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Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://www.everydayinclusion.com.au/privacy-policy-4 daily 0.75 2021-09-28 https://www.everydayinclusion.com.au/testimonials-1 daily 0.75 2021-11-01 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1632652087322-MZH2PLNPZVYOQY9VG7SN/Black+Wall+st.png Testimonials - “Gloria Tabi is an icon of the Black Liberation in Australia. Her teachings are essential for anyone interested in the politics of liberation both feminine and racial. Her work is fundamental in understanding repression and intolerance and she is fully committed to a freer, discrimination free vision of humanity. She makes no apologies for her politics, no excuses for others and does not retreat from her basis of equality for all. She inspires greater understanding and is Warm, wise, and revelatory, She is a woman of real soul and substance who steadily defies expectations -- her life inspires me to do the same. Shaun Pascal - Co-Founder, Black Wall St. Media (UK) https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1632652158325-KD02NAZINPZA6PPEUBDG/Inclusion+now.png Testimonials - “We collaborate with coaches, trainers and strategists from all over the world, Gloria Tabi is one of them. We are grateful to have her on our team because she is always willing & open to share her expertise on racism & exclusion with us. The combination of her many years of experience & her recent research is of great importance for DEI professionals. She manages to share her knowledge on racism in a way that people feel involved & want to know more about it. Gloria knows better than anyone that everything starts with understanding how racism comes about before you can fight it. Thank you Gloria for your support in the work that we’re doing.” Pascale Ameye, Co-founder INCLUSION NOW (Belgium) https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1632652249096-2HOFT0OTU44OUZRIGSQ4/CoP_Logo_ENG_Colour_72dpi-002-1024x349.jpeg Testimonials - “The creators of Peace movement had the pleasure of being addressed by Gloria Tabi in May 2021, on the subject of ‘The inescapable relationship of the Colonised and the Coloniser’. The audience was captivated by her gentle and authentic presentation style. Gloria presented a revealing case, driven by her personal experience as well as her well-grounded research findings, on the cause and impacts of race and gender inequality. She provided us with deep insight and understanding of how colonialism has affected the lives of Blacks/Indigenous and other marginalised groups everywhere, and still to this day around the globe. I would highly recommend Gloria as a powerful effective Educator and Speaker on Racism and the inescapable relationship to Colonialism and the Coloniser.” — Tanya Fox, NSW Administrative Coordinator Creators of Peace” (Australia) https://www.everydayinclusion.com.au/published-articles daily 0.75 2023-06-26 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1635373479805-D4S5ZOEDAROJ2MO50PSI/Open+Forum+Picture.jpeg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1636010460310-FOGJZYDOMD8QS4T7RJ8S/Picture+2.jpg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1636010480680-T81GALTU8P9333XM0525/Picture+1.jpg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1636010436694-XRMQBLKG2OUFYFXX0CO4/Picture+3.jpg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1644381122928-MS0QZF73F944M7YRPENF/293A3991.jpg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1644382884158-UUVTUBC7OACGWETTGOC9/293A4135.jpg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1649028609540-7T3E2J570RZ1WHSZ3BOB/Picture1.jpeg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1647773390085-YADL26Y19OQ5VTHGA6S1/Racial+Descrimination+Day+21+March+2022.jpg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1651146626385-4J703QNLAG7OZUB70SSD/Future+is+Bright.jpeg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1651146276855-HHQ3XRQQMGKCYTK0VO9Z/Unpacking+the+invisible+Knapsack.jpeg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1656594031596-M0LNCIZAQR33FJMM6NDG/Workplace+reduced+resolution+again.png Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1654601806046-V3B43K4HZ97P0Y1BMRYA/Exclusion.jpg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1656992675290-FEKOEQFYLS7CDRGROJYL/Linked+in+Photo+sitting+on+steps.jpeg Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1660045673729-WZCNWYQR9IJ1JLOLFM9U/1659150200205.png Published Articles https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/4d8fe161-aa2a-4bf9-9e1a-578d5aec3533/Logo+with+text+3.jpg Published Articles - #WORKPLACE INCLUSION IMPACTS By Gloria Tabi https://www.everydayinclusion.com.au/general-1 daily 0.75 2021-11-14 https://www.everydayinclusion.com.au/general-1-2 daily 0.75 2021-11-14 https://www.everydayinclusion.com.au/general-1-3 daily 0.75 2021-11-14 https://www.everydayinclusion.com.au/general-1-4 daily 0.75 2021-11-14 https://www.everydayinclusion.com.au/understanding-racism-1 daily 0.75 2022-02-22 https://www.everydayinclusion.com.au/understanding-racism-2 daily 0.75 2022-02-22 https://www.everydayinclusion.com.au/understanding-equity daily 0.75 2022-02-22 https://www.everydayinclusion.com.au/understanding-racism-three-course-series daily 0.75 2021-11-24 https://www.everydayinclusion.com.au/open-forum-08-february-2022 daily 0.75 2022-02-09 https://www.everydayinclusion.com.au/open-forum-08-february-2022-1 daily 0.75 2022-02-09 https://www.everydayinclusion.com.au/about-1 daily 0.75 2022-04-07 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1649028609540-7T3E2J570RZ1WHSZ3BOB/Picture1.jpeg Open Forum 04 April 2022 - Are we missing out on our Anti-racism efforts? Open Forum 4 April 2022 A political system as complex as racism, yet as a society we’ve reduced racism to personal views on what’s right and wrong, and who said what? We’ve left racism to be explained in the hands of the everyday person whilst simultaneously the system continues to oppress. For years we’ve settled for racism to be talked about, debated, and commented on by anyone and everyone. But why is that? Why do we ask people with no specialisation on the topic of race to guide communities in Anti-racism strategies? Why do we continue to have those with no specialisation in racism to chair national discussions? Is it no wonder the needle doesn’t seem to have moved in our Anti-racism efforts? The recent report on Social Cohesion by the Scanlan Foundation, Australia, confirmed that racism is prevalent. I believe this can be dealt with adequately if we develop the capabilities to understand what racism really is. Why I’ve come to this view? This is simply because we