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5 Steps Towards Diversity and Inclusion in the Workplace
Diversity and inclusion training for the workforce might not be the first thing that comes to mind when you think of race relationships, but here’s why it’s important. As more and more stories of tragic murders of people like Breonna Taylor, George Floyd, and Ahmaud Abery begin to surface it calls to question not only the brutality of certain police tactics but of a system of socioeconomic and racial divide amongst the American population that goes beyond simple ties to political agenda or religious affiliation. Employees, contractors, and even customers and clients feel the weight of these significant historical events. Yet, many wonder what is the right action to take as an organization, agency, or even solo entrepreneur? In this blog and podcast, I’m going to outline several training and actionable recommendations you can consider when beginning the conversation about race and culture in the workplace.
Acknowledge Current Events
While it can be easy to disengage with the political climate and news coverage as an organization, it is better to consider the ramifications of not taking any action at all. By acknowleding current events, you take a stand towards change. Send an email blast to your community to express your values, what you plan to do, and how you want others to take action towards change. Allow people to message you directly via email, social media messaging, or via Zoom calls. Many people are hurting right now and it is imperative that an organization takes every measure to allow for honest conversations.
Encourage Conversations
Many people worry that by beginning to speak about topics like race, gender, and even sexuality will cause a ripple effect of larger problems within an organization. However, these concerns are already top of mind for many employees and customers. By refusing to have these critical conversations, not only will the morale of minority groups and individuals within an organization plummet but some may feel inclined to leave and other customers may consider taking their business elsewhere. Encourage managers and other leaders in the organization to provide open communication channels where contractors and employees can voice their concerns both privately and in group settings such as Q & A sessions.
Educate Yourself and Your Team
Create a Plan Of Support
Continue to cultivate a culture of support and inclusivity. Qualified leaders from all walks of life, should be represented in your staff. Marketing messaging, images, and values should be communicated to your internal and external partners. Consider your price structure and ask yourself how you can contribute either personally or through your organization to nonprofit organizations making a difference in antiracist efforts and diversity initiatives. Ask for feedback from staff about measures that can be taken to ensure that the workplace is inclusive and an enjoyable place to work. Provide support systems of mentorship and training for employees and contractors that are looking to advance and need guidance.
Resources
Facing Race, Equity, and Diversity in the Coaching Industry
What are Employer’s Responsibilities For Diversity in the Workplace
In partnership with the Podcasters for Justice Campaign, please support these organizations.
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- George Floyd Memorial Fund: https://www.gofundme.com/f/georgefloyd
- Minnesota Freedom Fund: https://minnesotafreedomfund.org/
- Black Visions Collective: https://www.blackvisionsmn.org/
- Campaign Zero: https://www.joincampaignzero.org/
- Black Lives Matter: https://www.Blacklivesmatter.com
- Minneapolis NAACP Branch: https://www.paypal.me/mplsnaacp4050B
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Sign A petition & Ask Your Audience To Sign:
- Text “Floyd” to 55156 to sign a petition a demand justice for George Floyd
- Sign-up at Color of Change: https://colorofchange.org/ to be notified of more opportunities to take action
