EVERYDAY INCLUSION

I saw another diversity appointment for representation. I had a visceral response. But why, you may wonder? This is because I’m desperate to know that this isn’t a trap. Sometimes these appointments are visibly advertised, but how effective are they? In today’s article, I delve deeper into the topic #representation in the latest edition of our monthly newsletter, #NoFluffInclusion Thank you for the 4500+ Subscribers. Access all articles for FREE And do share your thoughts, I love to know… ? ? ? #OrganisationalJustice?#Leadership?#WorkplaceCulture?#EverydayInclusion?#NoFluffInclusion?#SocialImpact?#Business #SocialJustice?#LinkedInForCreators Additional resources: Inclusive Teams and Workplaces: Everyone Wins!! Grab a copy here:?https://lnkd.in/gD8EVUcw ------------------------ Click connect, follow + ?? for more ??Gloria Tabi Tabi And #repost ? to show your support

In today’s #NoFluffInclusion monthly article, I explore “4 Ways To Maintain an Inclusive Team” for your workplace. Because an #InclusiveWorkplace supports your staff, managers, yourself, and for your business. #Inclusive work environment means a happy workplace for all. ? Previous articles for you to access free, at the bottom of the #NoFluffInclusion Thanks for Subscribing?????? #Intersectionality?#SocialJustice?#Leadership?#WorkplaceCulture?#EverydayInclusion?#NoFluffInclusion?#socialimpact?#business?#LinkedInForCreators Additional resources: Inclusive Teams and Workplaces: Everyone Wins!! Grab a copy here:?https://lnkd.in/gD8EVUcw ? ? ? ------------------------ Click connect, follow + ?? for more???Gloria Tabi And?#repost?? to show your support

They say, “If we centre the voices of those on the margins, then they will be heard”. I say, “why don’t you change the system that de-centred their voices in the first place? Because centering their voices without weeding out racism, sexism, ageism, ableism, gender disparities, and others, and returning them to unkind systems, can’t be helpful to them or anyone, including your business. What’s helpful? Instead, a statement of commitment with clear actions to cultivate anti-racism strategies. So, what I'm emphasising here is that, when you prioritise anti-racism efforts, it enables you to solve other intersecting problems and achieve comprehensive outcomes for everyone. This is what truly centres marginalised voices, and it also helps to keep them being heard and not ignored. And their voices stay heard and included. How do you create a safe culture of inclusion so all voices are heard and included? #CompanyCulture?#Leadership?#WorkplaceCulture?#EverydayInclusion? #NoFluffInclusion?#Antiracism Additional resources: Download FREE Anti-racism FACT SHEET for Leaders:?https://lnkd.in/g5AuW9Ny ------------------------ Click connect, follow + ?? for more???Gloria Tabi And?#repost?? to show your support

Contrary to what they say, Diversity, Equity and Inclusion (DEI) done right, with the right personnel, has the capacity to transform your workplace in ways that, ? ? Galvanise your business systems for the better, ? Support your people to be seen and heard, ? Increase productivity ? Achieve a happier, safer workplace so your people show up and do their best work. ? This is because there are many demographics entering the workforce. The diverse demographics include women, Indigenous peoples, people of all ages, people with disabilities, Black people, Indigenous peoples, people of color, and people with various sexual orientations, all combining in workplaces more than ever before. This is a good thing, don’t get me wrong. But it can bring with it challenges in how different groups will gel and feel a sense of belonging. A study conducted by Pew Research Centre in 2018 concluded that, “89% of adults say that it’s essential for today’s business leaders to create a safe and respectful workplace”. A workplace that adopts a safer work environment that supports everyone irrespective of Age, Disability, Race, Sexuality, Religion or Gender. This proposition makes DEI a must-have, not just nice to have. Four (4) strategies to retain your employees and promote inclusion at work. 1. SYSTEMS - Look at practices and process to weed out racism, sexism, ageism, ableism, gender disparities and others 2. PEOPLE – Engage and know your people well for shared vision 3. FAIRNESS – Provide what people need, specifically in equity 4. INCLUSION – Create inclusive strategies that foster Belonging. How can you keep your workplace inclusive? ? #Intersectionality #SocialJustice #Leadership #WorkplaceCulture #EverydayInclusion #NoFluffInclusion?#socialimpact?#business #LinkedInForCreators ? Additional resources: Inclusive Teams and Workplaces: Everyone Wins!! Grab a copy here:?https://lnkd.in/gD8EVUcw ------------------------ Click connect, follow + ?? for more???Gloria Tabi And?#repost?? to show your support ?

