Inclusion

6 posts
Decoding DE&I: How Candidates Can Assess Inclusion In Workplaces



In today's dynamic landscape, diversity, equity, and inclusion (DE&I) have become more than buzzwords. They're intertwined into the constitution of successful organizations, fostering innovation, driving productivity, and, perhaps most importantly, attracting top talent. But for job seekers, navigating the nuances of company culture and assessing its genuine commitment to DE&I can be tricky.

Therefore, how can the candidates confidently step into an interview and try to assess a company's DE&I commitment but also amplify their own contribution to an inclusive environment? Here are some key lessons I've gained throughout my career:

1. Do Your Research


Serious woman on laptop researches a company's DE&I

Before the interview, delve deeper than the company website. Look for news articles, social media posts, and employee testimonials that paint a picture of the company's DE&I initiatives. Are there leadership development programs specifically for underrepresented groups? Actively search for evidence of their commitment beyond statements.

2. Ask The Right Questions


Man asks about DE&I in a job interview

Don't be afraid to ask questions, and, especially, don't shy away from directly addressing DE&I. Prepare beforehand and skip the generic, "Are you an equal opportunity employer?" Ask about specific policies, programs, and metrics they use to track progress on DE&I. Inquire about their approach to unconscious bias training and their commitment to creating a psychologically safe space for all employees. Use the data you gather to your advantage during the interview process.

3. Observe The Interview Panel


Man looks at hiring managers during a panel interview

Pay attention to the composition of the interview panel. Does it reflect the company's stated commitment to diversity? If the panel is homogenous, it might be a red flag. However, remember that a diverse panel doesn't automatically guarantee an inclusive culture. Look for genuine interaction and respect among the interviewers, regardless of their backgrounds.

4. Trust Your Gut


Woman thinks about the company's DE&I during a job interview

Pay attention to the overall tone of the interview. Do you feel comfortable expressing your opinion? Are you being listened to with respect? Are the interviewers genuinely interested in your unique value proposition? While a single interview can't give you a complete picture, your intuition can be a valuable tool in assessing the company's DE&I landscape.

Assessing a company's DE&I is about seeking an environment where you can thrive, contribute your authentic self, and feel valued for your unique perspective. By doing your research, asking the right questions, and sharing your own story, you can not only gauge a company's commitment to DE&I but also amplify your own contribution to creating a more inclusive workplace for everyone.

We must always strive to build a future where every voice is heard, every talent is valued, and every individual has the opportunity to reach their full potential.

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Decoding DE&I: How Candidates Can Assess Inclusion …

Food Allergies In The Office? What You Need To Know



As someone with severe food allergies, I know how difficult it can be to address your food allergies with new co-workers and peers in an assertive yet informative way—especially when starting a new job in a completely unfamiliar environment. How can your place of work be inclusive of employees with severe food allergies?

What Is A "Severe" Food Allergy?


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Severe food allergies are called severe for a reason. They're life-threatening and should be taken very seriously. When someone with food allergies ingests food that contains the triggering allergen, they can go into anaphylaxis. If not administered epinephrine (an EpiPen) in time to treat the anaphylactic reaction, the reaction can be fatal.

Work Spaces And Food Allergies Don't Always Mix


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There are about 32 million Americans with food allergies. And with reports that food allergies in children increased by 50% between 1997 and 2011, they won't be going away anytime soon. Two children in every classroom will soon mean two people in every office. So, what is it like to work in an office with food allergies?

To start, it may mean not having a piece of cake at that upcoming office birthday party. Lunchtime always keeps them on guard, and they usually opt to brown-bag-it, using caution in the cafeteria and shared office kitchens. Maybe they're thinking about skipping the office outing to an unfamiliar restaurant on Friday, not sure if they'll be comfortable eating there. Every day in an open office plan could bring anxiety, as they worry about airborne allergens and lack of safe, allergen-free spaces.

If you have food allergies, chances are you can relate to at least one of these things. But if you don't have severe food allergies, you may be wondering: What does this really mean?

What The Law Says


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In the U.S., based on Section 504 of the Rehabilitation Act of 1973 and the ADA Amendments Act of 2008, the definition of "disability" has been modified to include those with severe allergies. This is due to the fact that severe allergies are "a physical or mental impairment that substantially limits one or more major life activities" (eating, breathing, and major bodily functions related to the immune, digestive, bowel, and respiratory system).

