“There is
room at the table.” “Every one is
welcome.” It is easy to utter these
phrases, make the sentiment; but, at times, it is not so easy to manifest these
words into a world of inclusion. We may
find our self thinking about someone with a “yes, but” attitude. Often there is a “good” reason why we do not
include someone due to perceived differences.
We want to include but are stopped by another’s diversity.
Inclusion and
diversity are often intertwined in our minds and in the workplace. Often,
inclusion is measures by how diverse a workplace may be. If the workplace has people of different
ethnic groups, religions, social classes, and political beliefs, it may be
proudly touted as diverse and inclusion.
Compassion asks us to delve beneath surface diversity and ask how we form
community by celebrating and integrating differences. Compassion asks us to recognize how we
exclude.
Intentional
inclusion is a product of mindfulness. We
are aware that many personalities come together to form a workplace
environment. Tensions may result from an
individual’s unique, individual political beliefs, religious or spiritual
tenets, and social norms. The workplace
becomes an amalgam of personal views.
Although coworkers are encouraged to focus on the mission, vision, and
values of the organizations, it is often impossible to prevent the clash of
divergent views when we are unaware of how the views of another trigger our
judgments and assumptions.
Unaware the
majority will overwhelm the minority. The
mission, vision, and values may be interpreted through this the predominant
personal belief system and not the collective consciousness. This results in those with different views
feeling disenfranchised. What appears to
be inclusive becomes stagnant. As trust
decreases so does productivity.
Inclusion is a
respect for differences and an open mindedness to explore those divergent views
objectively. Co-workers don’t have to
agree. When each member seeks to
understand the views and beliefs of one another, respect is nurtured. Questions are asked with the energy of curiosity
and a lack of judgment. Commonality is
found beneath the fear of differences.
And, through this commonality, inclusion is birthed and flourishes. (If unsure about how to find this
commonality, look how each person is working toward the same goal or set of
goals within the office. Get to know the person as a coworker not as a personal
life label.)
Digging into
common ground and planting the seeds of trust and respect, team members are
more open to the ideas of others.
Instead of working with another despite differences, respect for team
diversity has the potential to spawn a variety of creative and innovative
ideas. Nurturing those seeds with
compassion creates a collective attitude of “can do” — the attitude of radical
change. All are not only welcome but
consciously invited and embraced in the creative process. No one is left out — trust grows. Coworkers begin to understand that innovation
is the result of listening and responding to people with diverse ideas,
experiences, and worldviews. This is
inclusive collaboration.
The power of
inclusion is the force behind an increase in job satisfaction and employee
retention. Trust increases as employees
see themselves not as someone easily replaced and soon forgotten but as a
respected, trusted, integral part of a successful team. The workplace becomes a community that is
dynamic, flexible, and evolving. It
becomes a place of almost immeasurable return on investment.
Vanessa F. Hurst is a community builder who works
with organizations to identify compassion aspects of their culture and to
create a collaborative environment. She consults
with organizations to strengthen relationships with current stakeholders and
invites new stakeholders to the community.
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