DIVERSITY
This is Us by Events Together Ltd
for a particular minority group can appear to distance that group from the wider workplace, in essence negating the purpose of the network. Organisations might thus consider setting up networks for minorities but having that network access widened to include friends. For example, LGBTQ and allies networks widen the group out such as individuals who have not come out can join the network without identifying their sexual orientation. Intersectionality is an important consideration – people may not want to join multiple networks – and so minority networks might be open to any minority and thus be able to embrace race, gender, etc. as well. It is important to remember that having an inclusive workplace
is a total concept and should embrace all parts of the business. This means that inclusivity must be respected and embedded throughout. One diversity strand cannot be valued over another. People watch how others are treated and any intolerance of visible characteristics will be noted by individuals with invisible characteristics (including disability, religion, sexual orientation) causing them to waste emotional energy on hiding their true selves for fear of negative treatment. This creates a climate of fear as opposed to one of trust where people feel able to volunteer their thoughts and ideas to the benefit of creativity. It is important to challenge or call out actions that undermine inclusivity. Bringing about change is not necessarily going to be easy and
careful thought needs to be given to how an inclusive culture can be developed and encouraged. With regard to the LGBTQ community for example, promoting allies via “I am an ally campaign” is suggested as an approach that organisations might find more helpful than attempting to persuade or push LGBTQ individuals to come out. Community endeavours such as supporting Pride can also demonstrate support at a wider level, external to the organisation. While unconscious bias training is helpful, it is insufficient by
itself. A series of actions is needed to widen diversity awareness and promote inclusion. These include, for example, being an advocate of diversity and inclusion, starting with recruiting for diversity. External facing sites such as webpages can display examples of diversity and inclusion using appropriate staff profiles. It is important to increase the visibility of minorities to raise their profile and thereby widen acceptance. This might include, for example, celebrating the work of those who are less heard and advocating for those without a voice. Addressing embedded bias within systems and structures to bring about meaningful change is needed. The use of public platforms to talk about diversity and inclusion presents a powerful message, particularly if these opportunities are taken up by minorities. Advertising and branding
campaigns can also demonstrate inclusivity very effectively by showing a range of diverse families for example.
Inclusion and the role of global mobility For those in the field of global mobility, promoting a culture of inclusivity takes on a special resonance. By its very nature, mobility involves moving individuals and families into new workplaces and social environments. It is not unusual for employees and family members to feel lonely and isolated, separated from close family, friends, networks and spaces where they feel safe. While head office cultures might tick many of the inclusivity boxes – with a range of interventions that promote and foster diversity and inclusion – overseas locations may present a very different picture. Although it is the norm for global firms to promote their inclusiveness cultures across their sphere of operations, local activities might not necessarily fully embrace the headquarters policy perspective. This might be due to local laws and cultures that do not recognise the diversity and inclusion norms of Western countries which have legislative underpinning. Minorities may face considerable challenges in the workplace.
Women expatriates working in highly masculine cultures, LGBTQ assignees in countries where same sex couples are not recognised or are deemed illegal, and religious intolerance in particular societies all present huge challenges to HR and global mobility professionals when deploying talent around the world. But to achieve a diverse and inclusive workplace does not mean shying away from these differences and simply not selecting minority individuals to go. Employers have a duty of care to advise assignees of the risks of their postings and to do so in a realistic but not alarmist way. Providing support for minorities and challenging non-inclusive behaviours in the workplace abroad is integral to fostering greater inclusiveness and reducing intolerance. By taking action to widen diversity and improve inclusion globally, mobility professionals have a huge role to play in creating a safer and more productive workplace for the future. Relocate would like to thank This is Us by Events Together Ltd in supporting this article.
Take inclusion and diversity to the next level by joining our new Think Inclusion & Diversity Community. Attend the Festival of Global People 14 & 15 May and learn and share knowledge with experts and peers.
20 | Relocate | January 2019
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