Creating Inclusive Organizations: Aligning Systems with Diversity

[Excerpt] Diversity and inclusion are often used interchangeably. However, for the purpose of this inquiry, diversity denotes the spectrum of human similarities and differences. Diversity is about people. Inclusion, on the other and, is about organization. It\u27s about operationalizing diversity. Inclusion describes the way an organization configures opportunity, interaction, communication and decision-making to utilize the potential of its diversity

The Network Newsletter, Volume 2 Number 1

Exploring_White_Male_Backlashvol_2_no1.pdf: 320 downloads, before Oct. 1, 2020

Thinking About LGBT Diversity in the Workplace

[Excerpt] Today, according to a May 13, 2011 report by the PEW Research Center, “a majority of Americans, 58%, now say that homosexuality should be accepted, rather than discouraged by society.” There are many reasons for this more inclusive shift in attitudes. Inclusion of sexual orientation, and increasingly gender identity, in workplace inclusion initiatives and diversity awareness dialogue is likely one. The workplace, driven by the pragmatic need for improved productivity, talent recruitment, and retention of a motivated workforce, has become a powerful environment for social change and learning

Keeping Members United in Contentious Times

[Excerpt] In contentious times, members often don’t see eye to eye, generating division and rivalries that undermine solidarity. Increasing membership diversity can lead to misunderstandings, which can escalate to disrespect. As a steward, you play a critical rol

Thinking About Five Strategies for Making Diversity Work

Greater diversity in the workplace introduces the possibility for increased misunderstanding and conflict at the same time as it holds out the promise of creativity and innovation. Workplace diversity change leaders have learned that making diversity work cannot be taken for granted. We cannot automatically assume that people will engage well with others across differences. Our history with bias, inequity and exclusion remains too much a part of how we understand one another. Making diversity work represents a mindset shift in the way people interact and engage. Organizations that are serious about creating inclusive work environments—where everyone feels welcomed, respected, and valued for who they are—recognize the importance of how people work together. Relationship building across differences needs to be developed and nurtured. Inclusive organizations focus on creating internal culture change to build people skills and promote shared expectations for mutual respect— an evolving endeavor. I’d like to add to the conversation by offering several observations for what this mindset shift might entail

The Network Newsletter, Volume 7 Number 1

Conflict_moves_to_learningvol_7_no1.pdf: 320 downloads, before Oct. 1, 2020

The Network Newsletter, Volume 3 Number 1

Responding_to_the_Texaco_Casevol_3_no1.pdf: 581 downloads, before Oct. 1, 2020

The Network Newsletter, Volume 6 Number 2

A_Conversation_with_Betty_Friedanvol_6_no1.pdf: 208 downloads, before Oct. 1, 2020

The Network Newsletter, Volume 5 Number 1

Guidelines_for_Corporatevol_5_no1.pdf: 102 downloads, before Oct. 1, 2020

The Network Newsletter, Volume 4 Number 1

The_Organizational_Case_for_Diversityvol_4_no1.pdf: 331 downloads, before Oct. 1, 2020