I notice in some of the companies that we work with it is difficult to get through this hurdle since a lot of it can be Sub Concious. If a company is serious about inclusivity they need the resolve to have the really tough conversations and not do only surface DEI work.

I would add that we also need to make others aware of their biases. I’ve been advocating & creating safe workplaces for neurodivergents, & they also, as we neurotypicals, carry their own biases. I bring up clear examples of how they need i.e. a specific communication accommodation for how their brain processes information for them to be aware of how another neurodivergent team member may need support to stay focused to deliver with excellence. This realization makes them more supportive creating therefore a more inclusive, diverse workforce. The experience gained with my social enterprise @rockinbaker has been so valuable in not only understanding my own biases, but as important, making others including underrepresented be aware of theirs.

Self-reflection is an essential component of anti-racist practice. Start by creating a positionality statement that honestly describes your social identities. Consider the social contexts where your identities afford you with privilege and power. Think about areas where your social identities result in marginalization. Consider your origin story and the values instilled in you during your early years and how your values evolved through your lived experiences. Find a trusted colleague and share your positionality statement and ask for feedback. Through reflection we can begin to reveal and address hidden biases and move toward anti-racist and anti-oppressive practice.

While the organizations need to work on DEI but it is advised not to take it is as only a means to employer branding and be in hurry to implement initiatives. As an individual and organization we all carry unconscious bias which are a part of our socialisation. There is no harm in accepting that you may have been bias at some point of time. So self assessment becomes important as it provides us areas of improvement, once identified we can curate contextual solutions instead of applying some best practices of others which may not suit our system. Senior Leadership must go through self assessments as culture flows through them down the line.

I have found that it’s helpful to conceptualise both communities and organisations as ‘Communities of Contributors’. When we view those around us in this way, the goal of the daily game plan becomes focused around enabling each person to make their own unique contribution and have it acknowledged and appreciated by others

In my personal experiences I have learned that our personal privileges can block us from understanding. If you are working in a diverse and international environment, listen and learn from your colleagues and you will learn to have a total different point of you to the world and cultures

We need to continue to stay curious particularly when we are trying to understand people’s differences,don’t be afraid to ask , and accept we may get it wrong sometimes by making assumptions about people’s culture , identity, gender or race .

To create an inclusive and diverse practice, I will do well to prioritize learning from others by actively seeking diverse perspectives, listening with empathy, engaging in open dialogue, and valuing contributions from all individuals regardless of background or identity.

Constant learning and always seeking more ways to learn is a must when you want to master your craft. The world is always changing, there will be new innovations or things you have yet to discover. Be open to new learnings and opportunities.

On the contrary, some people are rigid with their knowledge in some organizations and do not want to support those who are seeking guidance and support. Yet sharing and learning from others helps a lot, reduces work load, encourages teamwork.

It is pertinent to assess the contextual reality and basis that create a structured approach for adapting any practice . Identified 4Cs model which is a sure shot winner: 1. Culture: Embrace Diversity in the culture of your organization create safe spaces 2. Career: Target driven approach to enhance career of Diverse candidates 3. Communication: Leadership talks, internal & external communication to promote the vision of org and make ppl understand its importance. 4.Consistency: Policy Driven Approach to streamline all the practices and efforts towards building Inclusive organization. Most importantly we need to have set targets which can be evaluated, to move ahead in positive direction.

It is important to understand the actual issue which needs to be resolved. Try studying the people you wish to work with. Know them better, understand about their biases and then create a method to solve the issue keeping in mind the population. The practice and methodology has to be population specific along with being problem specific as different populations have different behaviours, history, biases, ways of understanding things and reactions to things.

An example I would love to give has to do with my work with street children. Although, I work with a faith based NGO, I ensure that our religious belief does not in any way interfere with our services. I ensure these children are not in any way indoctrinated, and parents have come to appreciate our openness as the boys are allowed to visit their families to observe any of their religious festival.

