Creating a work environment where employees report a sense of genuine belonging is more than just a feel-good initiative. The human connections amongst employees, as well as a connection to the company mission, are crucial for businesses to thrive in today’s economy. A diverse workforce does little, however, without an inclusive leader who can leverage the diversity of people, thoughts, and experiences. Organizations with inclusive leaders are more likely to attract and retain top talent, create innovative solutions, and appeal to changing markets.
The good news is that if you’re committed to inclusion, equity, and diversity work, you’re on the path to becoming a more inclusive leader. Inclusive leaders offer all stakeholders a sense of purpose, by connecting their organization’s values to those they lead, and leveraging the collective wisdom of the group. In that sense, they lead from the center, or to put it a different way, they lead from the heart. Inclusive leaders know that good things happen when you make people feel significant.
Inclusive leadership is emerging as a unique and critical capability helping organisations adapt to diverse customers, markets, ideas and talent. For those working around a leader, such as a manager, direct report or peer, the single most important trait generating a sense of inclusiveness is a leader’s visible awareness of bias. But to fully capitalize on their cognizance of bias, leaders also must express both humility and empathy. This article describes organizational practices that can help leaders become more inclusive and enhance the performance of their teams.
ESRC Social Video (4:24 minutes)
Research by Dr Victoria Lavis has shaped a new national equalities policy framework and new policies and guidance for the care and management of transgender offenders.
Ted Talk Video (15:32 minutes)
In this talk, recorded at TEDxEustis in January 2019, Sgt. Fred Jones brings a unique perspective to the conversation regarding use of force by law enforcement. An advocate for emotional intelligence training, Jones makes a passionate and reasoned plea for empathy and training for law enforcement officers.
Companies increasingly rely on diverse, multidisciplinary teams that combine the collective capabilities of women and men, people of different cultural heritage, and younger and older workers. But simply throwing a mix of people together doesn’t guarantee high performance; it requires inclusive leadership — leadership that assures that all team members feel they are treated respectfully and fairly, are valued and sense that they belong, and are confident and inspired. Research involving 3,500 ratings by employees of 450 leaders found that inclusive leaders share six behaviors — and that leaders often overestimate how inclusive they really are. These are the behaviors: visible commitment, humility, awareness of bias, curiosity about others, cultural intelligence, and effective collaboration.
Fast Company Video (0:56 minutes)
Carla Harris, vice chairman and managing director at Morgan Stanley, discusses the importance of upper management creating an environment of diversity for the team.
Make no mistake about it; diverse teams are just good business. Unfortunately, diversity is still an area where startups are struggling. Thankfully, you can update your thought process about team diversity once you understand how beneficial a diverse team is for your business and how easy it is to build one.
Why diversity matters: “It’s proven that more diverse companies are often more innovative and creative because,” explains Duke Energy Chief Diversity and Inclusion Officer Joni Davis. The main reasons you'll gain productivity and a boost in creativity is that you’re bringing together individuals from different walks of life. These people come from varied backgrounds and experiences and will each have uniques ways to improve your products and services you’re offering.
When was the last time you had your eyes examined? Just as the health of our vision is maintained through regular eye exams, the way in which we see the world is maintained through self-awareness and broadening our perspectives. In the midst of quarantines, telework, and increased isolation from both friends and colleagues, we are also living through a time of social unrest. For many people, this time in history has brought new insights into the criminal justice system and interaction across cultures and life experiences.
If you are interested in improving your cultural “eye sight,” this one-hour interactive webinar sponsored by the National Institute of Corrections (NIC) is for you! Our vision for how we view and perceive others is impacted by our individual beliefs, values, and past experiences. In this webinar, we’ll explore preconceptions and techniques that can be used to understand how other people see the world. By gaining insight into your own personal filters, you will be able to engage in difficult conversations and begin to develop a greater sense of awareness and empathy that starts with YOU.
Originally broadcast on August 20, 2020.
This is part one in a four part series.
Prepare to learn how to develop your H.U.E.:
H elp with cultural considerations toward effective communication in corrections;
U nderstand how your preconceptions and values influence your vision;
E nhance your ability to navigate shared experiences.
Alfranda Durr, CEO ALD & Associates LLC
Kari Heistad, CEO Cultural Coach International
Alfranda (Al) and Kari are Certified Diversity and Inclusion Practitioners with 40 plus years of combined experience conducting in-person and virtual training on a wide range of Human Resources, Diversity, Equity, and Inclusion topics. Al and Kari have partnered on a popular diversity webinar series covering a wide range of diversity topics. Combined, Al and Kari bring diverse perspectives and ways of seeing the world to their presentations.
Do you feel like you are working in an inclusive environment? Organizations of all kinds – including corrections – have wrestled with how to create an inclusive culture and promote inclusivity for decades. Now the stakes are even higher to develop and cultivate a culture that promotes excellence by leveraging everyone’s skills, abilities, knowledge, and workplace experiences. Focusing on your workforce’s diverse talents will promote a heightened awareness of each person’s contribution and produce higher performing teams.
If you are interested in being part of a team where everyone can contribute and feel they are a valued member, this one-hour interactive webinar sponsored by the National Institute of Corrections (NIC) will benefit you. In this webinar, we explore the benefits of building inclusion across multi-disciplinary teams in corrections to increase cultural awareness, operational effectiveness, and program efficacy.
Originally broadcast on March 31, 2021.
This is part two in a four part series.
Prepare to learn Building Inclusion (I.C.E):
I ncrease effective communication and collaboration between teams and working units;
C odify processes and behaviors that promote innovative solutions to complex issues; and
E xcel in the face of organizational change.
- Alfranda Durr, CEO ALD & Associates LLC
- Kari Heistad, CEO Cultural Coach International
Alfranda (Al) and Kari are Certified Diversity and Inclusion Practitioners with 40 plus years of combined experience conducting in-person and virtual training on a wide range of Human Resources, Diversity, Equity, and Inclusion topics. Al and Kari have partnered on a popular diversity webinar series covering a wide range of diversity topics. Combined, Al and Kari bring varied perspectives and worldviews to their presentations.
We know how you say it matters, and now, in today’s multicultural world, why we said it is equally important. Our experiences and values lead us to unique perspectives about our behavior. A correctional organization’s ability to leverage all voices is much like a music producer. Each unique perspective has its own melody, scale, and intensity that, when combined, can lead to making an impactful DOPE sound.
In the workplace, it’s the team’s collective finely tuned voice that, when in sync, will have the most considerable impact on success. Implementing the techniques that we will share with you will help you get to the D.O.P.E. sound/impact you are striving for. We will walk you through the steps of creating an environment, which allows your team to learn how to listen and be heard together. You will leave as producers with the latest tools to aid in encouraging the engagement and contributions indicative of a high-performing team.
Techniques to create a (D.O.P.E) unified voice through:
D iverse and Inclusive: Representative at all levels of the organization
O pen and Fair: Transparent and equal access to opportunities
P sychologically Safe Place: A space where people can feel free to be themselves
E quitable: Access to shape and develop
- Alfranda Durr, CEO ALD & Associates LLC
- Kari Heistad, CEO Cultural Coach International
Alfranda (Al) and Kari are Diversity and Inclusion Practitioners with 40 plus years of combined experience conducting in-person and virtual training on a wide range of Human Resources, Diversity, Equity, and Inclusion topics. Al and Kari have partnered on a popular webinar series covering a wide range of diversity topics. Combined, Al and Kari bring varied perspectives and ways of seeing the world to their presentations.
Originally broadcast May 12, 2021