Catherine Mattice's Blog, page 9

3 Organizations that are Combating Technology-Facilitated Abuse

The reach of technology is astonishingly broad. It’s awesome how it brings us all closer, but when it’s not handled well, it can cause some serious problems too.

From monitoring phone conversations to tracking someone’s every move through GPS, access to emails, texts, and even altering messages in transit, technology can be quite invasive.

Moreover, technology can go as far as activating webcams on personal devices or turning on cell phone mics without the user knowing. The scale at which all this data is collected and sorted is massive.

 

Organizations that are Combating Technology-Facilitated Abuse

Taking a stand against the dark side of tech, these organizations are warriors fighting to stop technology from being used as a tool for abuse.

 

1) Commonwealth Bank of Australia 

CommBank is stepping up globally to tackle technology-related abuse by offering its advanced AI and machine learning tools for free to banks worldwide. This move comes as part of their commitment to combating technology-driven abuse, especially following research that reveals 1 in 4 Australian adults have faced financial abuse from their partners.

Their tech wizards developed these tools after noticing some customers using transaction descriptions to intimidate or harass others. With this smart system, CommBank can sift through transactions, spotting any unusual activity and flagging potential risks. This helps the bank investigate and take necessary actions in those cases.

This model is pretty sharp—it spots around 1,500 risky cases every year. It’s a solid step towards making banking safer and more secure for everyone.

 

2) Ditch the Label

Ever stumbled upon something really mean online that you think should be taken down? Or maybe you reported something on a social network but got no response?

A UK-based anti-bullying charity, Ditch the Label, works globally, providing support to young people affected by cyberbullying, offering online mentors, and conducting research to understand and prevent online abuse.

They have a team of trained mentors who work closely with senior moderation teams across leading social networks. You can report content to them from major platforms such as: TikTok, Instagram, Twitter, Facebook, YouTube, Tumblr, Google, and Snapchat. Chat with them, and they can zap the nastiest stuff off the internet within 48 hours. 

 

3) Without My Consent

Originally starting in 2011 as its own non-profit, Without My Consent aimed to fight against online privacy intrusions. Now, it’s a part of the Cyber Civil Rights Initiative, still keeping that same mission alive and strong.

This organization offers resources and legal support to individuals dealing with online privacy violations, including cyber exploitation and harassment. empowers victims of egregious online privacy violations to lead the fight against online harassment.

 

Technology-Facilitated Abuse in the Workplace

Technology has totally changed the way we work, right? It’s made things faster. Communication’s a breeze but it’s also given access to workplace abuse and harassment too. As an organization focused on fostering positive workplaces, our commitment remains resolute in advocating for workplaces that prioritize psychological safety and well-being. 

Organizations need to make sure their online spaces are inclusive and safe. HR and leadership are essential to enforcing policies and promoting a culture of respect and accountability, and to help with that, we specialize in assisting organizations dealing with cultures of harassment, discrimination and bullying build up their employee engagement, performance management, management effectiveness, and more.

We are passionate about reducing the pain we know thousands of people feel each and every day they are at work. Our genuine care for employee well-being drives our efforts to create healthier, safer work environments. Curious to know more? Check out our FAQs to learn about what we do.

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Five Essential Tips for Effective Workplace Communication

Effective communication is like the secret sauce that makes a workplace go from good to great. Whether you’re a team player or steering the ship as a leader, honing your communication skills is a game-changer. According to Grammarly, poor communication in the workplace leads to an annual cost of $1.2 trillion for U.S.

It’s not just about talking for the sake of it; it’s about building a culture where everyone feels heard and valued. When teams communicate well, ideas flow, problems get solved faster, and everyone works together seamlessly. It’s not just a skill; it’s the cornerstone of a positive and thriving workplace. So, let’s make communication the MVP of our professional journey, turning good workplaces into extraordinary ones, where collaboration and success become second nature.

 

Here are five key tips to sprinkle that magic sauce and enhance communication in your professional realm:

 

1. Active Listening:

Imagine a conversation as a dance – you wouldn’t just stand there waiting for your turn to twirl, right? The same goes for conversations. Actively listening means tuning in, not just hearing words. It’s about understanding, showing respect, and letting every voice be heard. Think of it as creating a vibe where everyone’s input is not just acknowledged but genuinely valued.

 

2. Clarity is Key:

Ever received an email that left you scratching your head? Avoid being the sender of those head-scratching messages. Keep it simple, ditch the jargon, and aim for clarity. Whether you’re talking or typing, using clear and straightforward language ensures everyone’s on the same page. No one likes a communication puzzle – let’s keep it crystal clear.

