Keep talking about inclusion
Photo by Brooke Cagle on Unsplash
During June, the HR team in Mer launched talking points that will inspire continuous conversations about inclusion.
These talking points are such a great way to make everyone aware and engaged in finding ways and measures to create a more inclusive work culture. It is also a great way to identify “the small things” that can have a large impact. Such as the way questions are being asked, how to ensure we stay open-minded and how, in a company like ours with such a diversity in languages and nationalities, we can secure input in different ways and not make language a barrier. Also, to keep in mind the value of small talk and asking colleagues to join the coffee or lunch break.
We have just started exploring how the talking points and group discussions work but have had interesting and useful discussions so far. And so, we though this format could be interesting for others to try, too – so here we share the method:
How it works
Arrange for group discussions using the IGP method (individual-group-plenum), with groups of 3-5 individuals.
Use the suggested talking points to get teams to discuss how to contribute to greater inclusion.
Based on the discussion, let the group identify three key points that can be presented to the plenum as the most important steps to improve diversity and inclusion.
If you choose to not do this in plenum, you can appoint one person as a diversity and inclusion ambassador. That person should receive all the key points from the group, and then get help from the group to prioritize the top three actions or key points.
Talking points:
- How would you describe the company culture? Do we have an assimilating, segregating or inclusive culture?
- What actions can we take as a team to create a more
inclusive workplace culture? - How can we increase the diversity of voices and
perspectives in our meetings and projects? - What role does language and communication play in
creating an inclusive workplace? - How can we as colleagues support and include those who
may be less visible in the work environment? - How can we as an organization measure and improve
our ability to include everyone? - What additional resources or support do we need to
continue learning and growing in this area?