【Webコンテンツ用】DEI推進SLについて20230420.pdf

•

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DEI推進SLについての説明スライド

DEI推進SLのこと
Diversity,Equity&Inclusion
● ダイバーシティ（多様性）とは、サイオスグループで働くすべての人が、多様性（人との違
い）に気付き、得意なことで活躍すること。
● イクイティ（公平性）とは、不得意なこと・できないこと・何らかのハンディがあっても、公平
に活動できるように互いに支援すること。
● インクルージョン（受容）とは、他の人の多様性（自分との違い）を受け入れ尊重すること。

DEI推進SLの考えるDEI
多様性が
顕在化
多様性が存在しな
いように見える
多様性が相互補完し、不可能が可能に
多様性が
衝突
すべての人が多様性を持っています

DEI推進に必要である要素のひとつ『心理的安全性』
参考：組織の成功循環モデル：マサチューセッツ工科大学元教授ダニエル・キム氏
関係の質結果の質
思考の質
行動の質
組織の成功循環
モデル
心理的
安全性
多様性
の発揮

【参考】社員の心理的安全性について@2021/3Qのアンケート
・あなたの心理的安全性について教えてください。（5段階）
*心理的安全性とは？『対人関係のリスクをとっても安全だと信じられる職場環境である。』（エイミー・C・エドモンド氏）

忖度することなく、自然体でいられる
頭ごなしに否定されない
自分の意見や考えを自由に発言できる
理不尽に追い詰められない
放置されることなく、お互いに支え、助け、協力し合える
相互理解があり、信頼できる人がいる
どのようなことでも相談でき、受け入れられる
物理的環境が整備されている
目標が明確、モチベーションが高い環境
情報隠蔽や、派閥、権力など閉じた集団意識がない
その他
・あなたが考える「心理的安全性が高い」とはどのような状態ですか？
※記載頂いた内容を大区分のカテゴリで分けています。

関係の質に注目した各施策
● SIOS Channel（2022年9月末時点、計32回）
● 1on1の推進
○ 定期アンケート
○ 1on1運用ガイドライン更新
○ 情報発信＠Slack
○ 社員インタビュー『ワタシの1on1』、他ヒアリング
○ 1on1書籍頒布
● アンコンシャスバイアスワークショップ

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【Webコンテンツ用】DEI推進SLについて20230420.pdf

1. DEI推進SLのこと Diversity,Equity&Inclusion ● ダイバーシティ（多様性）とは、サイオスグループで働くすべての人が、多様性（人との違い）に気付き、得意なことで活躍すること。 ● イクイティ（公平性）とは、不得意なこと・できないこと・何らかのハンディがあっても、公平に活動できるように互いに支援すること。 ● インクルージョン（受容）とは、他の人の多様性（自分との違い）を受け入れ尊重すること。

2. DEI推進SLの考えるDEI 多様性が顕在化多様性が存在しないように見える多様性が相互補完し、不可能が可能に多様性が衝突すべての人が多様性を持っています

3. DEI推進に必要である要素のひとつ『心理的安全性』参考：組織の成功循環モデル：マサチューセッツ工科大学元教授ダニエル・キム氏関係の質結果の質思考の質行動の質組織の成功循環モデル心理的安全性多様性の発揮

4. 【参考】社員の心理的安全性について@2021/3Qのアンケート・あなたの心理的安全性について教えてください。（5段階） *心理的安全性とは？『対人関係のリスクをとっても安全だと信じられる職場環境である。』（エイミー・C・エドモンド氏）

5. 忖度することなく、自然体でいられる頭ごなしに否定されない自分の意見や考えを自由に発言できる理不尽に追い詰められない放置されることなく、お互いに支え、助け、協力し合える相互理解があり、信頼できる人がいるどのようなことでも相談でき、受け入れられる物理的環境が整備されている目標が明確、モチベーションが高い環境情報隠蔽や、派閥、権力など閉じた集団意識がないその他・あなたが考える「心理的安全性が高い」とはどのような状態ですか？ ※記載頂いた内容を大区分のカテゴリで分けています。

6. 関係の質に注目した各施策 ● SIOS Channel（2022年9月末時点、計32回） ● 1on1の推進 ○ 定期アンケート ○ 1on1運用ガイドライン更新 ○ 情報発信＠Slack ○ 社員インタビュー『ワタシの1on1』、他ヒアリング ○ 1on1書籍頒布 ● アンコンシャスバイアスワークショップ