Advocating for change towards inclusion and diversity goes beyond mere action; it is a profound commitment to social justice. This means actively challenging the structures of oppression and discrimination that impact our clients and colleagues. By adopting a community development approach, we empower individuals to take the lead in decision-making and become leaders in their communities. Our role is to facilitate constructive dialogues, promoting environments where every voice is heard and valued. Together, we are weaving a tapestry of diversity, equality, and respect, creating a world where everyone has the opportunity to shine.

This is vital. I'm amazed how many companies talk about practicing in an inclusive and non discriminatory manner, however in practice their own systems sustain discrimination. Challenging this is often met with resistance however it must continue to be challenged. Advocating for change whenever we see practices that discriminate is vital in social work and shpuld be at the very core of what we value.

This is vital. I'm amazed how many companies talk about practicing in an inclusive and non discriminatory manner, however in practice their own systems sustain discrimination. Challenging this is often met with resistance however it must continue to be challenged. Advocating for change whenever we see practices that discriminate is vital in social work and shpuld be at the very core of what we value.

The best way to measure your DEI impact is still to include people from affected communities into your measurement and let them the space for criticism and adaptations. Too often, leader positions are still not diverse and in the end privileged people are doing a measurement about diversity without any diversity.

In My Experiences, I Have Come Across Diverse People And Cultures and It’s Very Important To Put Their Perspective Into Action Plans, As Different Individuals Understand Things Differently.

Celebrating diversity should go beyond checking the box on representation. ?? There’s little to celebrate if diversity is simply something to SEE vs something to BE. Helping people connect to the WHY behind Diversity, Equity & Inclusion (DEI) initiatives, can make all the difference in creating a culture of inclusion, belonging and respect.

It takes time, patience, creativity, and persistence given the required resources to create and implement an inclusive and diverse practice. Effective communication is very crucial in this endeavour.

I feel that if we treat all customers like family members than we cannot offer anyone anything but a non -prejudiced opinion. Treat everyone as if they were your daughter or your son. Your customers deserve your respect until they treat you in a disrespectful manner and even then we as professionals need to turn the other cheek. Treat everyone equally and your practice will go far.

Inclusivity always welcomes diversity. As the name implies, it includes all; yes, even those we don’t like and people we disagree with. Actually, when varied positions are considered, more valuable outcomes are the result. We all must learn that when civility facilitates groups, we all may prosper.

The only criteria we do hire is competence and character. The rest does not matter, does not offer anything in the quality of the organization, beyond extra parazitare useless task for HR .

I reckon that to listen, to truly listen as a labour of love, would help improve inclusion and diversity. When everyone has a voice which is listened to, it becomes possible to improve inclusion and diversity in practice with informed thoughtfulness. Participation would resultantly cease to be tokenistic. It is also important to take note of what is not being said as this also helps understand degree of inclusiveness and diversity within a certain context.

Collaborations are key! We could all be have a greater awareness of diversity. That does NOT mean that we have to meet everyone's person opinion of what that looks like. To make a great effort, a business could collaborate with diversity speakers and schedule a in-house roundtable. Awareness is the biggest first step to creating a better, more respectful understanding of other cultures. That awareness should have a call-to-action aspect to it. What kind of declarations can come from a productive roundtable? Well, employees making steps to be around or show appreciation for other cultures is a great start! Maybe a company could fund diversity luncheons. Diversity months could include a company lunch at different ethnic locations! #FoodLife

Many of these good qualities stem from the leadership of the group. Without a compassionate and reflective manager, it will be hard for these good practices to become part of the service.

The thought and commitment has to cascade from top down. It should be part of the mission statement, part of the values and code of conduct. Every presentation by senior management should begin by showing and reading the mission statement and value principles of the company or business. Once the managers start to believe and follow in their aur practices then the rest will follow. Otherwise it’s difficult to sustain it!