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Does your job involve coordinating programs, meetings and public events?
Would you like to learn how to increase your participation and engagement rates?
Are you interested in finding new ways to chair staff/departmental meetings with an eye for inclusion?
WHEN: September 27, 2018 10:00 as EST
For more information, please visit https://conta.cc/2oYQ10R
Posted by diversityatworkinlondon on September 17, 2018
https://diversityandinclusionatwork.com/2018/09/17/creating-inclusive-meetings-and-special-events-live-webinar/
Preview and Purchase at www.yourdiversityatwork.com/ebook/
Read below what others have said about our book:
ENDORSEMENTS:
This is an important and timely book for those who want more inclusive workplaces. It moves seamlessly from concepts and terminology and translates them into practical and actionable ideas. All readers, no matter where they are on their diversity and inclusive journey, will find something valuable in this book. Evelina Silveira and Jill Walters have created an impressive resource that includes examples of promising practices from across the globe. This should be every HR professional’s companion!
~Ratna Omidvar, executive director, Global Diversity Exchange, Ted Rogers School of Management, Ryerson University
The No-Nonsense Guide to Workplace Inclusion provides a thorough and engaging roadmap of the journey toward organizational inclusion. The authors write from a position of rich, credible experience, with the result that this Guide can help companies capitalize on opportunities and skirt problems on the road to fuller inclusion of an increasingly diverse workplace. Filled with examples and evidence-based solutions, this Guide is a valuable tool for any organization working on building and strengthening its culture of inclusiveness.
~Alison Konrad, PhD, professor of organizational behaviour, Ivey Business School, London, Canada
Managing diversity and creating inclusive workplaces can seem like a daunting challenge for many organisations, but Evelina and Jill have produced a really accessible, highly practical guide to help organisations get going. What we particularly liked was that it was packed full of real examples and illustrations and lots of useful links and tools.
~Tracy Powley, director, Focal Point Training and Consultancy Ltd, United Kingdom
Because inclusion is one of the core values of the USTA, it is important for me to lead, motivate and work well with individuals of diverse backgrounds, capabilities and interests in order to achieve the outcomes we’ve set for ourselves. This book is a great resource for any organization looking to create a successful culture of inclusion.
~D.A. Abrams, chief diversity & inclusion officer, United States Tennis Association/ author, Diversity & Inclusion: The Big Six Formula for Success
This book goes a long way in addressing the systemic discrimination faced by the LGBTQ2 community in the workplace. It tells you what you need to do and gives you the resources to do it. It makes it easy for any workplace to become more inclusive in their hiring, recruitment and retention practices. I highly recommend it for every workplace.
~ Deb Al-Hamza, past president, Pride London Festival/ diversity social worker, Children’s Aid Society of London & Middlesex
I think this book is very comprehensive! There is very valuable information from ‘Foundations for creating an Inclusive Business Environment’ to ‘Best Practices in Diversity.’ I see the value for small to medium businesses that lack a dedicated human resources professional or lack the experience with implementing policies and procedures to promote an inclusive environment; however, larger businesses can also benefit greatly from the examples, detail and strategy offered. I will continue to visit many of the resources offered in the future and have made note of some of the examples.
~Lesley Oliver, diversity & accessibility coordinator, Equity & Human Rights Services, University of Western Ontario
The book is strategic, concrete and to the point. The various examples make it relevant to readers and practical. I also like the fact it is rooted in personal experiences and takes a holistic approach. The book makes one reflect on what is not obvious, helps avoid assumptions and discusses unconscious bias.
~Magali Toussaint, international career and cross-cultural coach/ diversity professional, Netherlands, http://about.me/magali.toussaint
Posted by diversityatworkinlondon on April 15, 2016
https://diversityandinclusionatwork.com/2016/04/15/the-guide-to-workplace-inclusion/
It’s our way of saying thank you for supporting our work!.
Visit our website http://www.yourdiversityatwork.com, PREVIEW, PURCHASE and DOWNLOAD your copies today!
Posted by diversityatworkinlondon on October 8, 2015
https://diversityandinclusionatwork.com/2015/10/08/50-off-all-of-our-publications-for-the-month-of-october/
Evelina Silveira, President, Diversity at Work in London Inc. Author of Diversity and Inclusion on a Budget: How to have a more innovative and engaged workforce with little or no dollars.
Equity statements on job postings have become part of the norm, implying the applicant has a fair shot at a job. If the ultimate goal is to hire the best person for the job, then some very common unfair workplace practices may be getting in the way. Let’s take a look at how allowing candidates to circumvent the hiring process throws equity out of the window.
