Facing the multi-talent pool and the market, how should enterprises create a more equal and inclusive workplace environment? The American Catalyst offers MARC training courses to help people eliminate unconscious biases in the workplace and create an inclusive environment. Women fans for you to sort out 8+6 a daily workplace practice, the promotion of workplace affirmative action you and I can start!

Last Wednesday (11/7), a woman fan CFGX Dell held a lecture on technology and gender talks. Kefetew Selassie, managing director of Dell Taiwan R & amp; D Center and vice President of computer R & amp; d, Chi Jingfang Sabina, Dell Greater China finance Director, Wu Yunji Sharon, development director of the Client Product Solutions division, shares how Dell makes D&i diversity& Inclusion the DNA of the business, achieving multiple communion in the workplace.

Share with you the three highlights of the day of the event:

  • D&i is able to create a sense of belonging, which in turn creates trust, and the enterprise must itself be a catalyst for change
  • In the face of talent, market diversification, enterprises must have a corresponding strategy, so d&i is not a choice, is the driving force
  • Promoting affirmative action in the workplace must begin with the elimination of unconscious prejudices

In order to take on the market and recruit more people, Dell CEO Micheal Dell joined the Catalyst, an organization that assists companies in promoting D&i, providing MARC men advocating Real-changed training courses, Helping people eliminate unconscious biases in the workplace and embracing individual diversity, Micheal Dell is also the first tech CEO to join a catalyst. (Recommended reading:d&i How to push? See how Twitter can be a community that embraces multiple voices )

In its lecture, Kef mentioned that MARC offers many leaders, employees who can immediately practice D&i's strategy, and then women's fans will organize the MARC course, the methods mentioned to eliminate unconscious bias, and how to increase workplace inclusiveness:

6 ways to eliminate unconscious bias

Unconscious bias, which refers to the decisions and actions we make, is influenced by a person's gender, race, sexual orientation, religion, etc., such as the belief that a woman will eventually return to her family, so she is not given a job offer. So how do we eliminate such prejudices?

  • Questioning the hypothesis (Question your assumption): Ask yourself why you think so, and assume other circumstances, such as changing the participants in the event from a woman to a man and a mother to a single woman. If the event participants are different, is your way of thinking different?
  • Analyze Ideas (Analyze): Ask yourself if your current ideas are consistent with your own values with your business organization, and if not, try to change them.
  • Try to take a risk (take a risk): Get yourself out of the comfort zone and find someone who is willing to help you take risks and make them work, such as your supervisor, mentor, and sponsor.
  • Break the default disrupt: Find out what might be biased and break the default, such as joining the company's employee Resources team (ERG) to find allies, or proactively facilitate communication between different communities and create links to each other.
  • Say your opinion (Speak out): Find a way to make you comfortable discussing topics, such as private conversations with mentors, anonymous questionnaire feedback from employees, and discussions at ERG meetings. You can also share your experiences and opinions with others, find common points, and start a conversation where you can find a solution.
  • Insist on position and accountability (holder yourself and others accountable): reflect and learn from your own actions and experiences. When you see that other people are also unconscious and biased, you can politely interrupt, point out problems, and provide constructive methods.

To sum up, there are three golden codes for eliminating unconscious biases:

  1. What you do to yourself, what you do to others
  2. You don't want to do it to yourself, and don't do it to others.
  3. Treat him the way others want them to.

Picture | Source

8 exercises to increase inclusiveness in the workplace

According to the Catalyst study, the more employees feel inclusive, the more they will have a sense of purpose to help other team members achieve their work goals. And the catalyst believes that no matter what ethnic group, regardless of rank, we have the responsibility and the right to make the workplace more inclusive, so they summed up 8 small exercises, so that you can practice in your daily life as a member of the team: (Recommended reading:Google detonates the gender debate: female engineers are less natural, Not sexist? )

  • Consciously look for people who might think the opposite of you and ask for their opinions.
  • Don't assume that people who work differently from you and spend less time than you are slacking off, or maybe they work in a smarter way.
  • Respect everyone's form of work and proactively ask them about their priorities and deliverables.
  • Different objects communicate in different ways, such as when you are ready to discuss work with people with more introverted personalities, and you can show them the data in advance so that they have more time to complete ideas.
  • When you're looking for someone's advice, think first: Who do you listen to less? Why don't you ask the other guy?
  • When you send a job message to a colleague during off-duty hours, remember to let others know why. Maybe you're used to working at night, but not on behalf of anyone else you have to reply to you during off-duty hours.
  • When organizing any activity, make sure that the team composition is large enough. If not, take the opportunity to let the voices of others be heard!
  • Question each hypothesis: don't acquiesce to anything, ask questions! Work together to build a workplace full of curiosity.

The above 6+8 exercises, are we can practice in our daily life! The catalyst also organizes a lot of open source data on the website, which can be read further if you are interested. At the same time, if you are interested in D&i, you are welcome to subscribe to the women's fan d&i strategy, to provide you with a weekly trend of knowledge!