can’t solve a problem that we can’t clearly articulate. It begs the question as to why racism continues to perpetrate even when the people around us are learning to be kind, respectful and thoughtful. Racism is a discourse that needs to be studied like any other discipline to help us understand how racism is constructed, maintained, and protected. It is only then we can begin to develop tools needed to solve racism problems in society. Therefore, although lived-experiences gives us a window to see what racism is doing to people, that alone is not enough to lead racism conversations, that work, I am suggesting, must be led by a race scholar. Otherwise, what we will see is racism circling around us in stories, whilst the system continues to perpetrate without the necessary actions to stop racism in its tracks. Looking at my own life as a Black woman, my lived-experiences of racism go way back when. The experiences in knowledge I have acquired throughout this time enables me to share these experiences to help others to see how racism has shown up for me as a Black woman. For a long time, I reduced racism to relational issues. The name calling and the slurs on the street. I knew the racism I was experiencing on the streets was awful and made me sad, helpless, and angry because many places were and still are unsafe for me. As I got older, I noticed something else, even when I am with great people, educated, fun-loving and kind-hearted, I am still faced with barriers, even though no one was calling me bad names or walking on the other side of the street I faced barriers in securing employment, and navigating society was still a constant battle in many respects for a well-educated Black woman. This is something that those with privilege rarely think about. When I did secure employment, I worked twice hard and twice as much as my counterparts, but I still struggled to get promotion as a university graduate working within roles within my skill set. Although I should be noticed in white professional spaces, racism rendered me unseen, and my skills were not noticed. A few years back, I made the commitment to the ongoing learning and research of what racism really is and to develop the literacies around race and racism. I wanted to understand why well-educated Black people still face racism. This is where my learning about race and racism started to crystallise. It became clear to me that the relational problems that I had attributed to racism in my younger years, were a result of more serious systemic racism that continues to be in operation whether people are nice or kind. Sharing your experiences is a start and then what? Experiencing something is one thing but understanding how it exists and the reasons that it changes form and then reappears is the fundamental understanding of what racism is doing in systems. That knowledge can only be acquired when we have taken time to study it. This is because we need to be able to simultaneously identify what racism is doing and at the same time have the knowledge and skills to disrupt it from causing damage. Please read this bit again!! Otherwise, what we are left with, is the never-ending sharing of how we experience racism but never knowing precisely what to do next. When those with lived experiences are not able to articulate precisely what the systems is doing to oppress them, that is exactly what the system wants to happen. Those in power whose daily actions perpetrate racism would rather have you kept outside the knowledge of systemic racism so that it can continue to perpetrate. What must we do instead? Firstly. I encourage you to suspend Anti-racism training and instead do, Understanding Racism. This is because, when you have developed a good understanding of racism, you will be equipped to know what to do about it. Secondly. For public conversations about racism, please seek a Race Scholar to unpack what racism is. Let me illustrate this in an example. Research tells us that most of us will know someone that has a mental health issue. Having a Mental Health issues does not make us an expert in Psychology. If we are discussing Mental Health issues in society, we would ask a Psychologist to provide input into the discussions. Thirdly. Once you become literate in understanding racism armed with knowledge and the right tools to dismantle systems, you can move into action and start your Anti-racism work with success. Let’s understand racism for what it really is, to help galvanise our Anti-racism efforts from stories of awareness into clear concrete actions that change racist systems. https://www.everydayinclusion.com.au/linkedin daily 0.75 2022-04-28 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/343515b8-aea9-4067-ab88-3f1828fbeaad/1650923255105.jpeg LinkedIn 26 April 2022 - Millennials will hold your business accountable for How Equitable your Brand is LinkedIn 26 April 2022 With people born between 1981 and 1996 (the Millennials) are said to be the most educated young professionals in the world with greater awareness of fairness, equality, environmental sustainability, and social justice. This group of people are eager to make an impact on the world in a positive way. They also expect their employers to do the same. But many employers are not aware of the significant impact that Millennials are having in the world, in business or society at large. Generational Differences Millennials don’t think like our leaders today. They see the world through a lens that encompasses systemic inequalities that older generations are now coming into terms with. Sexism and Racism are on their radar. This generation will not take your company’s policies and value statements on a shiny brochure at face value or listen to any propaganda. They will dig deeper, seek out underneath all of your talk and if there is a gap on what you say, Equality is and how your company behaves, then they will ask for accountability. It’s that simple. Yet, we know that the average age of current leaders of this world is around 50. This tells us that leaders of our organisations are likely to be mostly older and therefore their understanding of and need for equality of the Millennials may be overlooked. Old ways and New possibilities Some of the organisation’s ways of doing things, have been around a while. In many cases for larger organisations, 20, 30 and even 40 years! Since its inception. Some of the systemic processes maybe old with ideologies rooted in sexism and racism, that don’t serve us as a society any longer. For example, Shakespeare’s play, “The Taming of the Shrewd” can appear sexist by today’s standards. Now is the time for organisations to keep abreast of what’s happening in our