Mel and Michelle recently had the honour of hosting ??Gloria Tabi on the Lead to Soar podcast. Gloria, the visionary behind EVERYDAY INCLUSION, shared her compelling journey from confronting racism and sexism in the workplace to founding a platform dedicated to bridging the gap between diversity policies and real-world implementation. Gloria's story is a powerful reminder of how personal experiences can drive us to create meaningful change. Her insights on overcoming structural barriers and the importance of genuine leadership in fostering inclusivity are informative and inspiring. ?? LeadToSoar.Com Tune in to #LeadToSoar #DiversityAndInclusion #EverydayInclusion #Leadership

I get asked this question more times than I can count. ? ? They say, “Why do you prioritise the anti-racism lens in Diversity, Equity, and Inclusion (DEI) efforts? What about #intersectionality”? ? I say, “When you use an anti-racism lens for DEI, it is, in fact, #intersectional”. ? Yes. ? #Intersectionality, originated from race feminist scholarship. ? #Intersectionality refers to the study of relationships among multiple dimensions of social categories (as depicted in the diagram enclosed). #Intersectionality is rooted in the advocacy and inclusion of various dimensions of oppressive system that affect individuals navigating multiple identities. The multiple identities of social categories, include Race, Gender, Sexuality, Religion, Age, Disability and so on. Take, for instance, an individual who is Black, will have experiences are shaped by racial dynamics. If this same individual also identifies as a woman, she will inevitably confront gender-related challenges. Moreover, should she belong to other marginalised groups, such as those defined by ableism, religion, sexuality, ageism, and beyond, the intersectionality of her identity compounds the complexity of her lived experiences. When your #Diversity, #Equity, and #Inclusion approach is rooted in an anti-racism framework, your ability to address multiple issues simultaneously surpasses that of any other intersectional focus. So, what I'm emphasising is that, when you prioritise anti-racism efforts in #DEI, it enables you to solve other intersecting problems, whereas the reverse approach does not yield the same comprehensive outcomes. The pressing question is this… Why opt against using an anti-racism lens, when it holds the greatest potential for dismantling multiple forms of oppression at once? This quote encapsulates the concept more eloquently than I ever could. ? “If Black women were free, it would mean that everyone else would have to be free since their freedom would necessitate the destruction of all systems of oppression”. -Combahee River Statement 1977 ? Using an anti-racism lens in DEI programming gives us faster outcomes towards: ? Enhancing diversity,? ? Ensuring equity, and ? Fostering Inclusion. ? How do you design and implement DEI programs to improve diversity, equity, and inclusion, rooted in intersectionality? #Intersectionality #AntiRacism #SocialJustice #Leadership #WorkplaceCulture #EverydayInclusion #NoFluffInclusion Additional resources: Inclusive Teams and Workplaces, Everyone Wins: https://lnkd.in/gD8EVUcw ------------------------ Click connect, follow + ?? for more Gloria Tabi And #repost ? to show your support