A candidate may have “supporters” in the organization who would like him/her to be hired. The supporters may approach the hiring committee or senior leaders to advocate for the candidate. While this may be advantageous to the candidate and a time-saver for the hiring committee, how might this sit for an applicant who doesn’t have an “in” with the organization? If the supporters are successful, their candidate will be hired.
What happens to the other people who have applied? Your best candidate may have been waiting in the pile of resumes, which did not get your attention because of the “support” one candidate received.
What implication does this have on diversity and workplace inclusion? Immense. You ended up hiring very similar people. What is the effect on innovation? Abysmal. New Canadians, people who live out of town, youth, people with disabilities, aboriginal people and those who may be entering the workforce for the first time don’t stand a chance, unless “they know someone.”
In terms of succession planning, you may see very little in the way of diversity, creating huge implications for organizational profitably as well as innovation, not to mention corporate image.
If the situation I have described has become part of your organization’s hiring procedures, there is a good chance it has become well known. Do you want the word out that: “You need to know someone, to get a job”? Or would you prefer applicants have an equitable chance of getting hired as your equity statement would imply?
The hiring process should be transparent all of the way. If you don’t feel comfortable with writing down the specifics of your hiring process and making it public, there is a good chance it may be inequitable and even illegal.
You can argue that it has always been this way! In the past, we did not include equity statements, but now we do. Consequently, more than ever we need to be accountable for applicants who take the time to answer job ads and treat the process fairly out of respect to them and to the integrity of the organization.
Posted by diversityatworkinlondon on November 18, 2014
https://diversityandinclusionatwork.com/2014/11/18/are-your-hiring-practices-really-equitable/
By: Evelina Silveira, President, Diversity at Work in London Inc, author of Diversity and Inclusion on a Budget: How to have a more engaged and innovative workforce with little or no dollars.
Imagine. What would it be like to be escorted into an auditorium en masse to spend endless hours listening to speeches from your leader? Maybe the leader is feared or respected. The theme of his/her talks emphasize the importance of collaboration, discipline and commitment to collective values. You have no choice but to attend or you might be penalized in some shape or form. For many people who were raised in communist countries they have had these experiences of attending mandatory events to demonstrate their solidarity with the mission and values of the State. They were given updates on the progress that had been made, the work that still needed to be done, and what they could do as a group to advance the State goals.
Could any comparisons be made to our Western-style of team building? You might say that it is not possible: How can you make the comparison? While not all leaders are feared nor are the penalties for not buying-in so harsh, there are definitely consequences if you don’t “tow the Party line”.
I have been told by many people who grew up in communist countries, that aspects of our North American team building remind them of some of the unpleasant experiences of their country of origin where there was little opportunity for individual expression. The retreats or games, border on superficial and stressful because of the endless amount of small talk in a culture that still seems new. Team building is challenged if you have people in your group who feel that this is yet another exercise in “group think”.
Rock climbing, boot camps, bowling and a whole load of other physical activities that may be on the list for team building. I recall one of my workshop participants telling me that her husband dreaded their annual team building event because it involved all kinds of physical competitions and he used a wheelchair. The company never considered his feelings or tried to figure out a way that he could participate. You cannot build a team by excluding some of its members.
What about events that involve drinking alcohol and partying? I once had a client who confessed that now that his team was comprised of more women, people of other faiths and cultures, he was not so sure that the yearly drinking and partying fest in Las Vegas would be such a great reward for everyone! I had to agree. I encouraged him to look at other ways to build his team and consider more inclusive rewards programs like gift cards, cleaning services, and a monetary bonus.
Do you feel like playing Ker Plunk on a Friday afternoon to build a stronger team? Or does playing video games sound like a better idea? With four generation working together for the first time, we need to choose activities that everyone will enjoy or be willing to try.
Team building organizers must consider: cultural perceptions, accessibility, gender, religious obligations, and generational differences. It is not a single event each year but must be cultivated on a daily basis. One of the easiest ways to build an inclusive team is to ask the individual members for feedback and ideas. Be prepared to implement them and show the progress of their ideas along the way.
Posted by diversityatworkinlondon on April 3, 2014
https://diversityandinclusionatwork.com/2014/04/03/is-your-team-building-inclusive/
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By: Evelina Silveira, President, Diversity at Work
In my line of work, I do a lot of web research and phone calling, gaining exposure to a host of companies and services. It amazes me how many barriers organizations have placed on the public that they serving. Whether it is a non-profit or a private company, you are often faced with one barrier after another, sometimes falling into a deep black hole of an automated message or an email address as a point of contact.
