The Science of Inclusivity - Insights from Melissa Sabella, CEO of The Honeycomb Works

At the first CGT Circle+ in honour of Pride month, Melissa Sabella , the CEO of The Honeycomb Works , inspired us all with her presentation focusing on the science of inclusivity in the workplace.

Here are a few of the highlights…

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The Importance of Inclusivity

Melissa discussed the significance of inclusivity, emphasizing that despite the progress made, there's still a pressing need to address issues of discrimination and bias. 45% of LGBTQ+ community members have experienced unfair treatment at work, underscoring the urgency of fostering inclusive environments. Melissa stressed that creating inclusive workplaces is not only the right thing to do morally but also beneficial for organisational performance. Companies with diverse teams tend to perform better, as inclusivity drives innovation and employee satisfaction.

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Key Insights on Building Inclusive Cultures

So, how can organizations build inclusive cultures?

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1. Scientific approach: apply the same rigour to DEI efforts as organisations do in other areas of their operations.

2. Daily habits: inclusive cultures are built through daily habits and interactions. It’s the small, consistent actions that create a sense of belonging and respect among employees.

3. Psychological safety: a truly inclusive organisation is one where employees feel safe to share ideas and challenge each other without fear of negative consequences. This concept, known as psychological safety, is crucial for fostering innovation and collaboration.

4. Impact of identity intersections: understanding the intersections of various identities (such as race, gender, and sexual orientation) is vital. These intersections can influence how individuals experience inclusion and discrimination. For instance, black transgender women face significantly higher risks of violence and discrimination.

The Need for Allies

Melissa talked us through the importance of allies and how to truly be an ally in the fight against bias and discrimination. Often, those directly affected by bias are expected to lead the efforts to address it. Allies play a crucial role in supporting these efforts, using their positions of privilege to advocate for inclusive practices and challenge discriminatory behaviours.

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It's important to remember that you don’t suddenly transform into being an ally – it’s not a finished state, it’s a work in progress.

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“I think the point is, if you're going to do it, you have to stand by it and there is an element of personal, professional risk that you have to be willing to take if you want to say, yes I'm going to be an ally.”

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Conclusion

The presentation concluded with a call to action for organisations to commit to building inclusive cultures. By adopting evidence-based strategies, fostering psychological safety, and supporting each other as allies, organisations can create environments where every individual feels valued and respected. Melissa’s insights provide a valuable roadmap for any organisation striving to enhance its inclusivity and drive innovation through diversity.

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This event was a testament to the power of community and the importance of continued dialogue on inclusivity. It highlighted the significant role that scientific research and everyday actions play in creating workplaces where everyone can thrive.

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We urge you to get in touch with Melissa and her team if you want to discuss this further and find out how they can support your organisation!