How can you foster inclusivity in a professional association?

Some “essential values” that our association should pursue to promote inclusivity are: 1. Inclusivity itself Make diversity our flag. 2. Belonging Creating a sense of belonging beyond backgrounds or identities. 3. Mutual respect Ensure all members are treated with dignity and respect. (See "The Bill of Assertive Rights") 4. Diversity The differences between members are our strength, not our weakness. 5. Transparency Build trust by prioritizing openness and transparency. Encourage diverse perspectives.

This means though that your values need to be compatible with human rights principles. Human beings in representing all dimensions of diversity are respected, because they are human.

You can do this in an engaging way as an individual or a team, anonymously via a tool like Miro. Create a safe space for everyone to freely express themselves, and invite conflict and disagreements. That opens up conversations around what values are not common, identifying a potential conversation between people. Have everyone identify values they believe in by weighting them, to build a shared culture.

Look at the shared values - what stands out as something important and missing or lacking? This will point out where peoples' interests are, and what they want to have or do to feel supported. For example, maybe people are shy discussing pay inequity. What does that tell you as a company, and who needs to address that? Some may want to open up the conversation but remember it's not always appropriate in all cultures to discuss finances openly, so find a middle ground.

This requires a focus on creating psychological safety. What Clark suggests as an environment where you are safe to be, safe to learn, safe to contribute and safe to question.

One great way is through an ERG - employee resource groups - who have all volunteered to support your organisation with its DEI needs. Reach out to different teams to get their support and build a broad base of people who care, and who will be committed to the DEI process over the long term, since it takes time to do it right.

Looking at the values map will give you a good starting point to identify knowledge gaps and opportunities to delve deeper into key topics. You may need to raise awareness about accessibility needs in your office, discuss your leave policies, or discrimination policies. This should show you who in your company should be involved in and lead the conversations, and make sure you have HR and senior leadership's support and deep involvement in any changes. Think about how you can dive deeply into a topic, beyond attending a boring seminar that no one will pay attention to. Reach out to companies who provide ongoing, in-depth training.

Think about key clients, partners, and others who may be facing the same challenges. Look at your employees' networks too - senior staff should not be the only ones leading collaborations. This can also provide an opportunity for mid-level staff to be more deeply involved in DEI, and could open up a pathway for their own growth. Encourage teams to collaborate and find some way to compensate them - adding it to their annual professional development fund, or making it part of their pathway to a promotion.

One of the best things I have been able to learn from the best Google’s team players is: "The environment of Psychological and Emotional Safety is the only substrate where a healthy relationship can grow." But how? Make Psychological Safety a Priority Discuss its importance and connect the team to a higher purpose of organizational innovation, team engagement, and inclusion. Encourage Open Communication Thoughts and suggestions are welcomed. Show Engagement and Understanding Pay attention to, value, understand and care for others perspectives. Avoid Perfectionism and Blame The more mistakes, the more lessons learned. Promote Self-Awareness and Trust Be accurate and realistic in communication. Solve emerging conflict ASAP.