{"id":30874,"date":"2024-10-04T13:57:20","date_gmt":"2024-10-04T11:57:20","guid":{"rendered":"https:\/\/benelux.vps.buzztestserver.co.uk\/en\/?post_type=resources&p=30874"},"modified":"2024-11-20T09:37:24","modified_gmt":"2024-11-20T08:37:24","slug":"we-need-to-build-a-culture-of-inclusion-where-everyone-feels-valued-and-creativity-thrives","status":"publish","type":"resources","link":"https:\/\/benelux.vps.buzztestserver.co.uk\/en\/resources\/we-need-to-build-a-culture-of-inclusion-where-everyone-feels-valued-and-creativity-thrives\/","title":{"rendered":"We need to build a culture of inclusion where everyone feels valued, and creativity thrives."},"content":{"rendered":"\n
\"Inclusive<\/figure>
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\u201cInclusion<\/a><\/em>\u201d is a word that\u2019s used so often today that it\u2019s easy to overlook the meaning. In simple terms, it means making sure everyone feels \u201cincluded\u201d and not left out. That means they feel like they\u2019re a valuable member of the team where it\u2019s safe to share their thoughts and ideas. They have a voice, and the environment allows them to use that voice to contribute. It doesn\u2019t mean everyone will necessarily agree with them, but they\u2019re respected, and their ideas are not dismissed.<\/p>\n

People make assumptions about others without conscious thought. That\u2019s called unconscious bias<\/em><\/a> and refers to our tendency to decide things about people based on things like age, race, gender, etc. For example, someone might assume that an older employee isn\u2019t good at technology or has dated ideas, or that a quieter person doesn\u2019t have anything of value to share.<\/p>\n

For a manager to build a culture of inclusion<\/em><\/a>, they need to become conscious of how easily bias takes place, then take proactive steps to bring that understanding into the workplace. Consider these suggestions:<\/p>\n

Take advantage of FranklinCovey books and courses that speak directly to these issues, such as: <\/strong><\/p>\n