 

3. Foster Open Dialogue:

Picture this: a workplace where everyone feels like they’re sitting around a giant brainstorming table, freely sharing ideas, concerns, and feedback. That’s the power of fostering open dialogue. It’s not just about being heard; it’s about creating an environment where everyone feels comfortable contributing to the collective success of the team. Leaders, you’re the conductors of this symphony – set the tone by actively encouraging and appreciating input.

 

4. Choose the Right Communication Channels:

It’s like choosing the right tool for the job. Not all messages fit the same mold. Sometimes a face-to-face chat works wonders; other times, a well-crafted email or a nifty project management tool is the way to go. Consider your audience and the nature of your message when picking the channel. It’s not just about talking; it’s about choosing the most effective way to get your message across.

 

5. Consistent and Timely Updates:

Picture this scenario: a ship sailing smoothly because everyone on board knows where they’re headed. Regular communication about updates, project progress, and individual contributions is the compass that keeps everyone on course. Consistency builds trust, and timely updates prevent the dreaded fog of misinformation or uncertainty. Whether it’s a weekly team pow-wow or a quick email update, a regular rhythm of communication ensures everyone’s in the loop.

 

Sprinkle these five tips into your communication toolkit, and watch the workplace dynamics transform. From creating a culture of open dialogue to ensuring messages are as clear as day, effective communication sets the stage for a workplace that’s not just productive but downright awesome. Here’s to better communication and the positive ripple effect it brings to your professional environment!

In this episode of the Respectful Workplace Communication w/ Catherine Mattice, the critical role of effective workplace communication in fostering a healthy organizational culture was discussed.

 

 

Ever found yourself wishing for a workplace where communication flows seamlessly, fostering a positive and collaborative atmosphere? Explore our communication-centric training, and if you’re ready to take the leap, reach out to us today. Create a work environment that’s not just engaging but downright awesome.

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Craft a Thriving Culture for 2024 and Beyond!

The turn of the year often marks a time for personal resolutions, but what about resolutions for the workplace? According to Gallup, employee engagement in the U.S. saw its first annual decline in a decade — dropping from 36% of engaged employees in 2020 to 34% in 2021. How might a new culture shift impact this statistic?

Well, take a moment to assess your current organizational culture. How would you describe it in three words? Does it align with your company’s values and objectives? 

 

Key Elements of a Thriving Culture: 

Much like a garden nurtured with care, cultivating a culture that thrives requires deliberate attention to essential elements. These elements serve as the bedrock, fostering an environment where teams flourish, innovation sparks, and individuals feel empowered. 

 

Fostering Psychological Safety

Open and transparent communication channels are vital for a thriving workplace culture. However, it’s not just about having these channels; it’s crucial to create an environment where individuals feel psychologically safe to share their thoughts without fear of judgment or reprisal.

For your team members to contribute ideas freely, as a leader, it’s your responsibility to foster trust. Acknowledging what works and what doesn’t helps build that trust. By doing so, you’ll cultivate psychological safety within your team.

Organizations that prioritize psychological safety experience benefits such as increased creativity, enhanced team performance, and higher employee engagement.

 

Embracing Diversity and Inclusion

Diverse perspectives lead to innovation and better problem-solving, enriching the workplace environment. According to a study by McKinsey & Company, the most diverse companies outperform their less diverse peers by 36% in profitability. That’s because a diverse workforce bring different angles and ideas to the table.

The same research consistently shows that diverse perspectives lead to enhanced innovation, improved problem-solving, and a more enriching workplace environment.

 

Focusing on Employee Well-being

Supportive work environments that prioritize mental health and work-life balance result in more engaged and motivated teams. Studies by the World Health Organization (WHO) indicate that for every dollar spent on programs supporting mental health at work, there’s a fourfold return in better health and productivity.

A workplace that genuinely cares about its employees’ well-being sees the benefits firsthand: better performance and success. When people feel supported, they’re more engaged with the company’s goals, leading to stronger teamwork, lower turnover, and a brighter, more positive culture overall.

 

Steps Towards Change:

After diving into the essentials of a thriving work culture, you might be wondering how to make it all happen. But guess what? It’s more doable than you might imagine!

 

Assessment and Feedback

Gather insights from employees about the existing culture and areas for improvement. Our climate assessment seeks to understand your culture, not just the measure of engagement of your workforce.

We’ve had many clients whose engagement survey scores were great, but when we dig a bit deeper and ask about inclusivity, how much they trust their leaders, or how well they communicate, the scores point to much room for improvement. That’s why this assessment is so important—it helps you uncover the problems and gain clarity on what to focus on.

