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The Guide to Workplace Inclusion


Preview and Purchase at www.yourdiversityatwork.com/ebook/

Read  below what others have said about our book:

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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

 

 

 

 

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Is Your Team Building Inclusive?


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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.

 

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