Team Connectivity
In This Section
10 Actions You Can Take
Section 3.0: Make a Difference Through Actions
Starting the Conversation
Section 5.0: When and Where Should You Start?
Section 3.0: Make a Difference Through Actions
7. Start a conversation with one of your colleagues about what you’ve learned from others and how you’re bringing inclusion into your everyday practice.
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Try to reach out to someone who hasn’t yet participated in these conversations
8. Find out if your organization has created networks or safe spaces for discussion (for example, employee resource groups) on how to make sure everyone feels welcome and respected.
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If it has, become a member! Also, ask if those discussions inform how your organization improves the way it makes sure people feel welcome and respected
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If it hasn’t, suggest to your organization that it could be important to have those opportunities for discussion and learning how to make the workplace better for everyone
Small vs. Large Organization Consideration
9. Pay attention – do you feel that everyone is being held to the same standards at work and being treated fairly?
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If the answer is “no”, are you pointing it out and speaking up to make sure people are held to the same standards?
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If the answer is “yes”, are you participating in building that safe workplace?
10. Share this document with your colleagues to continue the conversation!
5.0 When & Where Should You Start? The Six C’s
Stage
1. Commitment
2. Communication
3. Conversation
4. Co-Creation
5. Continuous Feedback
Definition
Make a commitment to courageous EDI goals that will transform your organization and are embedded in your business strategy.
Share your commitments with your employees, customers, and other stakeholders to encourage transparency and build trust.
Start the conversation to create a welcoming and safe atmosphere for employees.
Work with employees from identified priority groups to ensure EDI commitments are tangible and resonate.
Create a structure to receive continuous feedback to ensure your EDI commitments lead to maximum impact and minimal harm.
What does this look like?
Set your EDI goals and map them against your 5- to 10-year business strategies with clearly defined metrics for success.
Showcase these goals through varying channels such as employee newsletters, company intranet site, external website, and social media platforms.
Refer to the Four B’s of How to Start the Conversation (Return to “4.0 How Do You Start the Conversation?”).
Co-create solutions with established Employee Resource Groups (ERGs) such as the Black Professionals Network and existing Employee Equity and Diversity Councils.
An anonymous employee feedback survey and regular touchpoints with employees through focus groups and in-person dialogue.
6. Caring
Each component of this journey requires intention, care, and humility.
Scenario Checkpoint 2
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