To sum it up:

"No individual shall be discriminated against on the basis of disability in the full and equal enjoyment of the goods, services, facilities, privileges, advantages, or accommodations of any place of public accommodation by any person who owns, leases (or leases to), or operates a place of public accommodation." 42 U.S.C. § 12182.

Anyone with food allergies knows these laws are not widely enforced or known to apply to food allergies (think peanuts being served at baseball games or on airplanes). So, even though everyone in the U.S. with disabilities is entitled to the same rights as able-bodied people, people with severe food allergies often encounter their food allergies in these public spaces and at work and cannot fully partake in whatever activities are going on at these places. More importantly, their health and well-being could be at risk.

Most places of work are considered public places—by legal definition meaning "any enclosed indoor area used by the general public or serving as a place of work containing two hundred fifty or more square feet of floor space." Therefore, the two laws mentioned above apply, or should apply, to your place of work.

What Employers Should Know


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Good employers want to be as inclusive as possible. Yet it can be hard to be inclusive of those with food allergies if you're unaware of who has food allergies in your office.

The best way to be inclusive and considerate about food allergies is to ask new and current employees if they have any severe food allergies. And if any do, ask them what you can do to make their work environment safe and comfortable. This shows employees you care, and by acknowledging food allergies as something serious and very, very real, it already establishes that foundation of trust that is so hard to gain in the first place.

Consider what it's like trying to decide when to tell an employer about your food allergy. When asked if you have a disability on a job application, food allergies are not listed. If there's a space to check "other" and write in a different answer, you may consider, for a split second, writing in your severe food allergy.

Does your disability require reasonable accommodation?

Yes and no. It's not a physical disability, in the sense that you can't visually tell who does or doesn't have a food allergy. Yet your arrival at a new company could require them to change their policies and culture.

As you can see, it's not easy explaining food allergies at work when there's no system in place to deal with them. That's why, as an employer, you should come up with a system that works for your company. After all, it's your job to make sure all of your employees feel safe and included.

What YOU Can Do


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If you're someone with a food allergy, you probably have lots of experience navigating the world with your condition. But the professional world can be a bit tricky.

When starting a new job, it's best to tell your boss about your allergy as soon as you can, if they don't bring up the topic first (you're responsible for letting them know, and you're entitled to reasonable accommodation!). Then, ask if you can call a meeting to explain your situation to your new co-workers. This will allow for an open dialogue about the subject, and those who have questions will be able to have them answered in a supportive and honest environment.

If you don't have food allergies, but work with someone who does, please be respectful of their condition. If you're unsure whether it's okay to eat something around them, just ask. Communication is always the right choice.

Everyone deserves a safe and comfortable work environment. And it's important to remember that no one chooses to have a food allergy.

If we all try to be more kind and considerate toward our peers, it will make work better—for everyone!

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This article was originally published at an earlier date.

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Food Allergies In The Office? What You …



A diverse and inclusive workplace is one where all employees feel safe, respected, valued, appreciated, and empowered. In today's world, an inclusive workplace is essential for business success because inclusion improves team performance, productivity, and innovation through connection and a sense of belonging. How can leaders create and foster inclusion in the workplace for better employee satisfaction and business success?

We recently asked our leading executives how they foster an inclusive workplace.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


As a leader, creating and fostering an inclusive workplace is crucial for ensuring a diverse and harmonious work environment where every employee feels valued and respected and has equal opportunities to succeed. This is a framework that I have used to promote inclusivity in the organizations/teams that I've led, and had been part of:

