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Enhance ubiquitous diversity in the workplace

Enhance ubiquitous diversity in the workplace

Times are changing, thinking is evolving, and the composition of our nation is becoming more multifaceted and multicultural. In this changing context, we must ask: after all the time, effort and resources invested in improving diversity and integration, why are we still so divided?

This question is a grim reminder of how difficult and challenging the task of promoting diversity is. Where do we begin our journey to acceptance and living among all our differences and creating an environment where every member of society and employee in the workplace carries a comfortable self-identity filled with a sense of belonging?

Thinking of ubiquitous diversity

Diversity is thinking. It cannot be forced; it must come from within. People – not law enforcement, politics or statistics – are driven by climate diversity and outcomes. When the word “diversity” evokes a sense of connection and embrace, rather than commitment and tension, it is a true sign of ubiquitous diversity – the physical and mental space where idealism and reality intersect.

In this environment, everyone is equally important. We share our views and perspectives without fear of being demonized. Trust prevails over distrust, and people unite, not divide.

No matter who we are, every person on this planet unites a universal human essence. Thanks to this common humanity, we can build a harmonious acceptance that transcends external differences. Diversity policies and programs that embrace this human element will shift the diversity paradigm to a new place that fosters voluntary inclusion.

Developing leaders who cultivate ubiquitous diversity

While people are responsible for making personal changes and broadening their views, shaping the structure of diversity, thinking and culture of an organization starts from the top. It is impossible to cultivate ubiquitous diversity without leaders committed to bold (not necessarily popular) change.

It is only natural that we all bring our own beliefs, values ​​and biases into everything we do. Each of us has a different upbringing, culture and values ​​that shape us. Our unique lenses see and interpret the world around us differently. Therefore, each of us must reflect and explore the impact of our lens and thinking on what we do, how we interact and behave. This is true leadership: mastery of our lens, thinking, and behavior; recognition of their influence; and make changes if necessary.

Leaders are people, which means they are wrong. However, leadership qualities that unite and unite people (humility, empathy, openness and courage) can be nurtured in anything because they are human qualities. Balancing two weights on the scales, taking care of your own needs and taking care of others, is a difficult task. The needle is constantly oscillating. Exemplary leaders are well aware of, manage and grow in this demanding environment to stay on the ground and take responsibility.

Leadership thinking and behavior

If leaders want to cultivate pervasive diversity and change the culture of diversity, they must first explore their individual thinking and attitudes toward differences. Personal change is hard work, especially on your own. Leaders need feedback, training or coaching programs that will help them raise their own awareness of their shortcomings and make lasting changes. It is important to understand that awareness in itself does not mean automatic recognition of oneself or embodied behavior. If leaders do not take their training to heart with vigorous discipline and practice, it will not last.

We all have the opportunity to change our thinking and create new norms. But without perseverance we cannot make sustainable change. When leaders change, they change the people around them, creating a rabbinic effect that can enrich not only their own lives but the lives of those they lead.

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