world to move with the time, upgrade and stay relevant. This is important if your organisation wants to attract smart people with innovative ideas that support your business now and into the future. For example: since the death of George Floyd, a Black man who was killed in broad day light on the streets of United States of America, many organisations have stepped up to advance racial equity and seriously look at diversity, equity, and inclusion metrics. Cultural mindset and shift are key here. So, ask yourself, what’s your business doing to stay up to date and build an inclusive workplace culture to include young ideas? Millennials want you to walk-the-talk Gone are the days when societal issues like racism and climate change stayed outside the bounds of business. This generation want to see the company they choose to work for, do what they said they will do. It is said that the millennials will go to great length to integrate their social beliefs into how they live. And they expect their employers to do same. Therefore, accountability is one of their top priorities and characteristics which sets this group apart from other generations. Millennials are smart and across many issues of the world more acutely than other groups. In a recent report by Forbes, here are three (3) things your company can start to do to embed millennial thinking into your business processes, you must consider the following: Examine how practices, policies and actions line up As a leader of your organisation, ask yourself whether your current practices are consistent with your stated values and whether your policies line up with your values. And do your Company Social Responsibility (CSR) embrace social equality? Enlist employees in conversation Talk with your employees often about their views. The collective discussions should be widespread and ongoing. Communicate clearly about company intentions and seek input from millennials, listening and addressing their concerns thoughtfully. Invite employees to be problem-solving partners When you discuss the big picture with millennials, also invite them to offer solutions. This gives them opportunity to work with you, side-by-side in creative ways to put your company’s intentions, words, and actions in-line. Avoid a top-level down leadership approach. Will these three steps be enough to curtail any millennial problems in your organisation? The short answer is, it’s a start. But if your company fails to include millennials in ongoing discussion with your values mismatching your actions, it will be only a matter of time when they are on social media to broadcast their concerns publicly with or without you. Your brand is more at stake now than ever before. Millennials are a generation that are well informed, diverse in their thinking and in their approach, with a passion for humanity and the environment. They will keep your business accountable for Diversity Equity and Inclusion. But are you aware of the significant impact that Millennials are having on the world, in business or society at large now and into the future? How are you creating Inclusion to remain relevant? And ask yourself, will Millennials choose to come and work for you? This article first published on Open Forum on Gloria Tabi | April 25, 2021 Gloria Tabi is a Master of Research Student specialising in Social Analysis on Race, Racism, and Anti-Racism within Humanities, Communications and Arts at Western Sydney University. Gloria is an Author of Inclusive Teams & Workplaces: Everyone Wins!! She is the Director and Founder of EVERYDAY INCLUSION. As a Black African-Australian woman, Gloria brings well-grounded knowledge and experience of the impacts presented in race and workplace exclusions. https://www.everydayinclusion.com.au/linkedin-1 daily 0.75 2022-04-28 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/750441de-a4d8-4ac5-b99c-3d4c7164f491/Unpacking+the+invisible+Knapsack.jpeg LinkedIn 19 April 2022 - How your white Privilege can help create a better world LinkedIn 19 April 2022 In its literal sense, White privilege is the unearned advantages and entitlements afforded to a dominant group, so for example in Australia, this is White people of European decent. A sociologist scholar, Peggy McIntosh’s “Unpacking the Invisible Knapsack” identifies the daily effects of privileges that she has as a White woman. To have White privilege does not make you a racist. You have these privileges because you’re simply born White. Societal systems, laws, policies created to govern a country like Australia, are often enacted by the dominant group, whites Europeans, therefore, can skewed towards benefiting that group more than anyone else. There has been a lot written about what it is that the underprivilege groups are missing, and needing support for, but there is little understanding of what white Privilege is. The hierarchical division that determines where we are located in society, the illusional line that places some people above and some below has the power to change the course of one’s life. What about Class privilege? Whether you feel that you have power, status material worth or the ability to attend an exclusive private school or not, as a White person, you’ll still have White privilege, just by being White. Class privilege, although an important topic for another time, is often what people think of when discussing White privilege. Class privilege often acquired through heritance, is the way in which society is structured and classified according to material worth and power. Class privilege is not the same as White privilege because all White people have White privileges, but they may not necessarily have Class privilege. In the 1930s and beyond, many Black scholars spoke of white Privilege and the underlying concepts in the way systems placed Black people and non-whites on the back foot and at the same time, enabling whites to move ahead. Scholars such as W.E.B. Du Bois, Angela Davies, Toni Morrison and Patricia Hill-Collins, just to name a few wrote extensively on the topic of white Privilege. A notable piece of writing by Du Bois, “The Souls of White Folks” details the state of white Privileges at work in America. But it took Peggy McIntosh (a white scholar) in the 1980s to make the use of white Privilege to gain popularity in social discourse. See White privileges for what it is We are taught that racism is about individual acts of meanness towards Blacks and non-whites. This definition is true, as well as the structures and systems created to govern our societies to dominate others to keep them on the side of disadvantage. White privileges manifest in many ways, here are some examples of the (“Unpacking the Invisible