Diversity Equity and Inclusion: Building Allyship :

Below are the critical points we focus on in our DEI awareness workshops:
1. Understanding DEI Concepts: Critical for creating awareness of what these concepts mean: Not everyone really understands what Diversity, Equity and Inclusion really means in mind and action – We bring out statistics and broach relevant conversations at the onset to spark interest in the topic keeping What’s in it for me for each participant

Knowledge piece for reading

• Diversity: Highlight the importance of diversity in the workplace, including cultural, racial, gender, and cognitive diversity. Explain how diverse teams are more innovative and productive.
• Equity: Differentiate equity from equality, Equality means treating as equal, (equal pay/ equal opportunity) Equity on the other hand means understanding people are different and may have different needs for support, motivation and aspirations (flexible timing/ additional support/ alteration in work environment) are we understanding that and taking a customised approach to ensure they integrate and thrive in the organization.
• Inclusion: Emphasize creating an environment where all employees feel valued, respected, and empowered to contribute

2. Understanding Dimensions of DEI: Gender/ Sexual orientation/ Generation/ Region/ PWD- We use engaging ways to communicate the different dimensions using story telling – visualization exercise- case studies to bring into light the need to be aware, sensitive and empathetic towards differences & learn to be comfortable around people who are different than us. In our experience a lot of distance and resistance stems from lack of awareness so we concentrate in building awareness and building more curiosity in participants in this section

Knowledge piece for reading
https://www.cultureally.com/blog/dimensionsofdiversity

3. Unconscious Bias Awareness: We explain what unconscious bias is and how it impacts decision-making, hiring practices, and interpersonal relationships within the organization. Some of the common unconscious biases referred to are – Stereotyping / Confirmation Bais/ Affinity Bias/ Halo/ Horn Effect , Group think.

We use a card activity here for people to discuss these biases amongst themselves and instances of when they have seen it in the team/ organization etc.

We then take people through how these biases get manifested at workplace – through Micro aggressions and micro inequities – Case studies /Role plays are usually used to get people to identify the biases operating and thinking/practicing alternate behaviours.
We provide tools and strategies to help participants recognize their own biases and develop skills to mitigate them- bias assessments can also be used to make these concepts relatable. We encourage empathy and self-reflection methodologies.

4. Inclusive Communication: Discuss the importance of inclusive language and its role in fostering belonging. We highlight what inclusive and exclusive language looks like in light of each of the DEI dimensions: Gender/ Age/ PWD/Sexual Orientation.

Use a think and practice approach towards using conscious and well-informed language that encourages participation of diverse voices.

5. Building Psychological Safety, We explain the concept of psychological safety (an environment of trust, openness, and vulnerability) focus on how leadership styles can either support or hinder in creating the safety that compliments DEI efforts.

We run a structured activity here for people to understand what they can do in each area of people management and people process- hiring, promotions, decision-making, career advancement, participation in meetings and strategic planning. Group Activity – using floor mat and posits or sun board and post its

Our USP: Practical Engaging Approach Leading to Action

• We showcase data and research that highlight how diversity and inclusion can lead to increased innovation, employee engagement, and overall organizational success.
• We bring in Real life examples of true and sustained allyship in Indian organizations.
• We use experts on DEI with rich research and facilitation experience – We also have prominent speakers in the PWD and LGBTQAI+ space who share their side which makes the dimension more relatable.
• We teach participants how to speak up when they witness exclusionary behaviours and how to actively support initiatives that promote equity.
• We encourage the creation of personal action plans, where each participant commits to applying the DEI principles in their specific role.(from how to run inclusive meetings, review hiring practices, and provide constructive feedback to building inclusive strategies and raising demands for physical office alterations and changes in existing policies)
• We have empanelled diversity and assisted working audit organizations that can help organization get their practices audited for recommendations and certifications
• We have empanelled legal advisors specializing in employee laws that can help organization with the Legal Considerations and DEI Compliance queries
• We offer ongoing resources (books, articles, training)
• We work as your DEI partner by extending Mentoring and coaching services for Sr Leaders and DEI champions to enable and sustain change on DEI metrics within the organization.

 

Measuring Progress and Continuous Improvement in DEI- We proudly boast of influencing the below through long term partnership with the DEI Team of an organization if engaged beyond just awareness:

• Help you measure impact on quantitative metrics (e.g., employee surveys, retention rates, diversity metrics).
• Measuring regularity of feedback loops
• Measuring nominations for mentoring and coaching as a DEI champion.