  1. Set the tone from the top: As a leader, it's essential to actively champion and communicate the importance of diversity and inclusion within the organization. Make it clear that inclusivity is a core value and not just a buzzword.
  2. Develop and implement inclusive policies and practices: Review and revise existing policies and practices to ensure they promote diversity and inclusion. This may include policies related to recruitment, hiring, promotion, compensation, and employee development. Strive for fairness and transparency in these processes.
  3. Diversify your workforce: Actively seek out diverse talent by implementing inclusive recruitment strategies. This may involve partnering with organizations that focus on underrepresented groups, using diverse job boards, or adopting blind recruitment practices to reduce unconscious bias. Additionally, create an inclusive environment for people with disabilities by making your physical workspace accessible.
  4. Provide diversity and inclusion training: Offer training programs to all employees to raise awareness about unconscious bias, cultural competency, and inclusive practices. This can help foster empathy, understanding, and respect among team members.
  5. Encourage open communication and feedback: Create channels for employees to provide feedback, share ideas, and raise concerns about diversity and inclusion. Establish an environment where individuals feel safe and comfortable speaking up, knowing their voices will be heard and valued. Act on the feedback received to address issues promptly.
  6. Foster diversity and inclusion through employee resource groups (ERGs): Encourage the formation of ERGs where employees can connect, support, and advocate for underrepresented groups. These groups can provide valuable insights and recommendations to leadership while offering a sense of belonging to their members.
  7. Provide mentoring and sponsorship programs: Implement mentoring and sponsorship initiatives that pair employees from underrepresented groups with more senior employees who can provide guidance, support, and advocacy. This can help foster career development and create opportunities for advancement.
  8. Emphasize inclusive leadership: Train and develop managers to become inclusive leaders who promote diversity, actively listen to their team members, value different perspectives, and create a psychologically safe environment where everyone feels included and empowered.
  9. Regularly measure progress and adapt: Establish key performance indicators (KPIs) related to diversity and inclusion, such as representation in leadership positions or employee satisfaction scores. Regularly track and evaluate progress against these metrics, making adjustments to your strategies as needed.

Remember, creating an inclusive workplace is an ongoing process that requires continuous effort, education, and commitment from leadership. By following this framework and making diversity and inclusion a priority, you can foster an environment where all employees feel valued, empowered, and able to reach their full potential.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Kirsten Yurich, Executive Coach & Vistage Chair


Diverse team attends a meeting in their inclusive workplace

"Who and what is most important to you as a leader? Why does an 'inclusive workplace' matter to you? How would you know if you had one? Where do you feel included (where do you not feel included), personally?"

These are the questions I would ask any leader who wishes to have a more inclusive workplace. Words are labels. We must dive under the label and describe what we want, what we don't want, and what we would see and hear (maybe even FEEL) under each condition.

This reflective work is a prerequisite to implementing any program—especially an inclusion program. The steps of a program are less important than the WHY and the motivation for undertaking the effort. For instance, a CEO who begrudgingly carries out an inclusion plan to appease her board of directors will have vastly different outcomes than a small-business owner who invites employees into his office on a routine basis and solicits feedback about their experience as an employee.

Leaders make the weather. What weather do you create at work for those around you?

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Michael Willis, Sports Business Operations Executive


Diverse coworkers/employees work on a project together in an inclusive workplace

What does inclusion in the workplace mean?

Inclusion in the workplace means ensuring every employee—from vast backgrounds and demographics—feels a sense of belonging and appreciation.

People of all different races, ethnicities, genders, and sexual orientations can work together.

An inclusive workplace makes space for the people who make up the workforce to celebrate who they are without ridicule or judgment.

Working at the NFL, particularly in New York City, I have been exposed to a wide range of diversity in the workplace. There are many races, ethnicities, and sexual orientations in the office, and the NFL does a great job of embracing groups of all kinds.

The NFL embraces heritage months and recognizes food cultures in the cafeteria. The league allows time off for employees to celebrate religious holidays and events.

We have a long way to go when it comes to this topic. But we can:

  1. Be Transparent – It’s tough to admit to their shortcomings regarding who should be included.
  2. Open Opportunity – Create a space where more than one person decides on promotions or opportunities for career training for advancement.
  3. Be More Empathetic – Everyone does not come from the same background and experiences as others. We should develop listening skills to understand what an employee has been exposed to.
  4. Communicate Regularly – Employees feel included when they feel heard. As part of your inclusion initiatives, encourage your team members to talk and engage with one another.
  5. Form a Diversity and Inclusion Team – Dedicate a special team that is made up of members who look like the organization. The team dedicates its time and effort to making workplace relations better. To stay accountable, this organization reports to members of the C-suite. This will bring priority and credibility to the company’s commitment to inclusion.
  6. Give People a Voice – Lastly, allow everyone to feel valued and part of something great. This will make a better employee.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive


Diverse leader and employees/coworkers discuss diversity and inclusion in the workplace

In today’s diverse and interconnected world, creating an inclusive workplace is the right thing to do and a strategic imperative for organizations. As a leader, you can shape the culture and dynamics of your immediate work environment. Promoting inclusivity can create a space where every team member feels valued, respected, and empowered. Here are various things I do to foster an inclusive workplace within my marketing department:

  1. Embrace Diversity: To foster an inclusive workplace, recognizing and valuing your department’s diversity is essential. Embrace the unique skills, experiences, perspectives, and backgrounds each team member brings. Celebrate differences and create a culture that appreciates the value of diversity in achieving team goals.
  2. Promote Open Communication: Effective communication is the core of building an inclusive workplace. Establish an open communication environment that draws upon each member’s strengths, creating a sense of belonging and inclusivity. Encourage team members to freely express their ideas, concerns, and perspectives without fear of judgment or reprisal. Actively listen to others and ensure that all voices are heard and respected.
  3. Lead by Example: Leaders play a pivotal role in fostering an inclusive workplace. Model inclusive behavior, demonstrate empathy, and actively engage with diverse employees. Foster a culture where individuals feel comfortable bringing their whole selves to work. Your actions will inspire others to follow suit, fostering a culture of inclusivity and creating a positive ripple effect throughout the organization.
  4. Foster Collaboration Across Teams: Encourage collaboration and knowledge-sharing across different teams within your department. Break down silos and promote cross-functional teamwork. This allows team members to interact with colleagues from diverse backgrounds and expertise, fostering a culture of inclusivity and collaboration. Encourage team members to reach out and seek diverse perspectives to enrich the problem-solving and decision-making process.

Fostering an inclusive workplace within your department requires conscious effort and dedication. Remember, building an inclusive workplace is a continuous journey that requires ongoing commitment and active participation from all team members.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you foster inclusion in the workplace? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Foster An Inclusive …



Most people think of how diversity affects and benefits the team. Embracing diversity, equity, and inclusion (DEI) in a team is critical when fostering an inclusive and effective work environment. When we build diverse teams that value and leverage different perspectives, we drive better outcomes. The more homogenous the team is, the more “group think” you’ll potentially have—because the group has a similar thinking style. If you don’t have enough diversity, you’re more likely to be missing valuable perspectives. But when you have a diverse team, there will be perspectives that you may never have considered.

Not only does diversity (or lack thereof) affect the team, but that influence can be much further reaching and affect customer-facing products and services. How? By introducing biases (such as implicit/unconscious and conscious). If you have an unconscious bias, you’re more likely to make assumptions and assume that those assumptions are true when they’re not true. That bias can lead to marketing campaigns based on perceived customer preferences but reinforce existing biases and limit opportunities for your customers.

There are several biases that can influence how customer-facing products and services are designed, developed, marketed, and delivered, potentially resulting in unintended or unfair outcomes.

Types Of Biases


Cultural bias can lead to misunderstandings, miscommunications, or the exclusion of certain cultural groups. For example, if you’re meeting prospects, did you know that prolonged eye contact is a sign of disrespect in some cultures while people who don’t look into someone’s eyes are seen as being evasive in other cultures?

Language bias arises from differences in language, accents, or dialects. Language bias can impact communication, customer service, or product accessibility, leading to different treatment or exclusion of customers who don’t speak the primary language. For example, people who speak English have accents or pronounce certain words differently (especially regionally). How well does your voice response unit (VRU) interpret what is being said by your customers? If not very well, the customer could get frustrated if the VRU constantly misinterprets what they’re saying.

If you’re using technology to create or improve a business solution, make sure you understand the customers’ needs/wants including the associated data. Otherwise, you may inadvertently introduce data-related bias. There is a saying that data is not agnostic, so you need to know where the data comes from and what the limitations are. You’ve probably noticed that grocery stores (within the same grocery store chain) stock slightly different SKUs in different neighborhoods. If you don’t understand the targeted customers for each grocery store and properly analyze the data, you may have limited products leading to poor customer experiences.

Recognizing And Reducing Bias


Be conscious of your unconscious bias. When you’re aware of your unconscious biases and why you have them, it’s easier to notice when you’re acting on them.

So how do you recognize if there is bias? Start by examining the decision-making process for potential biases. Are there patterns of favoritism, or are certain groups consistently being overlooked? Are there patterns of differential treatment based on characteristics such as race, gender, age, religion, sexual orientation, or neurodiversity? Question the assumptions and consider alternative perspectives. Each person has a perspective based on specific knowledge which is shaped by our personality, background, and even our childhood. All of these things give us a unique and valuable perspective and make each of us different. Maximize different perspectives by having a diverse team.