Knapsack”) by Peggy McIntosh: – If I should need to move, I can be pretty sure of renting or purchasing housing in an area that my neighbours in such a location will be neutral or pleasant to me. I can go shopping alone most of the time and be well-assured that I will not be followed or harassed. I can be sure that my children will be given curricular materials that testify to the existence of their race. I can be sure of having my voice heard in a group in which I am the only member of my race. Whether I use checks, credit cards or cash, I can count on my skin colour not to work against the appearance of financial reliability. I can arrange to protect my children most of the time from people who might not like them. I do not have to educate my children to be aware of systemic racism for their own daily physical protection. I can talk with my mouth full and not have people put this down to my colour. I can do well in a challenging situation without being called a credit to my race. I am never asked to speak for all the people of my racial group. I can be pretty sure that if I ask to talk to the “person in charge”, I will be facing a person of my race. I can be pretty sure that an argument with a colleague of another race is more likely to jeopardize their chances for advancement than to jeopardize mine. My culture gives me little fear about ignoring the perspectives and powers of people of other races. I can worry about racism without being seen as self-interested or self-seeking. I can take a job with an affirmative action employer without having my co-workers on the job suspect that I got it because of my race. I can be sure that if I need legal or medical help, my race will not work against me. If I have low credibility as a leader, I can be sure that my race is not the problem. The opposite of privilege is disadvantage and although not all White people are born with the “silver spoon” in their mouth, most won’t have to negotiate the world with the daily racial slurs on the street, being racially profiled by police or being followed at a shopping centre. Your White privilege can support anti-racism To really understand your White privilege, is liberating. But even more powerful as you decide to use the privilege in service of others can be transformational for you and our world. When White privilege is used for anti-racism, it counters the systems that perpetuate harm to non-White and everyone else. Although as a White person you may think that you didn’t ask for the privilege and so you can’t be blame for it, but you can decide to put it to use by being compassionate in your actions, not as a saviourism, but to help create a fairer world. https://www.everydayinclusion.com.au/about-1-1 daily 0.75 2022-04-28 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1647773390085-YADL26Y19OQ5VTHGA6S1/Racial+Descrimination+Day+21+March+2022.jpg International Racism Day 21 March 2022 - Australia celebrates 21 March as Harmony Day. The world commemorates it as the International Day for the Elimination of Racial Discrimination. Gloria Tabi 21 March 2022 Do you know much about the 21st of March and what it signifies? What about why is it commemorated around the world? Well, if you live in Australia, you will know this day as Harmony Day. Because it is how we, Australians mark the day and celebrate it with a burst of orange colour. Australia calls anti-racism work as cross-cultural competencies. Why is Australia tone-deaf when it comes to racism? But around the world, 21st of March is known as The International Day for the Elimination of Racial Discrimination. The History of this day dates to 1960s and at a township of Sharpeville in South Africa. On this Day, protestors in Sharpeville gathered to voice their concerns about the Apartheid and the inequitable treatment of Black people in the country. Police began their brutality and shot at innocent people in a peaceful protest who were demanding freedom from marginalisation, freedom to live in their own country without being subjected to second class citizenship and freedom from Apartheid itself. But the guns continued and 69 people were killed. The International community condemned the incident and established a Commemorative Day on the 21st of March as a remembrance of what happened in Sharpeville, South Africa and to inspire people all over the world to commitment to fighting racism. Why is Australia tone-deaf on racism? In Australia, 21st March is simply celebrated as Harmony Day with no real acknowledgement or reference to the atrocities of racism associated to the day. It is true we live in a Multicultural Society, as such community cohesion is important for the overall Harmony, we all aspire to. However, when the history of the 21st of March and other atrocities from Australia and around the world are largely left out of the conversation it appears that Australia does not want to talk about racism or deal with racism in any constructive way. The recent research by the Scanlan Foundation on Social Cohesion confirmed that over 80% of Australians believe there is a lot of racism in this country. In March 2021, the Australian Human Rights Commission announced plans to develop a National Anti-racism Strategy to deal with racism in this country. Our successful Multicultural story must also include dealing with racism by firstly acknowledging its pervasive nature in Australia. Those who are from the racialised group know there is a lot of racism, so pretending it is not a problem here is missing the point and the opportunity to work together to stop racism from impacting in our lives. We have seen in many countries racism escalating into severe tensions. In Australia racism is woefully present in many forms. From interpersonal street slurs and verbal assaults especially during the start of Covid-19 to more serious Institutional and Systemic Racism which routinely produces negative outcomes for First Nation Peoples, Black people, and other marginalised groups. One example of institutional racism can be seen amongst our First Nation Peoples when, although they make up around 3% of the general population, they make up over 23% of the prison population. Recent research by Debbie Bargallie drawn on experiences of Indigenous Australians in the Public Service. Dr Bargallie concluded that Indigenous employees “have paid, and continue to pay, a high price for racism”. Her findings confirmed they were marginalised and ignored and were twice as more likely to leave Public Service all together due to racism. The impact of racism on those on the receiving end is real, pervasive, and damaging on Health, Well-being, and the inability to participate fully in society. Racism