{"id":32632,"date":"2019-03-12T15:01:31","date_gmt":"2019-03-12T19:01:31","guid":{"rendered":"https:\/\/www.wework.com\/creator\/creator\/?p=32632"},"modified":"2020-02-26T14:28:03","modified_gmt":"2020-02-26T19:28:03","slug":"the-one-ingredient-you-need-to-build-an-inclusive-and-diverse-workplace","status":"publish","type":"post","link":"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/the-one-ingredient-you-need-to-build-an-inclusive-and-diverse-workplace","title":{"rendered":"Five ways to foster diversity and inclusion in the workplace"},"content":{"rendered":"\n

On International Women\u2019s Day 2019, the Harvard Business School professor and former senior vice president for leadership and strategy at Uber, visited WeWork\u2019s Chelsea HQ in New York City to speak with Lakshmi Rengarajan, WeWork\u2019s director of workplace connection, about trust, diversity, and inclusion in the workplace. Her 2018 TED Talk on the subject, \u201cHow to Build (and Rebuild) Trust,\u201d<\/a> has been viewed more than 3.1 million times and translated into 18 languages.<\/p>\n\n\n\n

When there\u2019s only one person in a room, authenticity is never a problem. But in a group setting, that authenticity becomes threatened. \u201cIf we\u2019re different, we tend to go toward the common ground. This is called the \u2018common information effect,\u2019\u201d says Frei. \u201cIf we don\u2019t do anything super-duper-explicitly to account for the fact that there are diverse people among us, not only is it bad for the team\u2026 you don\u2019t get to bring the full version of yourself. You only get to bring the version of yourself that\u2019s in common with everyone else.\u201d But, Frei explains, \u201cThe differences among us are the only thing that will allow us to outperform everyone else.\u201d<\/p>\n\n\n\n

Frei is also adamant that diversity is not a solution in itself. Differences can only flourish in an inclusive space<\/a>\u2014one in which deliberate effort is made to include diversity in the conversation. Reinforcing that differences are welcome\u2014not just tolerated\u2014requires inclusive leadership on the company, team, and personal level.<\/p>\n\n\n\n

So how can you take an active role in promoting diversity and inclusion in the workplace, so that authentic differences are not simply accepted but celebrated? How can you build an environment where people feel comfortable bringing their authentic selves<\/a> forward in a group? Below, Frei shares five concrete ways to act as a more inclusive leader for the diverse individuals in your workplace.<\/p>\n\n\n\n

\"\"
The scene at WeWork Chelsea HQ during Frances Frei’s talk on International Women’s Day.<\/figcaption><\/figure><\/div>\n\n\n\n

1. Expose your authentic self<\/h2>\n\n\n\n

Creating diversity and inclusion in the workplace begins with you modeling it. Create a culture of self-disclosure and make it contagious. The more you expose your authentic self and talk about your life, the more others will feel safe doing the same. \u201cWhen you\u2019re in a room and you\u2019re comfortable,\u201d Frei says, subtly reach out to someone who might be less comfortable and \u201chelp them be their authentic self.\u201d<\/p>\n\n\n\n

2. Watch and learn<\/h2>\n\n\n\n

\u201cWatch the people who include others with grace, and copy it,\u201d Frei says. Sometimes that looks like a subtle gesture in a meeting. Frei proposes one phrase that can be asked at the end of a meeting, which is: \u201cDid we hear everything we could from your perspective?\u201d<\/p>\n\n\n\n

\"\"
“Any time you\u2019re feeling comfortable, just look around see if anyone else needs an inclusion boost,” suggests Frei, on incorporating authenticity into the workplace.<\/figcaption><\/figure><\/div>\n\n\n\n

3. Praise it when you see it<\/h2>\n\n\n\n

Take a moment to praise inclusive behavior when you see it\u2014right then, publicly, and briefly\u2014by saying something like, \u201cGreat question because it included everyone else.\u201d  <\/p>\n\n\n\n

4. Avoid meritocracy<\/h2>\n\n\n\n

\u201cAn organization that doesn\u2019t cherish difference is an organization where we\u2019ll hear things like, \u2018What\u2019s the business case for diversity and inclusion in the workplace?\u2019\u201d says Frei. This kind of organization is more in line with \u201cmeritocracies,\u201d or companies that evaluate people on their skills and abilities without consideration of their gender, race, sexuality, physical ability, or socioeconomic status. \u201cWhen someone tells me they\u2019re a meritocracy, I say, \u2018I\u2019m sure you are, for whoever is dominant.\u2019\u201d<\/p>\n\n\n\n

5. Don\u2019t put the burden on the minority<\/h2>\n\n\n\n

One audience member provides an example of a company that ceases a meeting if all participants in the meeting are men. Frei appreciates the sentiment but isn\u2019t convinced it can foster more inclusivity in the long-term. \u201cI want this to go away forever, not for that meeting. In environments where there are fewer women, imagine if a woman had to be in every meeting. The woman was never going to get any work done,\u201d she says. \u201cI don\u2019t want the burdens of diversity to be solely shouldered by the diverse.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

Harvard Business School professor and TED speaker Frances Frei offers actionable tips for creating an inclusive work environment<\/p>\n","protected":false},"author":905,"featured_media":32636,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[43909,43902],"tags":[503],"class_list":["post-32632","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-leadership","category-professional-development","tag-culture"],"acf":[],"yoast_head":"\nFive ways to foster diversity and inclusion in the workplace<\/title>\n<meta name=\"description\" content=\"Harvard Business School professor and TED speaker Frances Frei offers 5 actionable tips for creating an inclusive work environment\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" 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