Foster diversity, equity, and inclusion on your team and use it to their advantage. When you have a diverse team, there will be a much wider variety of perspectives. In addition, educate the team about different types of biases and raise awareness about unconscious bias and its potential impact on decision-making. When the collective team has a better understanding of what the various types of biases are, they have a better chance of recognizing and mitigating them when designing, developing, marketing, and delivering notable customer-facing products and services together.

For more information on the importance of a diverse team for notable customer-facing products and services, follow me on LinkedIn!

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Importance Of Diversity For Customer-Facing Products And …



Avis is one of the world's largest car rental providers, offering its customers control and personal touch during their car rental experience. Its convenient airport locations are the foundation of its business. If you've ever wanted to be an integral part of a company, working for Avis at its airport locations could be the perfect career for you.

Avis is dedicated to expanding on-demand mobility solutions and personalizing the customer experience. As a member of Avis's airport teams, you would play an important part in this mission as they handle everything from keeping the company's cars clean and well-maintained to making sure customers find the right vehicle and options for their needs.

Want to work for a company with an action-packed, high-energy workplace that values its employees? Avis might be the right company for you.

Here are three reasons to work for Avis at airports:

1. A Company Culture That Is Driven To Help You Be Your BEST


Avis understands the value its employees provide to the company through their talents, skills, and unique personalities. Its employees are the reason for its success, and that is reflected in the company culture.

Here are the four pillars of Avis's company culture that help you be your best at work:

Driven to be the best (together)

Avis provides an employee experience where you can be proud of your work, driven to be your best, and valued for who you are.

The will to win

Employees at Avis are motivated, so the company makes sure they feel they're in the driver's seat of their careers. If professional and personal development is your goal, Avis is a great fit because the company provides advancement opportunities and progression plans.

Development and progression

Due to advancement opportunities, progression plans, supportive managers, international opportunities, and a huge range of training, your professional and personal development will move a lot faster with Avis, resulting in a rewarding career journey.

Driver of future success

A big part of Avis's company culture is its mission to remove friction. At Avis, employees are encouraged to generate ideas that solve problems internally and externally for customers through state-of-the-art solutions.

2. A Focus On Diverse Hiring To Close Pay Gaps


Avis believes a diverse workforce means richer ideas and broader perspectives when considering the needs of its customers, stakeholders, and employees. Therefore, the company focuses on diverse hiring to close pay gaps and ensure the success of its business.

There are three key components of Avis's commitment to diversity, equity, and inclusion that help them attract and retain employees:

Recruitment

Avis makes sure that its recruiters have the skills necessary to understand and recruit diverse candidates. The company uses a partnership approach to send out roles to 600+ employment and diversity sites. It also proactively builds meaningful relationships with over 15,000 local diversity organizations.

Global Gender Pay Equity

To help guide the company and measure its progress toward its diverse workforce goals, Avis set a target of maintaining 100% gender pay equity at all levels of the organization by 2030. The company plans to accomplish this goal through "global compensation programs and policies to drive pay equity through standardized reward programs." Avis also uses global guidelines and standards to make compensation decisions for all new hires and promotions.

Employee Resource Groups (ERGs)

As an equal opportunity employer, Avis is proud to provide an inclusive workplace where employees can bring their whole selves to work. To ensure all employees feel valued for their uniqueness, recognized for their diverse talents, and have a voice, the company has created several ERGs. These ERGs advocate for equality and opportunities for advancement. They also help to "facilitate discussions around best practices and resources to promote more targeted cultural and racial understanding and diversity."

Other components of Avis's diversity, equity, and inclusion focus include its unconscious bias learning and awareness educational campaign and its commitment to supporting diverse suppliers.

3. A Variety Of Jobs In Airport Operations


One of the best reasons to work for Avis is for its variety of jobs. If you love everything you've heard about Avis so far, here is a list of some of the jobs in airport operations:

  • Mechanics & automotive technicians
  • Drivers
  • Shuttle bus drivers
  • Car cleaners
  • Rental sales associates
  • Rental store customer service representatives

Want To Work For Avis?


If you're interested in working for Avis, visit the company's careers page to learn more!

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3 Reasons To Work For Avis At …

Why Project Management Should Drive Your DEIB Strategy

DEIB programs are quite extensive and usually involve the entire organization. As such, companies can use project management teams to drive this initiative in an organized, consistent, and targeted way. The Challenges Of Implementing A DEIB Program Diversity, equity, inclusion, and belonging (DEIB) are definitely buzzwords that have been around for several years now. Companies have realized the many benefits […]

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Why Project Management Should Drive Your DEIB …