Post by account_disabled on Mar 5, 2024 21:09:53 GMT -6
Inclusion is defined as the attitude, tendency or policy of integrating all people (without distinction) into society. This attitude can be implemented not only in general but specifically to your company.
The goal of making your organization more inclusive is so that everyone can contribute and benefit from it.
A great example of inclusion is what has been done corporately in recent years with women of color.
Unfortunately, in the past it was unimaginable for them to be included in the workplace and therefore impossible to obtain professional success; However, it has currently been proven that being inclusive has great benefits such as education, ambition, new ideas and experiences.
This is a way to make your company more Chile Mobile Number List inclusive and result in a powerful force of innovation that is necessary to satisfy customer needs.
The situation of Latina and women of color in the world of work
Latin women
There are currently no black or Latina female CEOs on the Fortune Global 500 , despite the value that women of color place on companies.
For 15 years, the Center for Talent Innovation (CTI) has researched gender dynamics in the workplace and found that women of color face major obstacles that have hindered their advancement since ancient times.
A 2016 report, Latinos at Work, found that 59% of Latino men and women experienced workplace slights, a number that jumps to 67% when focusing only on Latina women.
The same study reveals that 63% of Latino men and women do not feel welcome or included, nor invited to share their ideas, since they generally may not be valued at work. The figure rises to 78% in the case of Latina women.
women of color
A similar story is that of black women. In a 2015 study called Black Women: Ready to Lead , it was found that 46% of black women feel like their ideas are not heard or recognized.
They perceive themselves to be invisible, that their talents are not recognized by their superiors compared to white women (26% vs. 17%). It's no surprise that black women are much more likely than white women (44% vs. 30%) to feel stagnant in their careers.
Additionally, women of color are more likely than white women to feel like they must compromise their authenticity if they want to be leaders.
In that research, 72% of Black women, 53% of Latinas, and 52% of Asian women say that “executive presence” at their company is defined as conforming to traditionally white male standards. By contrast, only 44% of white women felt this way.
Now more than ever, any company that wants to harness the full potential of its employees must take steps to create safe, inclusive workplaces where women of color can reach their full potential.
5 ways to make your company more inclusive
Harvard Business Review has compiled some facts that employers, leaders and managers can use, and here we share 5 ways to make your company more inclusive.
1. Emphasize the business case for diversity and inclusion
There are many reasons why workplaces must change, but a big one is that many countries are changing demographically, as a recent report from the US Bureau of Labor makes clear.
Consequently, companies need diverse leaders who reflect the changing market. Research finds that when workplace teams reflect their target customers, the entire team is more than twice as likely to innovate effectively for their end users,
2. Recognize bias
No matter how well prepared women of color are, they will not get a seat at the table unless those at the table allow them to pull up a chair.
Companies can take steps to make this happen. One multinational company, for example, developed a leadership program that not only places high-potential employees on the management track, but also targets the supervisors who select candidates.
In bias trainings, supervisors learned to recognize and manage their inclinations to nominate candidates who were similar to themselves and instead recognize great candidates of color.
Black employees who participated reported feeling more engaged and better positioned for advancement opportunities. More importantly, their supervisors committed to offering these women leadership opportunities within one year. Remember that it is also important to know how to incorporate diversity and inclusion into your daily work.
3. Practice inclusive leadership
Leaders need to create a safe team environment where all employees can speak, be heard, and feel welcome.
They should accept input from collaborators whose background or experience differs from their own, and encourage collaboration among diverse staff, ask questions of all team members, facilitate constructive arguments, give useful feedback, and act on advice from diverse employees.
Additionally, leaders can make women of color feel valued and included by practicing authenticity over conformity and operating from the understanding that a range of presentation and communication styles can be successful in the workplace.
4. Provide sponsorship programs
Corporations like American Express and Bank of America have created programs that accelerate the progress of women and people of color by pairing them with more experienced sponsors who help them learn, not just in their first weeks or months on the job, but over the long term. .
Research shows that advice from a mentor is not enough; meaningful advocacy from a sponsor makes all the difference. It also found that women of color who say they have sponsors are 81% more likely to be satisfied with their career progression than those without sponsors.
5. Responsibility of leaders
Make sure inclusion is a core value of the organization, not just something you do to “make a difference.”
For example, when CTI CEO Pat Fili-Krushel was head of HR at Time Warner, they instituted a tracking and reporting system to measure progress against each division's diversity and inclusion goals. Leaders were held accountable with 10% of their bonuses tied to their goals.
