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Finding new ways to look at problems through the prism of possibility — and leveraging the power of storytelling and shared experiences to do so — increases the chances of positive change.
Fremont, CA: Let’s see few best Ways to Modify Your Cultural norms
Empathetic leadership is vital.
Diversity and inclusion get frequently considered as a single HR-led endeavor. But, for meaningful change to occur, each leader must believe in the significance of belonging on both an intellectual and emotional level. Without the support of the C-suite, D&I projects will fail.
A top-down approach isn't enough.
Compliance, not commitment, is the goal of top-down approaches. From top leaders to frontline staff, everyone must recognize and understand their role in company culture. It entails identifying disparities in employee experience and values across the business so that change gets tailored to each individual and understanding that long-term change requires activating different sections of the system in different ways – top-down, bottom-up, and middle out.
Quotas don't automate the inclusion.
While hiring goals may increase diversity, they do not guarantee an inclusive culture. Too frequently, executives concentrate their diversity and inclusion initiatives disproportionately on the hiring process, yet the employee experience extends far beyond the offer letter. Therefore, it's vital to take an honest look at the end-to-end employee experience to create settings that promote inclusiveness daily and design mechanisms to quantify the impact to retain and cultivate top talent.
Inclusion is ongoing — not one-off training.
Teaching employees what it means to be inclusive isn't enough. Like any other type of behavior change, inclusion necessitates individuals identifying essential times in which to develop new habits or "microbehaviors" (daily actions that can be practiced and measured). When these behaviors are implemented in an environment that encourages open communication and healthy conflict, genuine transformation is achievable.
Maximize joy and connection, minimize fear
When people's views, questioned, they are predisposed to react with fear and distrust. While fear can be a tremendous motivator, it also drives people to narrow their perspectives, which's the exact opposite of what users want in the workplace. Finding new ways to look at problems through the prism of possibility — and leveraging the power of storytelling and shared experiences to do so — increases the chances of positive change.
Forget 'fit' & focus on helping individuals thrive.
The norms, power structures, and inequities that exist in society can readily get incorporated into an organization, with the goal of hiring, training, and rewarding people who "fit." Investigating the organization's systems and procedures for sore spots and blind spots, then finding ways to rethink them, is essential to creating a culture where everyone can contribute their full potential.