 

Develop Actionable Strategies

Develop specific, measurable steps to implement cultural shifts, keeping in mind long-term sustainability. After the assessment, we review the data to develop a clear and tangible action plan for change and engage in this process with the clients.

 

Implement the plan

Keep in mind that culture change happens through organizational change and behavior change and your plan will have several action items in both areas.

Often, our organizational change plans include things like:

Coaching abrasive leaders, helping them understand perceptions of them and why those perceptions exist.Revamping the performance management system to hold everyone accountable for embracing your organization’s core values and the evolving company culture, and making sure there’s ongoing feedback in place.Developing career mapping, succession planning programs, and professional growth opportunities, so your team members can clearly see their path forward in your organization.Creating an employer branding program and/or creating a formal onboarding program that includes orientation to the job and socialization (e.g., buddy system)Conflict mediation between individuals or departments

 

Our behavior change plans (i.e., training programs) often include topics such as:

Operationalizing core valuesCommunicating with civility and respectPerformance management trainingDiversity, equity and inclusion topics, including minimizing bias or being an upstanderWork-life balance,self-care and minimizing stressProactively creating a positive work environmentAnd more. We customized our topics based on your needs. 

 

As we step into a new year, the chance to revitalize your organizational culture emerges. However, it’s crucial to remember that crafting a positive culture is an ongoing journey, not just a single task. 

Now, here’s the big question: How will your organization dive into this transformative journey in the new year? Lucky for you, the answer lies with us! Stay connected, reach out, and our amazing team members will be there to steer you in the right direction!

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Happy Holidays from the Civility Partners Team!

As we approach the end of 2023, we can’t help but marvel at the journey we’ve embarked upon—a mosaic of challenges, successes, and shared experiences that have woven us together as a stronger, more resilient team.

As we gear up to bid farewell to this eventful year, we want to extend our holiday greetings to you and yours! Your trust in us has been the driving force behind our success and growth.

 

As you know (or if you don’t), we are an organizational development firm who works with clients to build positive work environments. Our services include executive coaching, corporate training, and large culture change projects. We help organizations with cultures of harassment, discrimination and bullying build up their employee engagement, performance management, management effectiveness, and more.

We were so busy this year that we went from a team of five to a team of fourteen! And, next year marks our 15th year in business. 

 

Our Services

Know what we do by taking a deeper dive into our services.

 

Climate Assessment

A climate assessment allows us to understand exactly what is happening in your organization so that we can work with you to fix it.

If there is something negatively affecting your employees, and in turn your business, we will figure it out.

Depending on your organization’s unique situation, we will ask questions around how people feel, what the root causes of conflict and dissension are, what the strengths and weakness of the organization are, and what they need to be happy and productive at work. We’ll have valuable information you can use to make a substantial impact on your organization.

Read more here. 

 

Coaching Abrasive Leaders

Our coaching is focused on helping the client understand their team’s perceptions of them and why those perceptions exist. Then we can work to develop strategies that will eliminate those negative perceptions.

Our coaching clients are usually high performers, extremely valuable to the organization, and highly intelligent. These are the very reasons the organization has allowed the behavior to continue. Our goal is to help the client be more effective than they already are by eliminating disruptive behavior.

Read more here. 

 

Culture Change Consulting

We use a step by step proprietary process developed over a decade of working with a variety of clients in an array of industries. Our program will help you reduce and even eliminate workplace bullying, discrimination and/or harassment, and more importantly, create a positive and inclusive workplace.

Read more here.

 

Training Programs

Culture change is a journey that takes time. We pride ourselves on developing custom training that fits your organization’s needs. We include custom scenarios applicable to your workforce and incorporate your organization’s vision, mission and core values to reinforce your company culture.

Read more here.

 

Keynote Speaking

Catherine is a subject matter expert in workplace bullying and has been researching, publishing, and speaking since 2005, when she began studying it in graduate school – due to her personal experience dealing with a bully. Her presentations are centered around creating a positive company culture and provide tangible strategies for attendees to implement in their workplace. 

Since every organization in every industry is driven by their employees, our message and mission are applicable across many fields. We have worked with universities, healthcare organizations, hotels, manufacturing centers, and many other industries to provide tangible tools for sustainable culture change. 

Read more here

 

Client Case Studies

While you’re at it, peek at our client case studies. They’re real stories about how we team up with our clients to make workplaces better. You’ll find out how we helped our clients in:

Coaching abrasive leaders in different industriesTurning disengaged workforce into an engaged oneTurning around a toxic and damaged workforce

And as a bonus, download our assessment, “Commitment to Building a Culture of Respect.” Based on your results, you will identify if you should get started on your plan for change. 