The goal of making your organization more inclusive is so that everyone can contribute and benefit from it.
A great example of inclusion is what has been done corporately in recent years with women of color.
Unfortunately, in the past it was unimaginable for them to be included in the workplace and therefore impossible to obtain professional success; However, it has currently been proven that being inclusive has great benefits such as education, ambition, new ideas and experiences.
This is a way to make your company more Chile Mobile Number List inclusive and result in a powerful force of innovation that is necessary to satisfy customer needs.
The situation of Latina and women of color in the world of work
Latin women
There are currently no black or Latina female CEOs on the Fortune Global 500 , despite the value that women of color place on companies.
For 15 years, the Center for Talent Innovation (CTI) has researched gender dynamics in the workplace and found that women of color face major obstacles that have hindered their advancement since ancient times.
A 2016 report, Latinos at Work, found that 59% of Latino men and women experienced workplace slights, a number that jumps to 67% when focusing only on Latina women.
The same study reveals that 63% of Latino men and women do not feel welcome or included, nor invited to share their ideas, since they generally may not be valued at work. The figure rises to 78% in the case of Latina women.
women of color
A similar story is that of black women. In a 2015 study called Black Women: Ready to Lead , it was found that 46% of black women feel like their ideas are not heard or recognized.
They perceive themselves to be invisible, that their talents are not recognized by their superiors compared to white women (26% vs. 17%). It's no surprise that black women are much more likely than white women (44% vs. 30%) to feel stagnant in their careers.
Additionally, women of color are more likely than white women to feel like they must compromise their authenticity if they want to be leaders.
In that research, 72% of Black women, 53% of Latinas, and 52% of Asian women say that “executive presence” at their company is defined as conforming to traditionally white male standards. By contrast, only 44% of white women felt this way.
Now more than ever, any company that wants to harness the full potential of its employees must take steps to create safe, inclusive workplaces where women of color can reach their full potential.
5 ways to make your company more inclusive
Harvard Business Review has compiled some facts that employers, leaders and managers can use, and here we share 5 ways to make your company more inclusive.
1. Emphasize the business case for diversity and inclusion
There are many reasons why workplaces must change, but a big one is that many countries are changing demographically, as a recent report from the US Bureau of Labor makes clear.
Consequently, companies need diverse leaders who reflect the changing market. Research finds that when workplace teams reflect their target customers, the entire team is more than twice as likely to innovate effectively for their end users,
2. Recognize bias
No matter how well prepared women of color are, they will not get a seat at the table unless those at the table allow them to pull up a chair.
Companies can take steps to make this happen. One multinational company, for example, developed a leadership program that not only places high-potential employees on the management track, but also targets the supervisors who select candidates.
In bias trainings, supervisors learned to recognize and manage their inclinations to nominate candidates who were similar to themselves and instead recognize great candidates of color.
Black employees who participated reported feeling more engaged and better positioned for advancement opportunities. More importantly, their supervisors committed to offering these women leadership opportunities within one year. Remember that it is also important to know how to incorporate diversity and inclusion into your daily work.
3. Practice inclusive leadership
Leaders need to create a safe team environment where all employees can speak, be heard, and feel welcome.
They should accept input from collaborators whose background or experience differs from their own, and encourage collaboration among diverse staff, ask questions of all team members, facilitate constructive arguments, give useful feedback, and act on advice from diverse employees.
Additionally, leaders can make women of color feel valued and included by practicing authenticity over conformity and operating from the understanding that a range of presentation and communication styles can be successful in the workplace.
4. Provide sponsorship programs
Corporations like American Express and Bank of America have created programs that accelerate the progress of women and people of color by pairing them with more experienced sponsors who help them learn, not just in their first weeks or months on the job, but over the long term. .
Research shows that advice from a mentor is not enough; meaningful advocacy from a sponsor makes all the difference. It also found that women of color who say they have sponsors are 81% more likely to be satisfied with their career progression than those without sponsors.
5. Responsibility of leaders
Make sure inclusion is a core value of the organization, not just something you do to “make a difference.”
For example, when CTI CEO Pat Fili-Krushel was head of HR at Time Warner, they instituted a tracking and reporting system to measure progress against each division's diversity and inclusion goals. Leaders were held accountable with 10% of their bonuses tied to their goals.