also costs billions of dollars on the Australian economy, researchers say it is around $37 billion per year. Australia must deal with racism Many questions remain unanswered about the continuation of scant information about racism including the avoidance to explain the true meaning behind 21st of March. As we celebrate Harmony Day this year, I urge you to reflect on all that we now know about the destruction that has come associated with racism, in Australia and Globally, and what 21st of March really means. Enough is Enough with racism in this Country. We must take leadership and not shy away from naming the elephant in the room, racism and its debilitating impacts on so many fellow Australians. How can we possibly get rid of racism in our systems and society when we don’t allow it to be talked about? Seeing how racism is destroying communities here in Australia, some local communities are taking the issue in their own hands to tackle racism. The Inner West Council, in collaboration with Inner West Multicultural Network, and Addison Rd Community Development Centre, in consultation with the community, the idea of #RacismNOTWelcome was born. To make a public stand against racism in this region and subsequently the nation. But we’ve seen areas where people are opposing to having the signs as if the mere signage or the utterance of the word racism is more damaging than those of whom who continue to bear the brunt of racism Every day. Putting up signs doesn’t automatically stop racism in society, but it does force us to have a conversation about racism, something that continues to affect so many of us, yet it is inadequately talked about, studied, or understood. To acknowledge the importance of 21st March, as The International Day for the Elimination of Racial Discrimination, and not simply a Harmony Day is a good start to normalise having conversations about it, to come up with clever ideas through discussions in how to dismantle and defeat racism. And together, racism can be eliminated so communities can experience true Harmony. https://www.everydayinclusion.com.au/linkedin-2 daily 0.75 2022-06-07 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1654601806046-V3B43K4HZ97P0Y1BMRYA/Exclusion.jpg LinkedIn 7 June 2022 - Are you missing out on attracting and keeping good employees? LinkedIn 7 June 2022 There’s nothing so disastrous for a company when good employees see you tolerate bad workers!! Workplace Inclusion is about creating environments that support each employee to feel a sense of belonging, irrespective of who they are or their position within your organisation. When leaders decide to cultivate workplace Inclusion, it ensures their people are treated like people all the time, resulting in enhancement in staff attitudes and pride towards their work. Gone are the days when employers could afford to treat their employees like a cog in a machine through brainwashing and coercion. Today, employees know better, and they also have options in changing jobs if they are not satisfied. A recent study conducted by Pew Research Center concluded that, “89% of adults say that it’s essential for today’s business leaders to create a safe, respectful and inclusive workplace”. A place that adopts a safer work environment supporting everyone, irrespective, of age, disability, race, sexuality, or gender. Exclusion is costing your business Many employees suffer racial assaults daily, this is well documented. Additionally, sexism and ableism are constant exclusionary practices in workplaces here in Australia and around the world. There seems to be a disconnect between organisations having “shiny brochures” saying they are inclusive, and what actually happens in everyday life for women, Black folks, People with disability or gender diverse individuals. As a society, we have differences, but we have categorised people into groups like Black people, LGBTIQ+ people, white people, People with Disability etc… These differences on their own are not the problem, rather, it’s the way in which we put emphasis on the differences, and how we choose to work with these difference is what matters. With all the awareness and education today, many people still believe less diversity in staffing means fewer problems, less cost, and a stable business. There is still the belief, if an applicant looks the same, sounds the same or comes from a similar background to the interviewer, they are more likely to be offered the job, and forgoing other possible suitable applicants for the role. This “gut feeling” way of selecting applicants for employment, research tells us, over 90% of the time fails to recruit the most suitable and the high performing candidate for the organisation. In fact we also know that same isn’t safe; the lack of diversity in thoughts, ideas and people encourages poor culture and bad behaviour for businesses. I’ll go further to say, exclusion is racism, and it is baked into every facet of society This is because, out of all the categories, Black people, LGBTIQ+ people, white people, People with Disability, race is the strongest signifier of difference according to researchers. Therefore, if businesses gain an understanding of what racism is, and develop the capabilities to eliminate racism from their systems, all the other categories of differences can be eliminated as well. As a way of example, Black women are one of the most disadvantaged when it comes to workplace exclusion, based on their identity in race, gender and social class. Therefore, when businesses can create a workplace Inclusion strategy that supports a Black woman at their work environment, guess what? The same process can support other women, LGBTIQ+ people as well as people with Disability. As you can see, we have been conditioned to treat people, especially those that look different to us in a such way that are not always helpful to them. However, I believe many businesses by their nature in size and resources have the capability to drive the change needed to cultivate workplace inclusion to support everyone. This is what will aid the right cultural shift needed to create the environments for Inclusion, that last. We must learn to solve these issues at the root cause to stop perpetuating the problem with band aide programs and tick a box training exercises. How to really retain employees for good Robert Livingston has demonstrated that to successfully engage with any racial group, requires conscious and deliberate efforts by businesses to address racism and structural bias. He has outlined five critical steps for effective diverse engagement and inclusion that keeps your good staff and attracts new talents. These steps include: 1. Problem Awareness, 