Wishing you and yours a joyous holiday season filled with warmth, laughter, and cherished moments.

 

Warm regards,

The Civility Partners Team

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HR’s Role in Addressing Workplace Bullying with Sensibility

Workplace bullying is a pervasive and widespread problem that encompasses harmful actions directed towards one or more employees. These actions could include saying hurtful things, scaring people, embarrassing them, or treating them badly in various ways. The effects of such behavior are undeniably tough, causing the victims to feel more stressed and anxious, less content with their job, and even affecting their physical and mental health.

This leads to lower productivity and a drop in employees’ motivation, ultimately impacting the overall performance of the organization. This issue is indeed a significant challenge that calls for proactive intervention and effective measures from HR departments.

Handling workplace bullying isn’t always straightforward. It’s not just a simple right or wrong thing. HR professionals should know that bullying can show up in many different ways and intensities, making it a complex and varied problem that needs a thoughtful and inclusive approach.

Workplace bullying isn’t just about the classic image of someone being harassed by a single, relentless tormentor. It can manifest in various ways:

 

Direct Bullying

This is when someone is openly mistreated or harassed by a colleague or supervisor. It’s the kind of bullying we often think of, with clear aggressors and victims. When one individual displays unkind behavior towards another, and this behavior is readily apparent to all observers. The targeted person is aware of the bullying as it transpires, and typically, the identity of the perpetrator is well-known.

 

Indirect Bullying

Sometimes, bullying is more subtle. It can involve exclusion, gossip, or undermining someone’s work. These actions may not be as overt, but they can still be deeply hurtful. This type of behavior may cause harm, humiliation, or distress, but it often occurs discreetly and may not be immediately recognized as bullying. The actions and words involved can be challenging to pinpoint, potentially carried out anonymously or subtly, and the person on the receiving end may not become aware of the bullying until some time after it has occurred

 

Cyberbullying

According to UNICEF, it is a kind of bullying with the use of digital technologies. It can take place on social media, messaging platforms, gaming platforms and mobile phones. It is repeated behaviour, aimed at scaring, angering or shaming those who are targeted. In the digital age, bullying has extended into the online realm. Employees can be harassed through emails, messages, or social media, which can be just as damaging as in-person harassment. 

 

Group Bullying

It’s not always a one-on-one situation. Group dynamics can lead to collective bullying, with multiple employees participating in or tolerating mistreatment.

 

Power Dynamics

Bullying can be exacerbated when there’s an imbalance of power. A supervisor bullying a subordinate is one common example, but lateral bullying (between peers) can be equally harmful.

 

HR’s Role in Addressing Workplace Bullying

HR departments play a critical role in preventing and addressing workplace bullying. To ensure HR processes are effective, they need to recognize the multi-faceted nature of bullying and implement strategies to address it comprehensively:

 

Clear Policies and Training

HR should have clear anti-bullying policies in place. It’s essential to provide training to all employees to help them understand what constitutes bullying and the consequences of such behavior.

 

Anonymous Reporting

Establish a safe and confidential mechanism for employees to report incidents of bullying. Anonymity can encourage those who fear retaliation to come forward.

 

Investigation and Resolution

When a report is made, HR should promptly investigate the matter. Ensure that investigations are fair, impartial, and thorough. Once the investigation is complete, take appropriate action to resolve the issue.

 

Support Systems

Offer support to both the victim and the accused. Bullying can harm not only the victim but the perpetrator as well. Consider providing counseling or mediation services.

 

Cultural Change

Work on creating a workplace culture where bullying is not tolerated. Promote open communication, empathy, and respect among employees.

 

Regular Monitoring

HR should consistently monitor the work environment to detect and address any signs of bullying before it escalates.

 

Encourage a healthy workplace culture

Workplace culture plays a role in the occurrence of bullying. HR should encourage a workplace culture that fosters kindness, mutual respect, and teamwork. Employers should model this behavior in order to set a good example, and promote a culture that welcomes diversity and inclusion.

Bullying is a complex issue that requires HR departments to be proactive in dealing with. It is crucial to understand that bullying is not always a binary issue and that HR processes need to be more expansive in the definition of what constitutes bullying. It takes the efforts of stakeholders at multiple locations within an organization to help create and maintain a positive, respectful, and inclusive culture. Through education, updated policies, employee feedback, and other measures that build support and camaraderie, HR professionals can continue to promote a workplace that prohibits bullying. Fostering a healthy workplace culture is the first step to making sure all employees are able to work in a safe and equitable environment.

