{"id":1750,"date":"2020-09-28T14:38:22","date_gmt":"2020-09-28T18:38:22","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=1750"},"modified":"2023-12-12T16:57:06","modified_gmt":"2023-12-12T21:57:06","slug":"guest-blog-active-inclusion-starts-with-you","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/guest-blog-active-inclusion-starts-with-you\/","title":{"rendered":"Guest Blog: Active Inclusion Starts With You"},"content":{"rendered":"<p><img decoding=\"async\" class=\"aligncenter wp-image-1881 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/Screen-Shot-2020-09-28-at-2.37.33-PM-1024x688.png\" alt=\"Professional smiling woman\" width=\"1024\" height=\"688\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/Screen-Shot-2020-09-28-at-2.37.33-PM-1024x688.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/Screen-Shot-2020-09-28-at-2.37.33-PM-600x403.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/Screen-Shot-2020-09-28-at-2.37.33-PM-300x201.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/Screen-Shot-2020-09-28-at-2.37.33-PM-768x516.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2020\/09\/Screen-Shot-2020-09-28-at-2.37.33-PM.png 1534w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/688;\" \/><br \/>\n<button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Inclusion. Diversity. Equity. Belonging. Togetherness. Access. A mouthful of trendy buzzwords. Also, simple ways to describe what we all need as humans: to feel like we are part of something larger than ourselves. Data shows that diverse teams and inclusive leaders drive better business performance, and that\u2019s because employees who feel included and valued contribute better work. If we know this, why does it require so much effort to convince employees, managers and leaders to invest in creating organizational cultures where employees can thrive? The summer of 2020 will likely be remembered as a pivotal moment in the sphere of corporate citizenship--or corporate activism--a time when years of PR-vetted talking points and slow-moving diversity and inclusion progress got flipped to the fast lane. 2020 will most certainly go down in history as the year employees, clients, investors, and the community demanded, \u201cif not now, then when.\u201d For many full-time DEI practitioners, this jolt of interest and excitement is what was needed to garner the resources, attention, and full commitment from leadership. That said, the high octane jolt comes with unrealistic timelines for how quickly change can happen, and what it\u2019ll take to stick--hefty, but manageable, work for a professional who\u2019s dedicated their career to navigating high expectations, uncomfortable conversations, and limited resources. But, for those who have been on the periphery of DEI work, the people who have full-time roles contributing to the business in other ways, this jolt means go-time! Especially those who\u2019ve been waiting for the opportunity to bring DEI to the top of the company\u2019s list of strategic priorities and their personal list of ways to be better humans. So, beyond the leadership statements and talking points and online discussions and social media challenges, how do you actually begin the work of advancing diversity, equity, and inclusion within your workplace? How do you champion diversity, equity, and inclusion when there\u2019s no real plan? How do you even know where to begin? First, start on an individual level. As a bias-busting DEI Champion, you should: Understand and be able to recognize bias and microaggressions Use common and shared language to talk about diversity, equity, and inclusion, and dimensions of diversity Let your call to champion inclusion outweigh the uncomfortable moments Develop skills to address bias and microaggressions Apply practical tools for addressing bias in your day-to-day interactions at work If you\u2019re not quite sure where to start, here\u2019s a list of resources: Getting Over Your Fear of Talking About Diversity https:\/\/hbr.org\/2019\/11\/getting-over-your-fear-of-talking-about-diversity When and How to Respond to Microaggressions https:\/\/hbr.org\/2020\/07\/when-and-how-to-respond-to-microaggressions Talking About Race https:\/\/nmaahc.si.edu\/learn\/talking-about-race Checking Your Blind Spot: Ways to find and fix unconscious bias https:\/\/www.boyden.com\/media\/checking-your-blind-spot-ways-to-find-and-fix-unconscious-bias-7627148\/index.html And if you feel like you\u2019ve pretty much got these covered, always be sure to take stock of where you are. Ask: Am I checking my own biases? Am I challenging myself to connect with people who aren\u2019t like me? Am I learning from someone else\u2019s experiences? Are there things I could do with my family, friends, and community to advance inclusion? True inclusion--where everyone is treated fairly and with respect, and where everyone has equal access to resources and opportunities--is active and ongoing. It isn\u2019t a point-in-time, check-the-box activity, and without it, diversity won\u2019t stick. In order to benefit from the richness diversity brings, it is up to all of us to create inclusive spaces that value and celebrate difference. Dee McDougal is a corporate changemaker and community champion. As a D&I executive, nonprofit board member, speaker and consultant on all things inclusion, she is committed to creating workplaces we love.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">Inclusion. Diversity. Equity. Belonging. Togetherness. Access. A mouthful of trendy buzzwords. Also, simple ways to describe what we all need as humans: to feel like we are part of something larger than ourselves. Data shows that diverse teams and inclusive leaders drive better business performance, and that\u2019s because employees who feel included and valued contribute better work. If we know this, why does it require so much effort to convince employees, managers and leaders to invest in creating organizational cultures where employees can thrive?