2. Root-Cause Analysis, 3. Empathy, 4. Strategy and 5. Sacrifice. Research tells us that even if businesses have diversity policies in place, they also need to take deliberate actions to address racism specifically with problem awareness. Recognition of this fact will pave the way to address workplace discrimination. If Black women are made to feel safe to share detailed accounts of the negative impact that racism has had on their lives, this can aid to register an awareness in staff. Any deliberate actions to develop racial diversity will also broaden the staff talent pool. Once business leaders are aware of racial and diversity problems and can accept how they exist within their policies and practices, then the next question is whether they have the desire to do something about it. Empathy will propel organisations and their people to act and bring about social justice through exposure and education. An organisation that makes it a priority to include racial equity in its core values and model the behaviour from the top down, will influence both institutional policies and individual attitudes. Having experienced workplace exclusion most of my professional working life as Black woman, I have made it my commitment to help Senior Executives create outstanding of workplace culture that helps create a sense of Belonging, retain good employees, and increase productivity. This is done by understanding how exclusion comes about so you that can mobilised inclusion for good. Businesses that are vigilant to support marginalised groups through recruitment and retention combined with safeguards in training, mentorship and promotion will realise the benefits. This is the services we prioritise at EVERYDAY INCLUSION to help businesses swiftly follow with effective strategies for education, implementation, Evaluation and Review. https://www.everydayinclusion.com.au/linkedin-23-june-2022 daily 0.75 2022-07-03 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/b40a09c9-1177-4d61-b404-7b4eba137b39/WiN+Logo.jpg LinkedIn 23 June 2022 - Workplace Inclusion Network will help you achieve inclusion in connection with like-minded individuals, and move from awareness to action LinkedIn 23 June 2022 Workplace Inclusion Network (WiN) is a new initiative of EVERYDAY INCLUSIONthrough networking, will provide you with access to a shared knowledge base by connecting with like-minded individuals on a professional and personal level. WiN is a place-to-be to talk about the challenges, real case studies about workplace Inclusion, and find solutions amongst other Leaders in discussions and collaboration throughout the year. Through this collaboration and support you will gain confidence to move from awareness and knowledge into tangible workplace inclusion actions. The WiN core focus is to support DEI Consultants, HR personnel, Managers and Leaders who care about cultivating workplace inclusion and needing the support and encouragement in doing so. Benefits for joining a network are many You will build relationships with other businesses through networking. It serves as a critical component of any business no matter who you are or what you do, networking can help you and your business grow. But why join Workplace Inclusion Network? After few years of working within Diversity Equity and Inclusion (DEI) I noticed leaders saying, they felt a little isolated working through the complexity of DEI. WiN will take away this isolation; DEI work mustn’t be done alone. So, to connect with others experiencing similar challenges to you can give you just what you need, the insight and the drive to achieve your workplace inclusion. Five reasons to join WiN The decision to join the Workplace Inclusion Network (WiN) can be considered as your professional development program and peer support group all in one. Connect the business. One of the greatest reasons for joining a networking group is the ability to connect your business with other businesses in the community. Joining a networking group gives you first-hand contact with other industry-leading experts, providing a leg up for business opportunities in the future. 2. Gain business advice. When you connect with other professionals, you can learn valuable business advice from those who might have more experience or knowledge than you. Gloria Tabi will personally lead all network meetings. Some of what is discussed are specific DEI gems that can’t be found in a simple self-help article or a quick podcast in the car. WiN is personal, direct-to-you advice that is invaluable. 3. Market research. In a networking group, chances are, there might be one or two other professionals in a similar field as you. This gives you the perfect chance to do market research informally. You will bounce ideas off others who are also interested in workplace inclusion. You may explore new ventures and listen to genuine feedback from those who may or may not be in your market—but have a unique perspective. 4. Expand your knowledge. When you gain business advice on workplace inclusion you expand your knowledge base. The more you grow in the field, the better opportunities for you to achieve your workplace inclusion goals. Through networking, you have access to a shared knowledge base by connecting with like-minded individuals. 5. Raise company exposure. Whether you run your own business or work with a company you care about, being involved in a networking group allows you to raise the company’s exposure in the community. Get the business known as an inclusive entity who is willing to share their success. Where to now? Please contact EVERYDAY INCLUSION at admin@everydayinclusion.com.au to express your interest and join the waiting list for Workplace Inclusion Network (WiN). https://www.everydayinclusion.com.au/win-home-page daily 0.75 2023-02-03 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/a93776ca-0a50-4c13-a9eb-101a632f9a94/Workplace+reduced+resolution+again.png WiN Home Page https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/e7a9a26e-02d0-4d40-8e42-5855e33bb0cf/293A6748.jpg WiN Home Page - Monthly Meetup WiN is a Place-to-be to Talk about challenges, real case studies about workplace Inclusion, and find solutions amongst other Practitioners and Leaders in Monthly discussions and collaboration throughout the year. https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/e756a2bf-2f92-41ba-8100-c9120220885b/Calendar.jpg WiN Home Page - Meetup calendar Check when our next meet up is. https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/dea37cee-e2ca-4d6f-84c9-df90c749a623/Fact+Sheets.png WiN Home Page - DEI Resources Looking for Resources to support your DEI journey? Downloads available for your