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Ceridian Presents: Fostering Conscious Inclusion
If you missed the webcast, please click to view the recorded version in the
library.


VIDEO: A GROUP OF “OTHERS” IS CALLED A “TOGETHER”


VIDEO: A GROUP OF “OTHERS” IS CALLED A “TOGETHER”


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Inclusivity, acceptance, togetherness. All of these have a seemingly simple, yet
deeply effective, core: compassion.

Despite its effectiveness, it’s one of those things we tend to set aside at
work. After all, it isn’t a go-to buzzword like productivity or profitability or
innovation. But the bottom line—the one that has little to do with the budget—is
that we’re all people. And we want to feel like we belong. That’s why when it
comes to ousting otherness, empathy and compassion are the answer.

Inspired by Regina Anderson, Executive Director at Food Recovery Network,
writing for Blue Avocado, consider these do’s and don’ts of a compassionate
workplace:



Do talk about the work, not the worker. One of the major consequences of
othering people at work is the tendency to let negative stereotypes color
opinions regardless of fact. Check your assumptions and discuss performance
instead of the person.



Don’t assume those who are othered feel comfortable calling out their
colleagues. People might not feel comfortable speaking up when they feel
excluded or discriminated against. Instead of putting that responsibility on
them, leaders and team members should openly support a culture of communication
and accountability.



Do openly discuss the importance of self-care. Constantly fielding questions
about your identity, dealing with microaggressions, and trying to fit in while
managing others’ assumptions are all acts of emotional labor. To help with this,
leaders and companies must emphasize the importance of self-care.



Don’t push people to talk about their identities when they don’t want to. It’s
essential to remember that not all identities are visible, especially ones like
religion, ethnicity, sexual orientation, disability, and more. Because of this,
it’s important to stop making assumptions about others and to avoid pushing
people to share parts of themselves that they’d rather keep private. Instead,
practice compassion, acceptance, and open-mindedness with all people.

Workplace cliques are bad for morale, and poor morale is bad for business.
Leaders should keep an eye out for groups that are excluding others and
encourage inclusivity by building diverse teams.

Watch: Sitting down with ABC News Australia, Sefakor Zikpi discusses her
experience moving from Africa to Australia as a girl, including how it felt to
suddenly be “other” and how she finds togetherness with those who are different.



Next Steps: Companies and their leaders can work to create more inclusive and
compassionate workplaces by offering regular opportunities for their team
members to connect with each other. While all of us are different and have our
own identities, it’s likely we have something in common even with those who
appear most unlike us. When we seek out these commonalities, we learn how to
treat people with compassion and kindness.


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VIDEO: A GROUP OF “OTHERS” IS CALLED A “TOGETHER”

Inclusivity, acceptance, togetherness. All of ...
read more
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