Leadership is never easy. The responsibility on leaders is great, as the authority and influence of their position have the potential for both harm and good. The last nearly two years of the COVID-19 pandemic have only added to the list of challenges for leaders to navigate.
But it has also brought opportunities to leaders. Opportunities to get to know their team members on a personal basis. Opportunities to learn and grow along with the powerful social movements of our time. And the opportunity to make necessary changes to embrace, activate, and amplify inclusive leadership practices.
Please take a moment to imagine a world where every person feels safe and comfortable in their workplace. And that every workplace was a space they could show up to as their authentic selves, valued and heard. While strides have been made in many workplaces around the world, the unfortunate reality is that many members of the LGBTQ+community still do not feel this way, that is why this conversation is about PRIDE at work.
The topic about racial discrimination still poses a challenge in organizational workplaces to date. Studies have shown the devastating health and economic consequences of racism and its damaging impacts on a country’s social cohesion.
Talking about racism can be difficult. When it comes down to speaking about racism and race, organizations have been known to not discuss it until they are faced with an incident within the organization, for example, a slanderous comment made by one person to another.
Small inclusion efforts go a long way. Use LinkedIn’s pronunciation and pronoun features as a basis for broadening your horizon.
The definition
Inclusivity is about being chosen for school or club teams, doing work for a project, or being chosen to sit at the lunch table; at its heart, it is about being included. Being chosen to star in the school play, being invited to a dinner, or being part of a group birthday celebration are all a means to a greater end. Inclusivity is a method of making equal access available to the excluded, such as those having physical or mental disabilities or members of minority groups.
Artificial intelligence is related to intelligence demonstrated by machines. It is opposite from the natural intelligence displayed by humans and animals, which involves consciousness and emotionality. AI has a close relation with recruiting. In recent years in companies and education, the focus is less on courses like management and organization and organizational psychology.
Focus on the technical side has increased. But that also means that you lose sight of all the important things because you have to deal with humans at the end of the day. So you also need to be skillful in that area as well and be sensitive to what works for people.
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We are living amidst unusual circumstances. The ongoing global pandemic has left us in a novel situation. It has indeed changed the meaning of life as we know it. It has given us time to take a moment and think about ourselves. Employees who are now working from home may have realized how they can take advantage of this newfound flexibility.
Remote working comes with several benefits. You save time on the commute, you get to spend more time with your families, you save your financial resources, you can rehab your career, and the digital tools that most of us have easy access to make working from home exceedingly convenient.
Diversity and inclusion play a massive role in making a workplace a safe and welcoming environment for people with various backgrounds, ethnicities, cultures, genders, and disabilities. Despite its paramount importance in humanizing a workplace, it is a matter that often tends to get overlooked. It is about time that we get out of our comfort zone, start having difficult conversations, and voice our concern to make DEI* a significant factor in workplace decisions. (Diversity, Equity, and Inclusion)
Vivian Acquah organiseert een 3-daags online internationaal congres voor diversiteit en inclusie op de werkvloer.De Nederlandse workplace wellness advocate brengt meer dan zestig experts uit binnen- en buitenland online samen met als doel een internationale werkvloerrevolutie op de gebieden van Diversity, Equity & Inclusion (DEI) te realiseren.
COVID-19 has brought the global population a series of challenges, and it has changed the meaning of life as we know it. With all non-essential employees working from online meetings, conferences, and webinars that used to be fairly uncommon, concepts have become the ‘new normal.
‘ Human beings, especially the participating members of the workforce, are faced with an extraordinarily unusual situation compelling them to adapt to the changing circumstances as a survival technique.
Google will be allowing employees to keep working from homes until the summer of 2021. If more enterprises follow in Google’s footsteps, it may be a relief to be able to work at home without continually worrying about contracting the virus. However, others may have to find ways to overcome the challenges of remote working and unlocking online presence.
The role of working mothers should not be undermined in the workplace scenario today. They have always played instrumental roles in society, but their contributions to the workplace have become more diverse and valuable with time. This needs to be acknowledged in an effort to empower working mothers and to raise awareness about their human needs at the workplace. In this live broadcast of “Let’s Humanize The Workplace,” Vivian Acquah, the workplace wellness advocate, talks about the power of working moms and of ways to inspire employers to do better for working moms.