use. https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1651146626385-4J703QNLAG7OZUB70SSD/Future+is+Bright.jpeg WiN Home Page - #Workplace Inclusion Hacks In the EVERYDAY INCLUSION Hacks, we provide access to our published articles for your reference. https://www.everydayinclusion.com.au/newsletters daily 0.75 2022-07-03 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1656673629746-U9PK5HRI67AYF1SX4CWE/Workplace+reduced+resolution+again.png Newsletters https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1656673728241-JZN3569QWO56SK9AWUX2/Workplace+reduced+resolution+again.png Newsletters https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1656673859031-VJG2CT0T3KOQEHY8CR9D/Workplace+reduced+resolution+again.png Newsletters https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/a93776ca-0a50-4c13-a9eb-101a632f9a94/Workplace+reduced+resolution+again.png Newsletters - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://www.everydayinclusion.com.au/free-resources daily 0.75 2024-10-19 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/b6d248c6-bd03-4fd1-a295-fce53dc6cee0/Fact+Sheet+03.jpg Free Resources https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/0c29e10d-812d-4d4e-90f0-b32e1e4d5105/Logo+with+text+3.png https://www.everydayinclusion.com.au/linkedin-05-july-2022 daily 0.75 2022-07-05 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/d14730a1-e3e7-4474-87a8-286681c600d0/Linked+in+Photo+sitting+on+steps.jpeg LinkedIn 05 July 2022 - Create Courageous Workplace Conversations LinkedIn 05 July 2022 You know your team is the lifeblood of your business, yet you find it difficult to treat or invest in your greatest assets. But, why? The answer to this question is not rhetorical. It is also not so easily answered. But I will provide an approach (at the end of this article) to help you understand why business leaders still struggle to maintain a culture of Inclusion that support Everyone. Whether you are conscious or unconscious in how to maintain practices that support everyone is immaterial. What’s important is that you can equip yourself with the right tools and knowledge so that you can combat exclusionary practices that continue to alienate some of your staff, from either performing their best, or losing your good staff altogether. What Constitute Exclusionary Practice in the Workplace Exclusionary practices are characterised by racism, sexism, ableism, ageism, gender, and others. These practices, society is built on, so it forms the very fabric of our society. So, it's not about asking whether or if, your organisation has exclusionary practices, because the chances are, they are. Therefore, it is the responsibility of every leader to come to speed with what these practices are and how to eliminate them from their systems: in Processes, Policies and Procedures. Otherwise, these practices will go on unchecked and will continue to give negatives outcomes until it is identified, dealt with, and replaced with modern day thinking and ideologies. Deal with the System issues not People Yes. This is precisely what we see, when organisation engage in unconscious bias training instead of dealing with systemic issues of racism, sexism, ableism, ageism, gender, and others. This is because encouraging your staff to change their attitudes alone, to be kind, empathetic and un-biases won’t solve exclusionary practices at your work. They will exacerbate them. Rather, monies would be well spent, when the systemic issues are brought to light and dealt with. You can’t change people’s behaviour alone and then have them return to a toxic culture, would you? Leaders Need to Worry about Exclusionary Practices Toxic Culture from Exclusionary practice will kill your business and its future standing and competitiveness in today’s market. A recent study of more than 1.3 million Glassdoor reviews from U.S. employees of Culture 500 companies, a sample of large organizations from 40 industries concluded that Toxic culture would kill your business, of which exclusion is one of them. The Toxic Culture Attributes are as follows: Disrespectful Non-inclusive Unethical Cutthroat Abusive Critical Conversations Transform Business Gone are the days when societal issues like racism, sexism, ableism, ageism, gender and others stayed outside the bounds of the organisation. Employees are becoming more aware of social inequities and how they impact on their lives. Sometimes these inequities stop us to be our best self at work, we can miss out on promotion, or they simply negatively impact in our lives. These everyday experiences whether outside and inside the organisations is impossible to simply compartmentalise or just leave outside the door of work. We know that they often follow us everywhere and can impact our lives in emotionally, physically, and mentally. But also know, when leaders make room for critical and courageous conversation about racism, sexism, ableism, ageism, gender, and others and seek to address them systemically, real change happens. Here is Five (5) Easy Step Approach Therefore, I take companies through my Five (5) Easy Step Approach to you started on taking your team through journey from awareness of Concerns towards Change: CONCERNS – become aware of the inequality in the world and potentially within in their workplaces. But is there any pressure to change your current way of working? CATALYST - Then, there is a catalyst. Usually this is a high-profile event such as the killing of George Floyd that brings the racial disparity in our culture to the forefront of the public consciousness. CANDOR - Looking at the racial disparities in an organisation can be intensely uncomfortable. And here organisations have a choice: either move forward or not act. CONSULT - When an organisation decides to act, they bring in an expert. A consultant who can support your business through the process of assessing and improving the racial relations inside the organisation. CHANGE - Finally, an organisation can make the changes to become a safer work environment that supports people of all races. Have a look at this process and tell me where you are? https://www.everydayinclusion.com.au/linkedin-02august-2022- daily 0.75 2022-08-09 https://images.squarespace-cdn.com/content/v1/60ee8dbb2ac92c13a8bdf231/1660045673729-WZCNWYQR9IJ1JLOLFM9U/1659150200205.png LinkedIn 02 August 2022 - How to Foster Positive Business Leadership for any business LinkedIn 02 August 2022 Workplace Inclusion when cultivated right is a sure way to foster positive culture, and team cohesion. People’s differences are valued and supported, and barriers are removed that would prevent any person from reaching their full potential in the