POWERED UP - AN INSIGHT BY THE IN GROUP
The impact of work and our inter- relational responses
more inclusive than others. If they wouldn’t accept the job for a loved one, would they accept it for themselves? Would they overlook the organisation’s inclusivity issues if remuneration were a factor? What if some statements were a one-off and not an accurate reflection of the organisation’s wider culture? This all serves to highlight our differing perceptions of inclusion. We’re all in different situations in our lives, and we all have different rationales for making decisions. These criteria might even change at different points in our lives. By being self- aware and challenging our own thinking, we can actively foster inclusive environments that are positive places to be – not just for us but for everyone.
What do we mean by inter-relational responses, you might be wondering? This is about how we relate to those we work with, how the past might impact the way we connect and clash, and how we process both the ruptures and repairs we create. We spend so much time at work that the relationships we build, the experiences we gain, and the way in which we respond to conflict or a potential fear of disconnection, are profound. We shouldn’t underestimate the impact we have on those we work with. This impact is felt not just in the present day but, more importantly, in the future, based on our inter-relational dynamics.
Our value of inclusivity
Where does this leave us?
Let’s explore the notion that inclusivity means something different to each individual. You may find, as we did during our workshops, that some people don’t think this conversation is for them, especially those who would class themselves as white, heterosexual and able-bodied. However, it’s important to make people think about what inclusion means to them personally. It might be to have a voice and be heard; to be respected; or to come to work as their authentic self. These are statements that apply to people of any gender, background, race, or socioeconomic group. They’re our basic social needs as human beings.
No one’s experience of the world is exactly the same as anyone else’s, and no one’s life circumstances are static. Our circumstances change, and therefore, so does our relationship with diversity. This realisation has been a crucial part of our work on DEI at Investigo. We’ve found that our approach has been incredibly useful as a business, particularly by bringing our teams together and helping them think about things a little differently. But every business is different, and so are its people. While there’s no one approach that will work for every business, our story can easily be replicated or adapted to suit your business’s needs and your position on your DEI journey. There’s a saying that you should treat others the way in which you wish to be treated. I have to disagree. I believe you should treat others how they want to be treated. That’s when we can truly show that we not only understand ourselves but are working hard to understand each other.
10
11
Considering workplace comments and microaggressions
What would make you take a job at an organisation where you know the level of inclusivity is not where it needs to be? We asked our teams to imagine they were making a decision on a job offer on behalf of a loved one, based on comments overheard in the workplace – some of them apparently
CREDIT - PEXELS
Powered by FlippingBook