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The summer of 2020 will likely be remembered as a pivotal moment in the sphere of corporate citizenship&#8211;or corporate activism&#8211;a time when years of PR-vetted talking points and slow-moving diversity and inclusion progress got flipped to the fast lane. 2020 will most certainly go down in history as the year employees, clients, investors, and the community demanded, \u201cif not now, then when.\u201d<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8878 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">For many full-time DEI practitioners, this jolt of interest and excitement is what was needed to garner the resources, attention, and full commitment from leadership. That said, the high octane jolt comes with unrealistic timelines for how quickly change can happen, and what it\u2019ll take to stick&#8211;hefty, but manageable, work for a professional who\u2019s dedicated their career to navigating high expectations, uncomfortable conversations, and limited resources.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But, for those who have been on the periphery of DEI work, the people who have full-time roles contributing to the business in other ways, this jolt means go-time! Especially those who\u2019ve been waiting for the opportunity to bring DEI to the top of the company\u2019s list of strategic priorities and their personal list of ways to be better humans.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, beyond the leadership statements and talking points and online discussions and social media challenges, how do you actually begin the work of advancing diversity, equity, and inclusion within your workplace? How do you champion diversity, equity, and inclusion when there\u2019s no real plan? How do you even know where to begin?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">First, start on an individual level. As a bias-busting DEI Champion, you should:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Understand and be able to recognize bias and microaggressions<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Use common and shared language to talk about diversity, equity, and inclusion, and dimensions of diversity<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Let your call to champion inclusion outweigh the uncomfortable moments<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Develop skills to address bias and microaggressions<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Apply practical tools for addressing bias in your day-to-day interactions at work<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If you\u2019re not quite sure where to start, here\u2019s a list of resources:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Getting Over Your Fear of Talking About Diversity <\/span><a href=\"https:\/\/hbr.org\/2019\/11\/getting-over-your-fear-of-talking-about-diversity\"><span style=\"font-weight: 400;\">https:\/\/hbr.org\/2019\/11\/getting-over-your-fear-of-talking-about-diversity<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">When and How to Respond to Microaggressions <\/span><a href=\"https:\/\/hbr.org\/2020\/07\/when-and-how-to-respond-to-microaggressions\"><span style=\"font-weight: 400;\">https:\/\/hbr.org\/2020\/07\/when-and-how-to-respond-to-microaggressions<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Talking About Race <\/span><a href=\"https:\/\/nmaahc.si.edu\/learn\/talking-about-race\"><span style=\"font-weight: 400;\">https:\/\/nmaahc.si.edu\/learn\/talking-about-race<\/span><\/a><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Checking Your Blind Spot: Ways to find and fix unconscious bias <\/span><a href=\"https:\/\/www.boyden.com\/media\/checking-your-blind-spot-ways-to-find-and-fix-unconscious-bias-7627148\/index.html\"><span style=\"font-weight: 400;\">https:\/\/www.boyden.com\/media\/checking-your-blind-spot-ways-to-find-and-fix-unconscious-bias-7627148\/index.html<\/span><\/a><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">And if you feel like you\u2019ve pretty much got these covered, always be sure to take stock of where you are. Ask: Am I checking my own biases? Am I challenging myself to connect with people who aren\u2019t like me? Am I learning from someone else\u2019s experiences? Are there things I could do with my family, friends, and community to advance inclusion?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">True inclusion&#8211;<\/span><span style=\"font-weight: 400;\">where everyone is treated fairly and with respect, and where everyone has equal access to resources and opportunities&#8211;is active and ongoing. It isn\u2019t a point-in-time, check-the-box activity, and without it, diversity won\u2019t stick. In order to benefit from the richness diversity brings, it is up to all of us to create inclusive spaces that value and celebrate difference.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8045 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><a href=\"https:\/\/www.linkedin.com\/in\/deemcdougal\/\" target=\"_blank\" rel=\"noopener noreferrer\"><i><span style=\"font-weight: 400;\">Dee McDougal <\/span><\/i><\/a><i><span style=\"font-weight: 400;\">is a corporate changemaker and community champion. As a D&amp;I executive, nonprofit board member, speaker and consultant on all things inclusion, she is committed to creating workplaces we love.<\/span><\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Inclusion. Diversity. Equity. Belonging. Togetherness. Access. A mouthful of trendy buzzwords. Also, simple ways to describe what we all need as humans: to feel like we are part of something15<\/p>\n","protected":false},"author":2,"featured_media":1881,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,60,5],"tags":[],"tdm_type":[92],"class_list":["post-1750","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-equity-and-inclusion-fundamentals","category-employee-experience-organizational-culture","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Guest Blog: Active Inclusion Starts With You - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"How do you actually begin the work of advancing diversity, equity, and inclusion within your workplace? 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