Dr. B's Blog

Organizations with sound diversity and inclusion strategies frequently experience higher rates of creativity, are able to hire and retain the best and brightest talent and make product development a priority in order to stay competitive.

Yet for years — and in some circles today — the word diversity has been associated with controversial, even negatively viewed practices, such as affirmative action, the Equal Employment Opportunity Commission, artificial quotas, and listed as the cause of unqualified people “getting in.” These arguments are rooted in our personal values, beliefs and tribalism.

Inclusion — a state or condition where differences are accepted, valued and respected — is often thought of in a more positive light despite creating many of the same effects. Employees in inclusive work environments often perform at higher levels, commit to staying longer with the organization, and are more creative and more engaged than those working in more exclusive environments. Like a safe and healthy planet that is free of toxic waste, we need safe and healthy organizations that are free of toxic attitudes and destructive behaviors.

Read the rest of the article by clicking here:  Clean up your toxic workplace.

Are you working in a toxic workplace? What do you believe should be done to “cleanup” your workplace?

Dr. B

When attempting to understand how inclusion helps all of us, it is important to remember, not only do we live up to people’s expectations . . . we live down to them too. If we do not expect much of others, we won’t get much from them. It matters less what the message is I think I send. What matters most is the message received. So whether we believe we can or cannot build an organization of inclusiveness, commitment, and engaging diversity . . . either way we are correct.

The messages we send are most often grounded in our personal belief and value systems. Our beliefs tend to control just about everything about our behaviors. Sometimes we are blinded by our own beliefs and values to the exclusion of seeing new paths that would light our way.

There is a story told (author unknown) of a man who was looking for his keys. He was looking for them under the bright street light. His neighbors saw him and came out to help him find his keys. Finally one neighbor asked him where he lost his keys. The man said, “Inside my house.” Stunned, the neighbor asked, “Then why are you looking for them out here?” The man said, “Because there is more light out here.”

Now, we may laugh at this silly man who was blinded by his beliefs, but how many of us are equally blinded by beliefs about others that are just as silly . . . just as negative . . . and just as useless? If we are not being a part of the solution, we are part of the problem. Are you part of your team’s problem?

What do you think?

Dr. B