After last year’s tumultuous election, the topics of diversity and inclusion are in the spotlight more than ever—especially in the workplace. That’s just one reason why here at Grovo we continue to create content that will help organizations better address these critical subjects. We started by releasing content to help your teams understand and address unconscious bias, and today we’re following up with Inclusive Teams—content to ensure everyone has a voice at the table.
The content in the first two tracks of our Inclusive Teams curriculum will:
- Help you and your teams recognize and interrupt microaggressions and avoid non-inclusive behaviors
- Encourage your learners to notice and prevent the tiny words, gestures and behaviors that may make colleagues feel uncomfortable or unwelcome
- Increase team productivity and creativity by understanding how to take meaningful steps to be more inclusive
Our curriculum was built in partnership with some of the best minds in the business, including:
- Ernie Aguilar, Diversity & Inclusion expert, Dual Language Teacher, Training and Curriculum Consultant, Austin Independent School District and UT Galveston
- Stacey Johnson, Senior Manager, Diversity & Inclusion, The Kraft Heinz company
- Elise James-DeCruise, Vice President, New Marketing Institute, MediaMath
Many organizations that have a diverse workforce believe they’re inclusive, but that isn’t always the truth. While diversity and inclusion may go hand in hand, they’re not the same thing: diversity is getting people of different backgrounds into the room together, whereas inclusion is making sure each of those individuals has an equal voice.
Exclusivity can be risky
Feeling included on a team is one of the most important factors for making a workplace feel like a rewarding and safe place for your employees. In a study conducted by the Center for Generational Kinetics and Ultimate Software, 6 out of 10 employees said they would leave a job if they felt their emotional safety was at risk. Team members who feel excluded or uncomfortable can become less productive and drag the rest of their coworkers down with them.
While your people’s attitudes, values, and intentions are likely in the right place, they may unknowingly exhibit some habits and behaviors that could make others uncomfortable. These habits and behaviors, referred to as microaggressions, are subtle statements or actions of discrimination, usually against members of a marginalized group such as a racial minority or a member of the LQBTQ community. And since they come from a person’s unconscious biases, microaggressions are difficult to spot—which is why it’s vital that a culture of inclusiveness trickles down from the top and is embedded in the workplace every single day.
Being inclusive is a skill—with big payoffs
Inclusive teams are led by truly great managers who, despite their own biases, value and respect everyone on their team for their individual skills and efforts, lead by example, and inspire their employees to follow suit. Inclusive teams, in turn, will help each other recognize and interrupt non-inclusive behaviors in themselves and others while focusing on positive team dynamics.
This combination leads to each team member feeling supported and fosters a culture of engagement and input from everyone. Companies with these types of employees and managers are both inclusive and outperform their peers by 80% according to a 2013 report from Deloitte Australia.
Ready to see our latest content? Here’s a sneak peek of Inclusive Teams:
Want to build an inclusive workplace with Grovo? Get in touch with one of our learning specialists.
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