For example, the other day I found myself contacting agencies that serve some of our most vulnerable populations: people with addictions, mental health issues and new immigrants. All I wanted was to speak to someone about training, but there was no live person to answer the phone. I thought to myself: What if I had been someone with an addiction that finally got up enough courage to call for help, only to find that I not only had to listen to a number of options to choose from, I would have to remember them all to make the correct selection? Unfortunately, dialing “zero’ was not an option to get to a live person, it just sent me back to the main menu. Similarly, I have encountered this automated approach to mental health services, and anger management programs. It says a lot about our society when a pleasant, warm and caring voice over the telephone replaced by a cold inaccessible automated system that screams out: “You’re not important enough to have a staff person speak to you directly” or “We want you as our clients, but on our terms”. And yet, this is exactly what these people need who are in crisis and seeking help. Someone who is willing to take the time to speak to them when no one else has. A credit card-like company approach to streaming calls is not the best recipe for a not for profit to take.
Despite fielding thousands of calls each day, the universities and hospitals do have a person answering the telephone. It is good public relations, and provides a service that is quickly becoming extinct. Bravo to them, for recognizing that people need information and going through an menu of options is inaccessible for some people with different kinds of barriers.
It is also interesting to note the new trend with leaving telephone numbers off a business’s website. In some cases, all that is left is an email address. Others will make it virtually impossible for you to contact them, even if you are their customer. The message to the consumer is: “Don’t call us, maybe we will call you if you leave us an email“.
With our increasing emphasis on accessibility and customer service standards we need to bear in mind that the telephone is the first point of contact for many people –especially our most vulnerable. While machines have been successful in replacing many tasks designed for humans, a kind, well-informed person on the other end of the line makes a difference. Let’s not forget that accessible customer service standards are the law now in Ontario. If you haven’t done so already, now is the time to ask yourself : Is my organization open to the public or have I created a Fort Knox nightmare for my customers and clients?
Posted by diversityatworkinlondon on July 26, 2013
https://diversityandinclusionatwork.com/2013/07/26/accessibility-revisited-who-is-your-fort-knox-office-serving/
Evelina Silveira, President, Diversity At Work
So you have taken a look at your budget and your boss says there is no money for diversity and inclusion activities this year. What do you do? You started something great where you work and now – BANG! You fear that you could lose the momentum you started.
There is no reason to let your budget constraints keep you from creating an inclusive workplace. Here are a couple of easy low-cost and no cost actions you can take that do make a difference:
Make use of your existing resources.
Do you have a company newsletter, intranet or know how to put a podcast together? Capitalize on these avenues for delivering diversity information and education as well as use them as a forum for recognizing your diversity champions. The intranet can be a great place to pose diversity related problems and ask employees for feedback. Consider posting recent articles and eZines like the Inclusion Quarterly or links to websites like Diversity!in the workplace. It’s cheap and you can keep employees up to date in a simple and efficient way. Make use of these vehicles for communication.
Learn a foreign language for free.
Don’t let time or money get in the way of learning a new language. Do a quick internet search, and you will find that indeed you can learn a language for free. Or if you prefer, some public libraries subscribe to language courses for their patrons and this means you can access them at no cost. I know that my local library has access to Mango Languages. Check it out. No excuses!
Make your print materials easier to read.
Just by increasing the size and simplifying the font you use can make a big difference in how people with low vision can read your material. Remembering to keep backgrounds light or white and use black font for best results. This is simple and low-cost and makes a huge difference.
Save costs on advertising and pre-screening candidates.
Have you checked out the non-profit agencies that help people with barriers to gain employment?
By circulating your ads to non-profit agencies, you stand a better chance of meeting your employment equity requirements by widening the pool of applicants. You can save on advertising costs by giving the organization some criteria for pre-screening candidates. This should save you time and ultimately money.
There are so many more ways to make diversity and inclusion a reality without breaking the bank.
For more ideas check out our eBook, Diversity and Inclusion on a Budget at http://yourdiversityatwork.com/ebook/.
Posted by diversityatworkinlondon on April 15, 2013
https://diversityandinclusionatwork.com/2013/04/15/low-cost-and-no-cost-tips-for-workplace-inclusion/
Diversity and Inclusion at Work 