In this interconnected and diverse world, we all need to work effectively with people who are different to us, whatever that difference may be. Ultimately this capability leads to better outcomes for the individual and the organisation, fostering an environment which enables collaboration, innovation and success.
Cultural capability is the capacity to work effectively with anyone regardless of their perspective, culture, personality, religion, disability or background. These behaviours can be developed and enhanced through concerted effort, coaching and training. However, to make this change sustainable there is a need for the individual to gain insight about their natural capacity, and for effective practitioners to help support that change.
This capacity is comprised of six inclusive behaviours that we can enhance through concerted effort and motivation. There are six core inclusive behaviours. Each of these have value when working with others and are directly related to our model for facilitating an inclusive climate, which enables organisations to appreciate, build and champion fairness, equity and inclusion:
Summary of the session
During the session attendees will learn about the following:
• A look at the differentiation between diversity and inclusion
• The importance of inclusion and the research evidence showing that it has business benefits including increased profitability, productivity, and innovation.
• Attendees will learn about the six core inclusive behaviours, why they are important and some strategies around how they can be developed
• Attendees will have the opportunity to sign up to complete the questionnaire themselves and receive a complementary developmental report
Description of the session:
• The session will start with a brief introduction, what the focus of the session will be and how it will be useful. Importance of diversity and inclusion: The evidence regarding the importance of diversity and inclusion will be communicated via evidence including, better innovation (Bersin, 2018), better financial results (Wall Street Journal) and better hiring (Glassdoor).
• Interactive component 1: Delegates will be asked to form pairs or trios to share the following questions:
• What is the difference between Diversity and Inclusion?
• Why is diversity and inclusion important?
• What sorts of behaviours make someone inclusive?
• The inclusive behaviours: The six inclusive behaviours will be detailed, why they are important and strategies on how they ca be developed.
• Interactive component 2: Delegates will be asked to form pairs or trios to share the following questions:
• What inclusive behaviour do they find most useful?
• What behaviour do they want to develop further?
• The ABC model of inclusion: The final section of the presentation will provide a brief description of the allyship model of inclusion. This model highlights what employees can personally do to actively facilitate and support an inclusive climate, and the three stages (appreciation, building and championing change) to help achieve this.