Hello all. As earlier said, I wish to share the summary of a booklet I just read.
This book entitled, 'Inclusion' is a collection of recent articles related to inclusion published in Harvard Business Review ka. I like how they put it as, '....smart, essential reading on the human side of professional life....' Love the 'human side' kaa!
Here are the highlights from my view na ka:
- Six traits that distinguish inclusive leaders from others are: visible commitment, humility, awareness of bias, curiosity about others (open mindset), cultural intelligence, and effective collaboration. For me, out of these traits, awareness of bias and cultural intelligence must be stressed since we don't really touch on these qualities as much na ka.
- Social belonging is essential so for inclusion to work, we need to create a sense of belonging...what I think is helpful for people to collaborate and eagerly put more effort for their offices/shared goals.
- Microaggressions (insensitive statements, questions, or assumptions) are'..... based on a simple, damaging idea:Because you are X, you probably are/are not or like/don't like Y.'
Some of the examples could sound 'hypersensitive' and distance inclusion. I think it depends on the circle we're in and personal preference as well ka. The article pointed out words like, 'blacklist', 'Man up' and some sentences like, 'That's insane, that's crazy' when talking about mental health; or 'Do you have a husband/wife?' instead of 'partner'. We need to use it with thoughtfulness yet we should not be far too off balance, over or less sensitive ka.
In any case, if we realize we have said some sensitive words/sentences, we should pause, ask for clarification, listen for understanding, apologize, and follow up as needed. It's the process of 'learning, evolving, and growing.'
- One statement I think is useful when in doubt is to say, 'I'm not sure what you meant when you say.......' ....nice way to put it for more mutual understanding ka.
- Inclusion starts with belonging is an article that stressed the need to know one's own self to have empathy for ourselves and others.
- Storytelling helps raise our awareness about our unconscious biases, and how we look at disability and marginalized people.
To be an inclusive leader after all, start from the leader to learn and be aware of his/her own biases, actions, and expressions na ka.
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