In this talk, we’ll explore the actionable things individuals can do to ensure their teams are inclusive. It will outline how people often over-index how inclusive they think they are; explain why actions that appear inclusive (such as open door) don’t work because of unacknowledged power differentials; and explore how to create a psychologically safe environment for people from underrepresented backgrounds.
After watching the talk, take a few minutes to think about the following.
- At the organizational level, what policies, procedures, and processes have been implemented to create welcoming and psychological safety for employees to share their lived experiences?
- Who, within the organizations, is responsible for evaluating the effectiveness of those policies, procedures, and processes to prioritize the most vulnerable and to minimize harm?