Diversity & Inclusion Training

As June is Pride Month - we thought the colours are fitting for the topic we are discussing today - Diversity and Inclusion, and the impact Managers and Leaders play towards SanMar Canada's Vision. Diversity covers a wide range of identifying characteristics. They can include: Cultural Faith based Language-based LGBTQ+ (Lesbian, Gay, Bisexual, Trans and, Queer and other gender minorities People with disabilities Special needs parents Gender All examples but not an exhaustive list.

Diversity is like being asked to the party. Inclusion is being asked to dance.

- Belonging at work is a feeling of community with the people and environments that connect us. - Psychological safety is what makes us feel like we belong. It provides a safe environment where you can raise issues without fear. - It allows for vulnerability with others and openly be true to yourself and in turn helps you connect with others. - This safety is what creates the most high-performing teams, where co-workers work together to grow, learn and innovate..

- Benefits of a diverse and inclusive company are tangible. - Teams with diverse members, work styles, life experiences, backgrounds and perspectives lead to innovation and higher levels of productivity.

Human Resources can create and implement policies as a framework. However, a diverse and inclusive workforce starts and ends with managers and members of the leadership team. It is up to the managers to take what they learn here today and practice it in their every day decision making and interactions..

What is Unconscious bias? is a subconscious preference or stereotype that people have about others based on their group identity such as race, gender, or sexual orientation. These biases are outside of conscious awareness and control that impact and influence key decisions you as managers make daily. What are areas can unconscious bias impact you as a leader? It influences how you hire, promote, evaluate, ability to cooperate with others How do we recognize unconscious bias? Truth be told, unsconscious bias cannot be eliminated completely. Harvard Implicit Bias Test - what is it? Harvard provided testing on many areas of potential bias to self identify potential risks of unconscious bias as a leader.

- Six signature traits have been identified as key areas that define and contribute to a successful inclusive leader. - We will take a very brief dive into all six which includes tips on how to action and utilize each trait. 1. Cultural Intelligence 2. Collaboration 3. Curiosity 4. Courage 5. Commitment 6. Cognizance - Cultural Intelligence Simply put - it is the ability to relate to others and interact effectively across cultures. Participate in active learning: - Take an active interest in learning about other cultures. Look for those opportunities to experience other cultures. -Go into those situations with zero expectations and let go of all preconceived notions. - Something as small as the shows you watch. TV can be a source of that information through watching shows that you wouldn't normally watch. - Consider reading and finding content online that can help you expand your understanding Willingness to adapt: - Be open to different ways of doing things. Understand that people from different cultural backgrounds may have different ways of approaching problem-solving and decision-making. That doesn't make it right or wrong – just different. - Show a willingness to adapt by being open to a new perspective on a familiar process, interaction or decision to be made. - You may find that the different way is in fact, a better way, or that a combination of different ways can lead to unknown solutions.

Collaboration is about how individuals work collectively to problem solve and work together to provide solutions. - Collaboration among people that are the same background tends to be easier and more comfortable. - Collaboration may be more difficult and uncomfortable when the people come from different lived experiences. - Inclusive leadership is about creating a welcoming space where collaboration can take place, even when it is not easy. Create and allow space for difference: - In situations where you have team members from diverse backgrounds – ensure that you are giving them the opportunity to have a voice in discussions and decisions. - Give people the opportunity to speak and explicitly call on people to share their thoughts. - If you see someone is not actively sharing, understand that their reason for not sharing is likely not a lack of interest. It may be cultural, or they may be an introvert. - Afterwards, discuss the situation with them and ensure you are creating space where they can speak if they choose to. Empower people: - Ensure that you empower your people to address challenging situations themselves, and don't feel the need to step into everything. - When someone comes to you asking about how to deal with a situation, turn it around: ask them how they would deal with it, provide some coaching. Seek out diversity: - If you are recruiting, bring together a group of people that takes you out of your comfort zone. - Involve people that not only have personal characteristic diversity, but also diversity of thought. -From the outset, discuss the diversity in the group, and how people work best. Ensure that there are no in-groups or out-groups. There is just one group. - Keep a watchful eye on how things are progressing and if you anticipate a situation arising, take appropriate action to address the team conflict when it occurs..

Curiosity: - A very important aspect of diversity and inclusion. Curiosity is having the ability and drive to find out what you may not know. - It involves gaining insights which may normally remain hidden. - It is important to actively seek the perspectives of others – particularly from those that aren't usually part of your circle of influence. - Ask for their thoughts and withhold your immediate reaction – no idea is a bad idea; some are just more actionable than others Change Perspectives - Be willing to see things from another person's perspective. - It doesn't discount your perspective to be willing to see a situation from another point of view..

Courage: - Courage is required to challenge the status quo and promote diversity and inclusion. Reflect: - We all have bias and knowing about your own biases is critically important for an inclusive leader. Reflect on your unconscious bias and continue to work to understand how it impacts you in your role and team Be open and honest: - Be willing to admit when you're wrong and when you don't have all the answers. - Share your own stories which helps to foster transparency, candor and empathy. Speak Up: - Don't be a passive bystander. - When intolerant language is being used, speak up and stand up for your team. Empathize: - It's important to empathize with people Be humble: - The most important aspect of courage is the ability to acknowledge your mistakes; apologize and move forward. - Admitting you don't know everything and that you may not know what to do is demonstrating humility..

Commitment: - Commitment is a key trait that an Inclusive leader must possess to be successful. - Without being committed to inclusion and diversity, organizations are bound to come up against significant barriers and challenges to compete in a globalized market. - The most important reason to be committed, is that leaders were able to view inclusion and diversity as personally aligning with their own views. Remain committed: - Make support resources available for those impacted by discriminatory or aggressive behaviour. - HR policies, Employee Assistance Program Be visible: - Check-in with your team, They don't need to be long, and 5-10 minutes works perfectly. - This allows them to see, feel and hear that they have access to you. - During those check-ins, ask if they need anything. It is the small assists that make a huge impact. Be available: - Connect with people outside of your team, particularly people you don't know..

Cognizance: - To be aware of one's own bias requires: A strong level of self-reflection, self-regulation and honesty - Cognizance of bias allows inclusive leaders to make decisions that are both in their own best interest and others. Do some self-examination: - We all have biases and knowing about your own biases is critically important for an inclusive leader - To help identify those biases and start to think of ways you can move those biases from the unconscious to the conscious. Seek feedback: - Seek feedback from individuals outside of your "in-group" (the people you are closest to), to obtain a new & unique perspective - Innovation and creativity come from looking for different perspectives..

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