workplace. True inclusion celebrates all factors of diversity in talents, age, abilities, genders, sexualities, or religious belief. It enables every employee to perform at their best in a safe, supportive environment. It is well established that Inclusive culture at work promotes a sense of belonging amongst staff. Happy workers increase productivity which benefits the business. "A lot has been written that suggests workers care more for company culture than salary” Workplace Inclusion is not simply a nice thing to do, but an expectation from employees who want to work in an environment that is safe and respectable. How do you create an Inclusive work culture? In a modern-day business, it’s not enough to simply hire people of different nationalities, genders, races, and sexual orientations. Businesses must make the effort to help the people they have invested in hiring feel welcome, safe, and free to be themselves in the workplace. Here are five (5) simple steps you can take as a business leader to promote an Inclusive company culture that is positive for your business, your people and your bottom-line. Proceed with the understanding that communication and involvement matter most when promoting workplace Inclusion. 1. Start from the top. As with creating and encouraging a sense of belonging in your workplace, it must begin with leadership. The company’s team at the top need to have the desire to build a diverse culture and hire people who are open to working with people of all different nationalities, age, abilities, skin colours, genders, and sexual orientations. “If diversity is not a company goal … it just won’t happen”. A healthy business begins with a healthy company culture that is welcoming and demonstrated by leaders. It must be the goal of organisation, to strive to provide your employees with the right tools and skills necessary to do their best. If you have invested in hiring them, then you must be willing to support them so they can be able to thrive and succeed. Anything less will be letting them down and it also starts with accepting them for who they are but also willing to support their growth. 2. Communicate Goals and Measure Progress Establish and clearly communicate specific, measurable, and time-bound goals as you would with any other strategic aim. Because what we benchmark as an organisation, we are more likely to invest in, work towards to achieve the outcome we want and, in this case, it is the culture of Inclusion. For example, we may decide to achieve racial and gender equity in our hiring process in 3 years; we will increase racial and gender representation on executive team by 50% in 3 years; audit for and achieve equity in salary and promotions in 2 years. It is highly recommended that the following actions be taken when cultivating workplace Inclusion: a full audit of your people processes—from recruiting and hiring to developing and retaining employees. Couple the data with engagement and other workforce survey data to gain a full measure of what your company is currently and where you want to go, with your goals. For example: Identify any shortcomings and measurable discrepancies around inclusiveness in your organization. Instil rigor into inclusion strategies with data-driven plans and measure the results. Establish a clear business case for how the company will benefit by having a more inclusive culture by asking: What are our inclusion goals? What are the reasons for those goals? How do we quantify inclusion? How will inclusion impact our mission, brand, or bottom line? 3. Focus on Inclusive recruitment strategies. Once your company’s leadership sets the tone, it’s critical to extend that attitude throughout the organization in communication and actions. When you communicate your intentions throughout your organisation, it allows you get support and buy-in creating a culture of belonging that is fostered peer-to-peer, bottom-up and top-down in the entire organisation. It is recommended to take a close look at your company’s recruiting processes, from how jobs are advertised to who sits on the interview panel to ensuring your hire is imbued with practices that facilitates diversity and Inclusion culture. This will ensure, from the start you are intentional about diversity and Inclusion as an integral part of your organisation’s present and future workforce. 4. Provide safe spaces for employees. Research tells us, Inclusion is the first step in achieving psychological safety. So, cultivating Inclusive workplaces is considering the very safety and comfortability of all employees. These days, company offering unisex bathrooms in your office is said to be progressive and inclusion for employees with various sexual orientations. Spending time with one another and providing employee networks can be safe and spark open communications. Safe guide your brand. Providing a safe spaces for your employees also means if they have any issues, they are more likely to come to you than going outside to places like the social media, to voice their frustrations about your company. 5. Give employees multiple ways to provide feedback. This may sound like a cliché but give employees an outlet for connecting with others and sharing their stories and really get to know your people and what they have to offer. It may surprise you as a company, the talent, skill, and the people capacity you may have right under your noses. When you do those employee surveys, work to drill down on engagement and Inclusion issues. Conduct a comprehensive assessment of your organisation’s demographics and people processes to develop specific strategies to promote inclusiveness So that whatever medium you are using, be it employee survey, company all-hands discussions or campaigns, giving your employees multiple ways to share their feedback, their perspective and their stories will create an open dialogue and true connections that can lead to more positive outcomes. An inclusive culture is a work in progress and must constantly be revisiting your policies and programs to create a more agile and diverse environments. There is always something that can be improved upon, the key is to make it your company’s priority to take action to close any gaps so that all employees feel like they belong and are supported to thrive. At the end of the day, it is about the culture you want as a company, and how you can create it in ways that is authentic to your brand at the same time, meeting the needs of your employees. And we know businesses, that invest in creating a diverse and inclusive workplace will reap the benefit of a positive culture and a healthy bottom line too. 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