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Nuggets from the Webinar: Intersectionality and Toxic Behavior

Our team recently organized a webinar on “When Intersectionality and Toxic Behavior Intersect: Managing Toxic Behavior as it Relates to Race, Sex, and Gender” with Catherine as a moderator and she brought a panel of experts together for this important event. 

There were lots of good nuggets here and we’re gonna share some to help you foster an inclusive and positive workplace culture.

 

When Intersectionality and Toxic Behavior Intersect

To begin with, Ashley highlighted the power of using one’s identity positively to shape societal impact. Stressing the importance of self-awareness, Ashley underscored that understanding intersectionality is pivotal for contributing meaningfully to others.

Next, Joey introduced the “AIR Framework,” drawing parallels between intersectionality and the air we breathe. He emphasized the critical actions of Acknowledging personal barriers, Informing others, and Responding appropriately to different treatments, advocating for proactive steps in navigating diverse experiences.

Justin celebrated the beauty found in intersectionality, urging individuals and leaders to embrace this friction as a catalyst for uniqueness and diversity.

Lastly, Stacey emphasized the necessity of specificity in identity discussions, urging a focus on individual stories rather than relying solely on labels to understand diversity.

 

Navigating Labels, Stories, and Constructive Feedback

The discussion expanded to address the intricacies of labels, narratives, and the pivotal role of leaders in fostering constructive feedback cultures. Justin emphasized the importance of engaging with individuals’ stories, while Stacey stressed authenticity in understanding personal journeys beyond mere labels.

Joey highlighted that “Feedback is a flashlight, not a spotlight”, emphasizing its role in fostering growth and psychological safety. This was echoed by Stacey, emphasizing the necessity of equipping leaders with the skills to deliver constructive feedback effectively.

 

Leaders Driving Change and Fostering Inclusivity

Shifting gears to organizational leadership, the conversation shed light on the crucial roles leaders play in instigating change. Joey stressed the need for evidence-based approaches and policy shifts to identify and fix toxic workplace cultures. Stacey echoed this, pushing for sustained strategies backed by evidence to effectively tackle toxicity.

As the discussion delved into feedback and leadership, it became a rallying call for leaders to foster inclusive spaces. The key, lies in leaders comprehending and leveraging intersectionality, nurturing environments that encourage open, constructive feedback, and prioritizing ongoing growth for all team members.

This conversation serves as a poignant reminder that effective leadership is essential for meaningful change. Remember, change takes time, patience, and a commitment to continuous learning and improvement. Let us embrace the journey towards a more inclusive future, where diversity is celebrated, and everyone has an equal opportunity to thrive.

 

Creating Positive Workplaces

We’ve got a bunch of resources that you can download for free to support building positive workplaces. This webinar was really eye-opening and insightful and we really hope you found it valuable, too! 

By integrating intersectionality into the fabric of the organization, acknowledging the multifaceted nature of individuals, and addressing their unique needs, a positive and inclusive workplace culture can be cultivated.If you’re keen to dive deeper, check out more of Civility Partners’ content. And hey, if you’re ready to take that next step, don’t hesitate to reach out!

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Mastering Strategic Moves in the Workplace

Sports have a unique ability to inspire, unite, and elevate individuals and communities. I am one of them. It’s not just something fun to watch; it inspires me beyond the competition. It’s not only a game; it’s like a language that touches my heart. Sports are where dreams come alive, like a canvas waiting for stories, and a stage where heroes rise. 

It all started when I was five. I watched my neighbors play something on a black and white puzzled board with some pieces that I didn’t recognize, well, except for one, which looked like a horse. My young mind couldn’t understand what was happening. I started to ask questions. I found out that the horse-like thing is technically called a “knight”… and the game was called Chess.

Chess, with its black-and-white board and pieces, became more than just a game. It became my favorite thing. I was addicted to it to the point that my whole world was revolving around it. From those early days of watching, I started playing too. I started winning too.

It wasn’t just something I did for fun; it became a big part of who I am. But then life hit me in the face and even though I had lots of wins and successes in chess, I stopped playing. Though I had never played Chess in a very long time, the lessons that I learned from this beautiful game lived with me forever.

Chess, with its complex strategies and tactical movements, extends beyond the board, offering valuable lessons that can be applied to various aspects of life, including the workplace.

 

Here are some key takeaways from the game of chess that can enhance our professional endeavors:

 

1. Strategic Planning:

Just like in chess, where you plan your moves ahead, at work, it’s like planning your tasks for the week. For example, setting priorities and making a to-do list can help you stay organized and focused on what’s important.

