Diversity in today’s workplace is very important in many ways. Recognising the importance of diversity and its integration within the workplace is essential for fostering inclusivity and fairness among employees. A good manager understands this and shows their team strong leadership.
Yet many people, even leaders can get a little stuck around diversity and that can be very common particularly when you think about the way our brains work. It is not intentional rather it is simply conditioning or lack of understanding.
Our brains are hit with 2 million pieces of information at any time and in order to make sense of that information our brains need to distort generalize and delete information to be able to function.
What does it mean to distort the information?
That is the process of collecting and altering perceptual information so that it becomes something else. Sensory information that is available to us and we turn into what makes sense to us, which then fulfils our expectations or confirms what we already know or have decided.
What does it mean to delete?
The current science tells us that as humans, the most we can take in is around about 130 bits per second out of the more than 2 million bits. All the rest of the information is pretty much deleted from our experience of reality.
What does it mean to generalise?
It is how we create categories to classify information. We do this because it helps us make sense of the world. Generalisations allow us to make predictions about how the world works, and this frees up our cognitive capacity so that we can then focus on things like what is new or different in our environment. To form generalisations is useful and necessary, but it can cause us problems. When our drive to generalise is very strong we may distort reality in order to maintain our assumptions and achieve that strong desire we all have which is to be right.
Once we start talking about being RIGHT then others somehow must be WRONG and this is the start of conflict in most workplace.
How do we address workplace conflict?
We address workplace conflict with being open and understanding how our brains work is a great starting point. When we take responsibility for our selves or when we work on our own self-leadership we can address conflict better. Maybe we have been quick to judge, or too quick to make a call. What part have we played in this situation and what responsibility do we need to take to move the situation forward?
It is never the situation but how we handle it.
How do we embrace diversity?
Embracing diversity involves the practice of integrating individuals from backgrounds, cultures and life experiences each bringing their unique values, insights and viewpoints. In today’s world placing a priority on diversity has become increasingly crucial. Recognising the importance of diversity and its integration within the workplace is essential for a culture of inclusivity and fairness.
What can hinder workplaces from diversity?
Often workplaces have similar people working together and may not have staff from diverse backgrounds. This is often the case because “like” likes “like” Meaning that as humans often we like to be with similar people to us. It may not be intentional but it often happens that we attract likeminded people. This can make for a great team when socializing but may not benefit the organisation with innovation or productivity if we all have the same skills set. It can also been see as excluding others even if it is unintentional.
A profiling tool like Extended DISC will give you and your organisation amazing insight into where your team sits.
So how do organizations change?
Organizations don’t change only the organization’s people can change. Some people can feel that change is scary, difficult or impossible. It may feel over whelming or impossible because it may feel too big even to begin. That is okay as these feelings towards change can be normal. Start small and break tasks into bite size steps. Upskilling staff with softskills training, self leadership and coaching is a start.
Real change only works when the leaders embrace it.
What are the skills our people require for embracing diversity?
They need to understand diversity and the benefits of a diverse workplace. Diversity is a range of things that contribute to an individuals uniqueness. Some of these things are
- Age
- Gender
- Sex
- Sexual orientation
- Ethnicity
- Citizenship
- Education level
- Skillset
- Family status
- Background
- Workplace responsibilities
- Cognitive abilities and disabilities
- Neurodiversity
- Physical abilities and disabilities
- Religious or spiritual beliefs
- Life experiences
- Status
- Mental health
- Marital status
Embracing diversity will create an inclusive work environment. These skills empower individuals to be understanding and accepting of the needs, lifestyles and expertise of people, from various backgrounds. By upskilling in this area individuals can develop a mindset that allows them to envision and promote inclusiveness in the workplace.
In the workplace it is crucial to prioritise and nurture these skills. It is recommended that you review your organizations mission statement and values. These are not words on a wall but an agreement contract for all staff to work by. From the top to the very bottom of the organisations.
Consider establishing a committee comprising members from segments of the organisation to collaborate on refining the mission statement and values. Additionally implementing diversity training can be a way a great way forward. This training can take the form of seminars or workshops organised within the workplace with a focus, on diversity awareness.
Remember that you have started the process by reading this article. Stay focused and positive as we are all a work in progress. Rome was not built in a day and all change starts with the first conversation.
Embracing diversity is important but it is also important to address diversity in the workplace with thought, understanding and training.
Every outcome starts with the first step.
About the Author: Sandy Colombo
Sandy Colombo is an NLP Master & Trainer and Motivational Speaker. As a professional coach and trainer in Australia she has introduced and created new ways to inspire, motivate and develop individuals to enhance their careers and business productivity.
Sandy Colombo started her training career in Education sector in Toursim before working with companies on leadership programs such as Rio Tinto, Telstra, KFC and NAB just to name a few. Sandy been successful in Management and building business using practical skills from her Neuro-Linguistic Programming (NLP) training. She started VBC Training together with Dee Mills because they both know that soft skills training will increase productivity in organizations & empowers people in their careers
As an author/media consultant on communication and professional development Sandy has influenced workplaces across Australia. She contributes to Media and businesses in Melbourne Sydney Adelaide Perth and Brisbane and in regional areas.