This week, a young Black women told me they are back on the job market because they lost their job of over 12 months. I asked them how they came to lose their employment. She told me, the leader of the organisation gave her the impression she didn’t fit their image, after over 12 months!! She was emotionally devastated, demeaned in fact, but had no way of fighting back, so she simply walked away. This organisation, whose name wasn't disclosed to me, but she said, frequently talks about its commitment to Diversity and Inclusion (D&I) and appears to be leaders of D&I. And that it is publicly listed in Australia as Non-For-Profit (NFP) organisation. I say, their never-ending talk about #Diversity and #Inclusion is nothing but rhetoric! Black women are three times more likely to lose their job because of gender + race. This is why I say, if your #DEI or #GenderEquality initiatives aren’t specifically dealing with race, then you are intentionally leaving a whole group of women out. Today is the #InternationalDayOfEliminationOfRacialDiscrimination How does your organisation intentionally cultivate a culture of inclusion? Otherwise, you will unintentionally exclude. I believe that by cultivating a workplace culture with an Anti-racism lens, you will help to, ?Foster and promote Inclusion. ?Centre voices in the workplace. ?Value other people different from us for a safe and equitable work environment. How do we achieve a safe work culture and inclusion where you work? #Leadership #WorkplaceCulture #EverydayInclusion #NoFluffInclusion #WomensMonth #LinkedInNewsAustralia Additional resources: Inclusive Teams and Workplaces Everyone Wins: https://lnkd.in/gD8EVUcw Understanding Racism: https://lnkd.in/gFtwU3g6 ------------------------ Click connect, follow + ?? for more Gloria Tabi And #repost ? to show your support Photo: I bolted into a sprint after hearing this woman’s story.

Despite decades of progress for women at work, they are still underrepresented at the highest levels of companies, new LinkedIn data shows. Women may hold 42% of jobs globally, but they occupy less than a third of leadership positions. Australia’s percentage of women hired for leadership positions compared with men is slowly increasing each year, from 35% in 2016 to 40% in 2023. ? The Australian industries with the highest percentage of women hired for leadership roles in 2023 include hospitals and healthcare at 55%, with consumer services and government administrations both at 54%, and education at 51%. ? New Zealand’s percentage of women hired for leadership positions compared with men is also increasing, from 37% in 2016 to 42% in 2023. ? While progress is continuing, the data clearly illustrates the 'broken rung' phenomenon, where we see a diminishing number of women as we move up each level of the hierarchy, which can be seen in Australia and New Zealand as well as global data. ? In Australia, at the entry level, it begins at 50% women, then 48% for senior positions, 39% for managers, 36% for directors and 24% for vice presidents. In New Zealand, it’s 51% women at entry level, then 50% for senior positions, 40% for managers, 37% for directors and 25% for vice presidents. Diversity, Equity and Inclusion expert Gloria Tabi tells LinkedIn this data, as well as recent pay gap insights from the Workplace Gender Equality Agency, is vital because, "Whatever is measured, can be changed." What is your impression of the data? What else do we need to be tracking? Watch Tabi's video and share your thoughts in the comments section below. ? Cayla Dengate ?? Rosie Hood, PhD and Caroline Liongosari (LinkedIn Economic Graph Team). #IWD2024 #IWD #InternationalWomensDay #InternationalWomensDay2024

Diversity is who we are. But how you cultivate #inclusion to help your team gel and work to achieve your company’s goals is another. This is the gap that we help you close at EVERYDAY INCLUSION Because having #inclusion helps your staff to feel a sense of belonging. #inclusionmatters #inclusiveleadership #nofluffinclusion https://lnkd.in/gEyYvfnA

The release of the Workplace Gender Equality Agency’s gender pay gap data has prompted conversations around the representation of women in leadership roles, workforce participation and even the division of responsibilities in the home — placing a greater spotlight on International Women’s Day this year as advocates call for meaningful change to benefit the workforce of the future. But what happens next? Experts tell LinkedIn News Australia that true change means considering the intersectionality of gender with race, sexuality, age and indigenous rights in order to create environments where all women can thrive. “When it comes to gender equality…we really need to ensure that we are including all women in those conversations,” says LinkedIn Top Voice and Minus18 Foundation Partnerships Team Lead Rebecca Herft. You can catch up on the conversation below, featuring BlackCard Managing Director Mundanara Bayles, Author and DEI specialist Gloria Tabi with LinkedIn Senior Editor Natalie MacDonald. #IWD2024 #GenderEquity