 

2. Decision-Making:

In chess, every move counts, and you have to decide the best one. Research indicates that people make about 35,000 decisions each day, from temporal  to critical ones. This number may sound ridiculous, but in fact, we make 226.7 decisions each day on just food alone according to researchers at Cornell University.

At work, deciding on important matters, like choosing the best approach for a project, is crucial for success.

 

3. Adaptability:

Sometimes in chess, you need to change your strategy based on what your opponent does. Similarly, at work, being adaptable means adjusting your plans when unexpected things happen. For instance, if a project takes an unexpected turn, being flexible allows you to find new solutions.

 

4. Team Collaboration:

Even though chess is usually played alone, players often learn from each other and share strategies. Similarly, teamwork involves brainstorming ideas with colleagues, sharing expertise, and collaborating for better outcomes. Research shows that about 75% of employees rate teamwork and collaboration as being very important.

 

5. Resilience:

In chess, you might lose a piece, but the game isn’t over. Similarly, at work, facing setbacks and learning from failures is part of the journey. So, iif a project doesn’t go as planned, learn from your experience and improve for the next time. It will teach you a very important lesson of bouncing back from setbacks! 

 

As we think about what chess teaches us, we see how these lessons can help us at work. Just like chess players plan and make smart moves, we can plan our work tasks and make good decisions to always foster an engaged workforce and a respectful workplace culture. And…. aside from cultivating a positive work environment, it also has serious ROI.  Just check out this infographic.

And as a bonus we’re offering Catherine’s LinkedIn Learning course, Driving Workplace Happiness for free, so share the link to anyone who can benefit from it! 

Bringing these lessons to work isn’t just about making yourself better but also helping your team and company succeed. 

Wishing you a week of strategic moves, continuous improvement, and victories on the chessboard of life! Checkmate the challenges and always aim to win! Keep an eye to our weekly newsletters for free resources in building positive workplace cultures. If you have questions, don’t hesitate to reach out and our team is more than happy to help!

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Crafting an Inclusive Workplace Culture

When you think of an inclusive workplace, what pops into your head first? Do you think about having different kinds of people working together, everyone getting along, or everyone having the same chances? How do you describe a workplace where everyone feels included?

Last week, we delved into a critical discussion during our webinar on ‘When Intersectionality and Toxic Behavior Intersect: Managing Toxic Behavior in Relation to Race, Sex, and Gender.’ We had a serious talk about how these issues can overlap, and how to handle them better. The goal was to understand and manage toxic behavior in a way that respects everyone’s background. 

In the workplace, it’s not just having different folks – it’s about making sure everyone feels happy and valued, like they really belong. One way to achieve this is by encouraging open conversations about our differences. By learning about each other’s backgrounds and unique qualities, we create a more understanding and supportive environment. This helps us appreciate the strengths that each team member brings to the table, fostering a sense of unity.

Research indicates that workplaces fostering a sense of belonging experience remarkable outcomes. These include a sixfold increase in the likelihood of generating innovative ideas and a twofold increase in achieving financial objectives. Moreover, employees who perceive the workplace as an environment where they can authentically express themselves exhibit a 42% decreased likelihood of contemplating a job change within a year. Essentially, a workplace characterized by heightened inclusion and contentment among its employees translates into superior business performance.

Leadership that Sets the Tone

The leaders in our workplace play a crucial role in shaping the atmosphere. Inclusive leadership means that those in charge actively involve everyone and make sure all voices are heard. When leaders prioritize inclusivity, it sets a positive example for the entire team. Employees feel more comfortable expressing their ideas, and collaboration becomes a natural part of the work culture. In essence, friendly bosses create a ripple effect, encouraging inclusivity at all levels of the organization.

Good leaders at work are like friendly guides who make everyone feel included and heard. They set a positive example by making sure everyone is part of the team. When leaders are friendly and inclusive, it encourages everyone in the organization to be the same. It’s like throwing a stone in water – the effect ripples out, making everyone feel comfortable sharing ideas and working together. But good leadership isn’t just about being friendly; it’s also about giving clear directions. Leaders who explain where the team is going and why create a roadmap that helps everyone understand their role. This makes the team work better together towards common goals. So, good leaders not only include everyone but also show the way forward in a simple and inspiring manner.

Let’s talk about some simple ways to make this happen!Learning and Tolerating Each Other’s Differences

Start by helping everyone understand each other better. We can do this by having chats and learning about different backgrounds. This helps us see the cool things each person brings to the team.

