A
Twenty First Century workplace should be diverse
and inclusive. The values reflected in this environment
will be about valuing people's differences both
visible and non-visible. These differences can include
background, personality, culture and work style
in addition to the characteristics that are protected
under discrimination legislation in terms of race,
disability, gender, religion and belief, sexual
orientation and age
The
role of the Inclusive Manager is to harness these
differences and to create an environment where people
feel valued, and where potential and talent are
actively channeled to help deliver the organisational
goals. The following tips will help to you develop
yourself as an Inclusive Manager.
Keep
up to date with Equalities Legislation.
Be
able to explain the importance of diversity and
inclusion at work.
Actively
communicate about the diversity agenda.
Actively
seek to create an environment where diversity
is valued.
Develop
an understanding about how institutional discrimination
can occur and how to challenge it.
Lead
by example, plan ways to promote diversity in the
organization.
Ensure
that issues of diversity are considered in policy
development and practice.
Explore
your own values, attitudes, beliefs and prejudices
- and their origin
Be
aware of your stereotypes and manage them.
Consider
the impact of your behaviour on others, how sensitive
and responsive are you to your impact on others?
Be
prepared to challenge inappropriate behaviours and
comments.
Use
an assertive style of behaviour when challenging.
You may wish to use the following guidelines:
