How can you create an inclusive workplace?

When I was a mentor for the first time, I thought that young guys would try to follow the advice, and girls would politely imitate obedience. How wrong I was! The girls worked great, got promotions and were grateful. The guys whined, moaned and blamed the system for everything. Prejudice is evil!

The way to overcome any biases is to have an open mind and realize that everyone doesn’t share the same perspective. Learn to listen to understand. Creating or facilitation data pulling surveys can help to understand the needs of others in a workplace. You can find a common ground and make changes.

In my experience, sharing my truths have been one of the most helpful tools and unlearning and unpacking. Even as an experience, DEI professional, I constantly have to be aware of my own biases, and the need to consistently work to disrupt and mitigate them. Whether one-on-one conversations, training, teaching, etc., sharing instances from my own life, where I feel short of medicating those biases have provided safe spaces and opportunities for others to also learn, and share their lives experiences as well.

Company policies and values oriented to embrace diversity will help us to understand that to create synergy between team members all of them should live diversity and inclusion, diversity is when someone invite you to a party, inclusion is when someone ask you to dance.

I try to see things from every angle and leave my personal beliefs aside. I realize at some point ourselves can be the problem.

Modern Mentoring is all about creating a learning partnership between mentor and mentee where reverse mentoring is guaranteed. Modern Mentoring is when both mentor and mentee learn, grow, and gain new insights and inspiration. Old fashioned mentoring, where mentors only provide advice, solutions, and share experiences may very well become a cloning factory - maybe this is how the “old boys network” started - and this kind of mentoring is not helful in today’s world of disruption and ambiguity.

Wards often do not admit that they are scared and they do not understand what is expected of them. Therefore, I had to learn to read my eyes, whether my thoughts are close to them. If I see that it is difficult for the mentee, I suggest mentally doing each step together. Helps ;)

This is the absolute way to go! The best way to learn someone is to listen and ask questions. Respect that they feel what they feel and make sure you also feel heard as well. You can learn from those you are helping. I always get an a-ha moment when I’m conducting sessions with clients. I feel people can serve as a mirror of growth when you are open to it. A baby can teach patience while a parent teaches them about love. That’s how I view life.

I agree. I firmly believe that mentors should not engage in the mentor-mentee process without first understanding the learning goes both ways. In it best form, both parties are to grow from their relationship.

Listening is a foundational aspect of effective mentoring. It helps build trust, understanding, and a positive mentor-mentee relationship. By actively listening, you demonstrate empathy and understanding, showing that you respect your mentee's ideas, concerns, and experiences. This can create a supportive environment where mentees feel comfortable sharing their challenges and successes. When mentees feel heard, they are more likely to communicate openly. Effective listening can also be a learning experience for the mentor. You may gain new insights or perspectives from your mentee, fostering a two-way exchange of ideas and knowledge.

Do not try to use the military approach to mentees. Everyone wants to be a person, not a cog in the system. The importance of a mentor should not obscure the fragility of souls.

Everyone is different & that is how you should approach a mentorship. 1st step is to remove what "YOU WANT" to do or "WHAT YOU BELIEVE" should be done. Mentoring is not about the MENTOR, it's about the MENTEE! Identify what they need. Then assess, check in on next steps & work together on the mentees progression. Create a collaborative partnership that allows the mentee the ability to be self-sufficient with a set goal(s). Meet regularly and be open that it may include different forms of communication (text, email, in person, etc.). Some may need regular reminders, little communication or an extra push to figure out how to move forward. Being patient, an active listener and able to provide feedback, guidance & resources are essential.

Mentor is like a treasure hunter, looking within mentees the treasure they have and bring it to the surface so everyone can see it, to do that the mentor needs to understand that all of us face along our life many experiences which left deep marks in our personality, mentor need to be aware of that to help the mentee to fix them.

Incusivness requires being inclusive. No more complicated than that. Look at yourself before you look at others. Easy peasy.

Adapting your mentoring style to meet the individual needs of your mentees is an essential aspect of effective mentoring. Each mentee comes with a unique set of skills, experiences, learning styles, & goals. Understanding individual differences & tailoring your mentoring approach can significantly enhance the effectiveness & impact of the mentoring relationship. In a globally connected world, you might encounter mentees from diverse cultural backgrounds. Being culturally sensitive and adaptable can foster a more inclusive and comfortable environment. The environment may also necessitate adaptations in mentoring style, mentoring in a high-pressure, fast-paced lab will require a different approach compared to a relaxed, theoretical setting.

Any attempt to promote a unifying approach creates an atmosphere of fear. Long conversations about the main thing allow you to find interests and plant people in nests that suit them;)

An example of that promotion looks like sponsorship in conversations, and at tables where the mentee is not present. Are you endorsing your mentee? Are you being a Cultural Liaison and warming up spaces prior to their entrance and or attendance? That’s an every day way to support and engage in Intentional Inclusivity.

The more people involved in the discussion, the more confusion can arise. On the other hand, if everyone speaks out, there will be more chances for personal success and a common victory;)

Acknowledging that we all have more in common than we don't, is key to creating a cohesive environment. After all, we are all human beings. We all need to be respected. To be respected, we need to be respectable (respect-able).

Research has shown that self insight and learning agility are vital for having a successful career. As a culturally responsive mentor this is even more important. Develop your self insight and learning agility by daring to put yourself into new, different, and challenging situations in new contexts where you are not in control. This will give you opportunity to observe yourself with new eyes, receive feedback from people with no preformed assumptions about who you are, and give you many varied learning experiences that will build your learning agility. The more self insight and learning agility you have, the better you can support your mentee building their own.

The biggest benefit from interdisciplinary studies is the fact that you may perspectives about your work that you hadn't considered. That is true innovation. During my days as a PI of a microbiome laboratory, I never turned away an idea or a person that was interested in collaborating. Even if it pushed my comfort level. At one point we had a grad student in anthropology, another in computational science, another in a pharmacy program and a bio-artist all working in my laboratory. This allowed so much cross pollination and creativity that inspired and motivated everyone in the laboratory. It also generated many papers, grant ideas and art instillations.

First step is acknowledging that every member of your team is important… Motivate your subordinates by making them responsible for critical tasks assigned to them…This will really boost their esteem on the job and they will perform better. Follow up closely with their growths by knowing each employee’s fortes and weak points…Guiding them on how to improve on areas which they are lacking.