 

Inclusive Bosses Lead the Way

The people in charge (bosses and leaders) need to be good at including everyone. This means they listen to everyone’s ideas and make sure everyone feels like they belong. When leaders are good at this, everyone else follows their lead.

 

Groups Where Everyone Fits

Making groups where people with similar interests can hang out is a great idea. These groups can be about anything – like hobbies or where you come from. It’s a cool way to make friends at work!

 

Rules That Treat Everyone Fair

Making sure the rules at work treat everyone the same is really important. This includes things like hiring and promotions. We want to make sure everyone has a fair shot at doing well.

 

Making Everyone Feel Like Family

Lastly, we want work to feel like a big family. We do fun things together, celebrate each other’s successes, and support each other when things get tough. This helps us feel connected and happy at work.

Making a workplace where everyone feels good is something we all need to work on. By learning about each other, having leaders who include everyone, joining cool groups, having fair rules, and making work feel like a big family, we can create a workplace where everyone belongs. And when everyone feels welcome, we all do better!

We Walk the Talk

Here at Civility Partners, we don’t just talk about inclusivity – we live it. In our workplace, practicing and promoting inclusivity are a fundamental part of our culture. We actively embrace diversity, value every team member’s unique contributions, and work towards creating an environment where everyone feels respected, heard, and truly included. It’s not just a concept for us; it’s a daily commitment to fostering a workplace that celebrates the strength found in our differences.

Ever wondered how you can transform your workplace into a more inclusive and welcoming environment? Visit our website now. We offer comprehensive training programs to equip you with the skills and knowledge needed for a positive workplace transformation. Let’s build a workplace where everyone feels welcome, diverse, and included – a culture that benefits us all!

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Creating an Inclusive Holiday Celebration at Work

The holiday season is a time for celebration, joy, and togetherness. In a diverse workplace (like ours), it’s super important that celebrations embrace everyone, making sure it’s all-inclusive and respectful. We want everyone to feel that warmth and joy without leaving anyone out! 

So, I’ve been working on this virtual holiday party program at Civility Partners, and our CEO, Catherine, was spot on in reminding me to call it a “holiday” party rather than a “Christmas” one, which totally makes sense since not everyone celebrates Christmas, right? And our COO, Rebecca, also made a great point about being inclusive in our activities. I’m really lucky to work with leaders who genuinely care about everyone and go the extra mile for our inclusivity efforts.

 

Inclusive Holiday Celebration at Work

So I came up with a few ideas brewing on how to create an inclusive holiday celebration at work.

 

Collect Employee Feedback

Making decisions needs solid data to prioritize efforts and set the stage for future success. That’s why checking in with your team, whether it’s regularly or during their onboarding, can give you invaluable insights into what they need and want.

One way to start is by asking a question like, “How comfortable do you feel expressing yourself at work?” Unfortunately, not everyone feels they can be their true selves or freely voice their thoughts at work. A Gallup survey found that only three in 10 employees strongly feels their opinions really count at work.

 

Establish a System of Training

Establish your system of training all year round. Relying on a single standalone training program is not sufficient to create meaningful change in company culture. We all know this instinctively, but in practice, many companies continue to do a little training here and there and hope it makes a difference. 

Our experience working with organizations of all sizes, from international corporations with thousands of employees to small consulting firms, has shown that embracing a system of training as a central part of company culture is what brings about positive change and creates a desirable work environment. 

Part of that means offering DEIB, intercultural communication, bystander to upstander, psychological safety training and more. These sessions aren’t just about ticking a box; they’re about educating your team on cultural awareness and sensitivity. Check out our most popular training programs here.

 

Add Global Holidays to your Company Calendar 

Having a roadmap of major holidays and festivities throughout the year is a fantastic way to keep your team in sync. Many organizations use interfaith calendars to keep track of significant dates. Here are some key holidays to remember during the holiday season:

December 7-15: Hanukkah (Jewish)December 8: Bodhi Day (Buddhist)December 16-24: Posadas Navidenas (Hispanic Christian)December 23-January 1: Yule (Pagan and Wiccan)December 25: Christmas (Christian)

Floating holiday options can be a great way for each team member to observe their most significant celebrations. It’s crucial that during these times, managers and coworkers respect their colleagues’ time away from work. 

 

Opt for Inclusive Decorations and Activities

When it comes to decorating the workplace or planning holiday activities, inclusivity is key. Choosing symbols and themes that embrace a variety of celebrations helps create an environment where everyone feels included and respected.

One approach is to opt for neutral decorations, like winter-themed décor. Snowflakes, winter landscapes, or seasonal greenery can add a festive touch without tying to a specific holiday.

