Successfully reported this slideshow.
Your SlideShare is downloading. ×

How to Create a Culture of Inclusivity

Ad
Ad
Ad
Ad
Ad
Ad
Ad
Ad
Ad
Ad
Ad
Loading in …3
×

Check these out next

1 of 55 Ad

How to Create a Culture of Inclusivity

Download to read offline

Creating a culture of inclusion sounds easy, right? Well, let's just say it's a lot harder than it should be. But why is that?

The short version is because we're humans. Humans are amazing and complex animals with a brain that has helped us become the most successful species on the planet. That same brain, however, is primarily built for survival. We've evolved short cuts (also known as biases) and often generalize entire groups of people based on physical characteristics, labels, or beliefs.

In this presentation I give you a deeper understanding of human psychology and show you how to utilize that knowledge along with leveraging technology to create a welcoming culture where people with diverse backgrounds and beliefs feel they belong and are included.

Learning Objectives:
You'll gain a deeper understanding of human psychology and its relation to inclusion in the workplace
You'll learn about how technology can help create a culture of inclusion
You'll also walk away with a number of best practices that you can implement right away to make a difference in your workplace

Creating a culture of inclusion sounds easy, right? Well, let's just say it's a lot harder than it should be. But why is that?

The short version is because we're humans. Humans are amazing and complex animals with a brain that has helped us become the most successful species on the planet. That same brain, however, is primarily built for survival. We've evolved short cuts (also known as biases) and often generalize entire groups of people based on physical characteristics, labels, or beliefs.

In this presentation I give you a deeper understanding of human psychology and show you how to utilize that knowledge along with leveraging technology to create a welcoming culture where people with diverse backgrounds and beliefs feel they belong and are included.

Learning Objectives:
You'll gain a deeper understanding of human psychology and its relation to inclusion in the workplace
You'll learn about how technology can help create a culture of inclusion
You'll also walk away with a number of best practices that you can implement right away to make a difference in your workplace

Advertisement
Advertisement

More Related Content

More from Kevin Getch (16)

Recently uploaded (20)

Advertisement

How to Create a Culture of Inclusivity

  1. 1. CREATING A CULTURE OF INCLUSIVITY KEVIN GETCH CEO + Director of Digital Strategy
  2. 2. About Me
  3. 3. 70-80% 20-30%
  4. 4. Simple Framework for Building an Amazing Organization KNOW & LOVE YOUR CUSTOMER 01 ALIGN YOUR STRATEGY 02 MONITOR, MEASURE & ADAPT 03
  5. 5. We believe that if we want our external customer to feel like our number one customer, we must treat our internal customer that way.
  6. 6. Your internal culture will ultimately be reflected in your external brand.
  7. 7. Sounds easy. Right? Creating a Culture of Inclusion
  8. 8. You feel cared for, heard, included, and valued for the unique person that you are. You feel a sense of belonging. What does inclusivity feel like?
  9. 9. 3 Impactful Areas for Inclusivity PSYCHOLOGY 01 CULTURE 02 TECHNOLOGY 03
  10. 10. Know & Love Your Customer Individual Psychology
  11. 11. Individual Psychology Team/Organizational Psychology Community Psychology
  12. 12. Neocortex: Rational or thinking brain Limbic: Emotional or feeling brain Reptilian (Old) Brain: Instinctual brain responsible for the moment of decision
  13. 13. Pain Pleasure Principle PAIN PLEASURE
  14. 14. Riverbed Concept
  15. 15. 95% 5% Source: Gerald Zaltman Harvard Business School professor https://hbswk.hbs.edu/item/the-subconscious-mind-of-the-consumer-and-how-to-reach-it 95% of our behavior is being driven by the subconscious mind Only 5% of our behavior is being driven by the conscious mind (logical explicit information)
  16. 16. AUTOPILOT MANUAL
  17. 17. S.T.E.A.R. Stimulus - Thought - Emotion - Action - Result
  18. 18. S.T.E.A.R. Stimulus - Thought - Emotion - Action - Result Exercise
  19. 19. Organizational values, patterns, beliefs, attitudes, processes and behaviors. Creating a Culture of Inclusivity
  20. 20. Our Culture is Our Competitive Advantage
  21. 21. 3 P's: Our Competitive Advantage People Process Passion
  22. 22. A great framework for Creating a Culture of Inclusivity People The people you hire, nurture, promote, celebrate, and put in leadership positions. Process Passion Your systems, decision making processes, and HOW you do the ordinary things each day that lead to extraordinary results. WHO you are. Why you exist. Your identity, vision, values, and purpose. Your Beliefs. What you stand for.
  23. 23. Be intentional about "Who" you are as an organization (your vision, values, purpose, etc.) and "How" you do things (your actions and processes) so that it that creates circumstances for people with a variety of backgrounds and life experiences to feel heard, included and valued. How do you infuse inclusivity in your culture?
  24. 24. Ensure your team is involved in informing and creating your identity and processes. People are much more bought in to something when they helped create it.
  25. 25. Everyone at Webfor is responsible for being a leader. Inclusive Leadership
  26. 26. Window & Mirror Concept We all practice the window & the mirror concept.
  27. 27. Ripple Effect
  28. 28. Webfor.com/cheagle
  29. 29. Processes The ordinary things you do everyday that have an extraordinary impact.
  30. 30. Review & Update Processes Consistently • Meeting agendas • Interviewing • Hiring • Onboarding • Performance eval • Compensation • Weekly meetings • Key questions • Are you encouraging diverse ideas? • Are you asking for people to share different opinions? • Technology Access
  31. 31. Tactical actions you can do right away • DEI / Survey • Form a committee • Group discussions • Training, training, training • Review & update processes together • Hold 'Lunch & Learns' • Allow for pronouns in email/tools • Solicit anonymous feedback • Invite guest speakers • Ensure your website is ADA compliant
  32. 32. Decision Making Process How we make decisions at Webfor and what to do if you're assigned a decision.
  33. 33. C.A.A.R.R.R.
  34. 34. Clarity Alignment Action Repetition Recognition Reward
  35. 35. Training, Training, Training!
  36. 36. Emotional Intelligence is a Superpower!
  37. 37. CEIO
  38. 38. Leveraging Technology
  39. 39. Feedback Loops
  40. 40. officevibe Feedback Loop
  41. 41. Recognition & Reward
  42. 42. Is Your Website Inclusive? (ADA Compliant) Visual Auditory Mobility Cognitive
  43. 43. Your website must offer “reasonable accessibility” to people with disabilities. Get a free analysis: Webfor.com/get-started ADA compliance is not only a best practice. It's the law.
  44. 44. We believe businesses can be a great catalyst for creating a better, happier, more inclusive society. My hope is that you'll be a part of that change! The Business of Change
  45. 45. Thank You! Webfor.com KEVIN GETCH CEO + Director of Digital Strategy Kevin@webfor.com

Editor's Notes

  • This a great example of combining data-driven with human psychology as well as some illusion of choice.
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013
  • 1.7.2013

×