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How can you make your recognition program more inclusive?

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Recognition is a powerful way to motivate and engage your employees, but it can also backfire if it is not inclusive. Inclusive recognition means acknowledging and celebrating the contributions of all your team members, regardless of their background, identity, or preferences. It also means creating a culture where everyone feels valued and respected for their work and their uniqueness. How can you make your recognition program more inclusive? Here are some tips to help you.

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1 Avoid bias and favoritism

One of the biggest challenges of recognition is avoiding bias and favoritism, which can undermine the credibility and fairness of your program. Bias can be conscious or unconscious, and it can affect how you perceive, evaluate, and reward your employees. For example, you might be more likely to recognize someone who shares your personality, style, or opinions, or someone who is more visible or vocal in the team. To avoid bias and favoritism, you need to be aware of your own assumptions and preferences, and use objective and transparent criteria to recognize your employees. You also need to solicit feedback from different sources, such as peers, customers, or stakeholders, and diversify your recognition methods, such as using both formal and informal, individual and team, monetary and non-monetary rewards.

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Victor Ubeda Roncero, Ph.D.

Vice President Global Head of HR / People @ Grifols | HR Strategy, Talent Development, Culture Transformation
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When enhancing your recognition program, prioritize transparency and fairness and apply the following tips: 1) Implement objective acknowledgment criteria to steer clear of subjective judgments. 2) Draw insights from psychological studies on the stereotype-prejudice-discrimination chain. 3) Educate teams on unconscious biases and provide bias-mitigation training. 4) Foster a culture that values diversity, emphasizing each team member's unique contributions. 5)Regularly assess recognition processes for equity, promptly addressing any disparities. 6) Utilize data analytics to identify patterns, minimizing the impact of stereotypes and promoting equal opportunities.

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Swaroop SHRM-SCP, ACC

Strategic HR Professional & Coach | Building #TraceYourMastery
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It is easy to say things like "avoid bias" but difficult to implement. As humans, we all have limited attention and time, so it is impossible to avoid it completely. Imagine you are working with a group of 10 people, it is natural that you will end up with "availability bias" because of how different personalities show up differently in a group, so how can you "avoid" the bias? I believe we must put in the effort to be aware of our biases, with the hope that it helps us in better decision-making by being conscious of the biases. As long as we remain humans we cannot completely avoid biases.

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Adamu Engida Alemu (MBA,BA)

Strategic People Ops Director| Expert in Talent Acquisition & Admin.| Change Agent & Mgr.l Diversity & Inclusion Advocate|Problem Solver & Negotiatorl Passionate about Fostering Positive Work place Well-Being & Culture.
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Rewards and recognition in an organisation could result in negative output if not applied properly. It should consider transparency,clarity,measurably? and objectivity. It should be? participatory in nature involving all staff from lower level to the SMT as well as stake holders and partners. Rewards? is highly related to organization wide staff morale and comittement. Hence,it should be implemented transparently without bias? using? a measurable and achievable? criterion.

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Carla Canuel

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?? Enhance the inclusivity of your recognition program by diversifying criteria, celebrating various contributions, using inclusive language, allowing peer nominations, considering cultural preferences, providing flexible rewards, and seeking continuous and 'timely' feedback for improvement.

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2 Embrace diversity and inclusion

Another key aspect of inclusive recognition is embracing diversity and inclusion in your team and organization. Diversity and inclusion mean valuing and leveraging the different perspectives, experiences, and identities of your employees, and creating a sense of belonging and empowerment for everyone. To embrace diversity and inclusion, you need to educate yourself and your team about the benefits and challenges of working in a diverse environment, and foster a culture of openness, respect, and collaboration. You also need to tailor your recognition to the individual needs and preferences of your employees, and avoid stereotypes, generalizations, or assumptions. For example, you might want to ask your employees how they like to be recognized, what motivates them, and what is meaningful to them. You might also want to consider the cultural, religious, or personal implications of your recognition, such as the timing, the format, the language, or the symbolism.

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Mira H.

Product Operations and Innovation Manager at Parents at Work
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Employee recognition helps to drive engagement and can strengthen business outcomes. 6 steps to inclusive recognition: 1. Firstly, you want to foster a workplace where staff are encouraged to bring their whole self to work 2. Encourage a culture where unique ideas, skill sets and viewpoints are valued 3. Recognise and encourage a range of attributes 4. Celebrate big and small wins in a timely manner 5. Recognise staff or teams that exceed DEIB KPIs, demonstrate inclusive behaviour, actively engage in DEIB initiatives etc 6. Consider and seek feedback on the method of recognition e.g. a meat tray or bottle of wine is not going to be inclusive for everyone.

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3 Involve and empower your employees

A third way to make your recognition program more inclusive is to involve and empower your employees in the process. Involving and empowering your employees means giving them a voice and a choice in how they are recognized, and encouraging them to recognize each other. This can increase their engagement, ownership, and satisfaction with the program, and foster a culture of appreciation and support. To involve and empower your employees, you need to communicate clearly and frequently the purpose, goals, and expectations of your recognition program, and solicit their input and feedback on how to improve it. You also need to provide them with the tools and resources to recognize their peers, such as recognition platforms, cards, badges, or vouchers. You might also want to create opportunities for them to share their stories, celebrate their achievements, and learn from each other.

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Katie Ceccarini, CPCC, PCC

Driving business results through manager training & 1:1 leadership coaching. Certified Executive Coach | Facilitator | Cowgirl | Triathlete | Mom
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A key tactic is to stop assuming that others like to be recognized the same way you do. Don't be afraid to ask. Put your assumptions aside, and simply ask folks what would feel valuable, impactful, and empowering to them. But don't assume that because you like to receive a public shout out that others will too.

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4 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you make your recognition program more inclusive?

1

2

3

4

1 Avoid bias and favoritism

2 Embrace diversity and inclusion

3 Involve and empower your employees

4 Here’s what else to consider

Performance Management

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How can you make your recognition program more inclusive?

1

2

3

4

1 Avoid bias and favoritism

2 Embrace diversity and inclusion

3 Involve and empower your employees

4 Here’s what else to consider

Performance Management

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