Another great idea is to incorporate a range of cultural symbols that represent the diversity within your team. This could involve displaying decorations or symbols from various traditions and celebrations, celebrating the richness of different cultures and backgrounds.

 

Respect Individual Choices

Respecting individual choices during holiday-related activities is crucial. Not everyone may want to take part in these celebrations due to personal beliefs, preferences, or various reasons. Making sure participation is entirely voluntary and never mandatory is key to creating an inclusive environment where everyone feels comfortable.

Additionally, being mindful about alcohol in the context of gift exchanges or parties is important. Some individuals may choose not to drink for personal or cultural reasons. Establishing guidelines regarding the serving of alcohol at employee gatherings is a thoughtful step. 

 

Closing Thoughts

Building an inclusive holiday celebration at work isn’t just about tinsel and lights; it’s about weaving a tapestry of respect, understanding, and appreciation for everyone on the team. 

Catherine’s LinkedIn Learning course on Managing Diversity is a goldmine. It’ll help you craft a solid plan to champion diversity and inclusion at work.

As we wrap up our plans for this year’s festivities, remember that inclusivity isn’t a one-time event—it’s a commitment that transforms workplace culture into a warm and welcoming space for all, not just during the holidays but all year round. 

Happy Holidays!

The post Creating an Inclusive Holiday Celebration at Work appeared first on Civility Partners.

Songs Celebrating Diversity in the Workplace

In the modern world, workplaces are evolving into diverse ecosystems where individuals from various backgrounds come together to collaborate, innovate, and achieve common goals. Music, as a reflection of society, resonates with the changing dynamics of the workplace, and several modern songs celebrate diversity, inclusivity, and the strength that comes from embracing differences. 

Here is a list of songs that serve as anthems for fostering diversity in the workplace.

 

“Happy” by Pharrell Williams

Remember when this jam had everyone doing the happy dance? Well, it’s not just about foot-tapping beats; it’s a reminder that a workplace with a mix of folks is a happy and happening one. The song celebrates happiness in all its forms and serves as a reminder that a diverse and inclusive workplace is a joyful and productive one.

 

“Brave” by Sara Bareilles

Ever felt the need to speak your mind but hesitated? “Brave” is the anthem for those moments. It’s like a pep talk in a song, nudging us to be ourselves at work and encouraging an atmosphere where everyone’s voice matters.

 

“Rise Up” by Andra Day

Andra’s soulful voice singing “Rise Up” is like a shot of inspiration. In the workplace, the song can symbolize the strength that comes from a diverse team facing challenges together, rising above adversity and creating a harmonious work environment.

 

“Fight Song” by Rachel Platten

Sometimes we all need that push to stand up for what’s right. “Fight Song” is that anthem for workplace warriors, urging us to champion diversity and create a culture where everyone feels like a hero.

 

“Wavin’ Flag” by K’naan

Remember this one from the World Cup? It’s not just about waving flags; it’s a celebration of unity. In the workplace, it’s a reminder that our diversity is like a team of superheroes coming together to achieve greatness.

 

“The Middle” by Jimmy Eat World

This rock anthem isn’t just about catchy riffs; it’s a reminder to appreciate each person’s unique contribution. In the workplace, it’s like a high-five to diversity, creating a vibe where differences aren’t just okay – they’re awesome!

 

“This Is Me” by Keala Settle (from The Greatest Showman)

This powerhouse ballad is all about embracing who you are. At work, it’s a call to celebrate authenticity and create an environment where everyone can shine as their true selves.

 

Picture this: your office buzzing with the sounds of laughter, collaboration, and the beats of modern anthems celebrating diversity. In the rhythm of these tunes, the diverse tapestry of your team weaves together seamlessly.

As workplaces evolve, music becomes the pulse that syncs hearts, fostering an environment where each individual’s unique melody adds to the collective symphony. These modern anthems not only empower individuals but also serve as daily reminders that our differences are not just accepted but embraced. By infusing these songs into the fabric of your workplace, you’re not just creating a playlist; you’re crafting a sonic experience that resonates with unity, inclusivity, and the undeniable strength that comes from embracing the diverse notes that make up your harmonious workplace tune. So, let the music play, and let the diverse rhythms of your team create a workplace melody that everyone wants to dance to.

 

Feeling inspired by the beats of workplace diversity in our blog? We don’t just write about it – we design company cultures that bring these harmonies to life. Reach out to us, and let’s embark on a journey to build a positive and respectful work culture for your team. Take the next step towards a workplace where everyone feels seen, heard, and valued.

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