One of my biggest motivations is to get businesses in schools on the right path of understanding each other interculturally. I was hoping you could learn some practical ideas and some great strategies to have a more multifaceted lens on understanding your co-workers, colleagues, and employees in a more actionable and respectful way. When we talk about having an inclusive workplace environment, many words are out there to make you feel intimidated. But that’s not what the process is.
When I’m working with my business clients, my most significant push for them is to find ways of holding themselves accountable, and find ways of sustaining this protocol when we move forward. Now, I will give you a little taste of what I have proposed to my clients.
When we go through these practices, we need to keep in mind that we are all human beings. We will stumble. We need to give ourselves some grace. But then we also need to correct our behavior. So we’re not causing more harm to the people at work. It would help if you thought about your own implicit biases in your actions. How did your life experiences shape you into the person that you are right now? How have the attitudes you have perceived about different groups of people affect you in your workplace? So those are some questions that I want you to take with you on doing your self-work and understand that you need to be comfortable with being uncomfortable.
Racial bias is a challenging subject. You also have to take into account your actions and be responsible for what you have done to move forward in the future. Now, I was hoping you could keep in mind when you are trying to do the work of being more culturally inclusive because your colleagues of color do not do the work for you. When it comes to being an ethnic month, it comes to be a specific subject that comes around in your staff meetings. It is not your employee or colleague of color that is supposed to take the reins and do the work for your office. Now, many people say, well, we’re trying to collaborate, we’re trying to get our people of color involved and have that voice.
But there’s a thing called an emotional tax that people of color like myself face every day. It’s much mental work. It’s much mental energy; we have to put on that brave coat of armor that when we are talking about subjects that comes to intercultural relations when dealing with employees when it comes to dealing with customers. We can only bear that burden for so long and for so much. So it is up to businesses. It is up to school districts and administrators to hire out those services.
I will walk you through those steps of making those goals actionable and how it can also hold you guys and gals accountable. And when we are talking about having that inclusive workplace environment, that your leadership is there, they are holding themselves accountable as well. The employees feel like they have a space to go to their leadership if things are not working. You also need to make sure that when you are working together, you recruit people who represent all walks of life in your business. Leaders need to step up to the plate and get our doors open to everyone to come in. Because the more you have a better representation of everyone, the more your clientele will go and be perceptive of “Wow, they are including everybody”, “Wow, I see myself in their ad”. “Wow, I see myself behind the desk working alongside”. So it is up to us to move that needle forward and get going. And if you’re stuck, I’m here to help. I can’t wait to share more things with you.
Because once we know what is right in our hearts and minds, we can move forward. Schedule a free consultation appointment right here
https://hello.dubsado.com:443/public/appointment-scheduler/609bdbad8168c1315cb8d62b/schedule
