I recognize the importance of creating a safe and inclusive space where everyone feels valued and heard. I actively seek opportunities to learn from them, appreciating their unique perspectives and contributions. By promoting open dialogue and respecting different viewpoints, I foster an environment that encourages collaboration and mutual understanding. I firmly believe that diverse perspectives and experiences enrich our understanding and foster innovation. To work effectively with individuals from varied backgrounds, one should prioritize active listening, empathy, and open-mindedness.

It is about attentive listening. Let people feel safe to talk about themselves. Ask probing questions to encourage them to talk about themselves and provide further details of what they say.

Have you ever taken a moment to reflect on your identity? Stemming from 'idem' (Latin for "the same"), identity uniquely combines consistency and change. Bauman notes identity surfaces when threatened, demanding assertion. It's not static but dynamic, shaped by individual and group interactions, as Jenkins highlights. Beware of essentialism, which oversimplifies group identities, ignoring their multifaceted nature. The Diversity Wheel at Johns Hopkins illustrates this: core internal dimensions, external ones evolve. A practical activity to explore this concept is Social Identity Mapping. Plot your identities based on: – Extent to which identity is given/chosen (X-axis) – Extent to which the identity is relevant at work/home (Y-axis)

Intersectionality is the concept that applies here. You are not just one diversity characteristic, you are not just a woman. The only answer to the question 'who are you' can be a story. Start there.

Getting to know people who are different from us starts with real curiosity. Let's make it normal to have these conversations, not just when there's chaos in the world. And hey, if you mess up, own it and apologize sincerely – it's all part of learning. Remember, it's more about understanding others than just sticking to your own views. By actively listening to diverse stories and experiences, we get past our preconceptions. This helps us appreciate the wonderful variety of life and find those human connections that bring us all together.

I think it is very important to recognise the diversity of people in terms of their personalities and based on that one should strategize their interactions. For example, you have someone who is an introvert in your team and during a team meeting he/she does not speak much, it might be a good idea to specially make space to ask his/her views. Valuing everyone's opinion is critical to inclusion. And more important be open to a diverse view than yours

Listen to understand, not to interject and learn deeply about your own biases. Spending time with people whoa re "other" to you establishes human connection and our brain will struggle to hold onto old negative biases when we humanize relationships..

Notice notice and then notice some more Drop the judgement and open up the curiosity Be a better listener Work on your biases Listen and then listen more deeply

Ask about their name, how to pronounce it, if it has a meaning and why the parents chose it. A name open up a world of possibilities to know more about the person in front of you

A critical step to recognize our biases and assumptions is to take time to reflect on our habits, our thoughts when we interact with people who are different from us and those things that make us uncomfortable. This will help us spot our biases. As we reflect, it is important to then consider what we can do differently in these situations.

Some tips I use to come to terms with my own subconscious bias: 👉🏽 We ALL have biases 👉🏽 Letting go of implicit and subconscious bias requires humility and constant self awareness 👉🏽 Bias is enhanced by echo chambers and shattered by diversity. Look around the room, if everyone looks like you, you are likely encouraging bias 👉🏽 We don't fail if we have biases ( we all do), we fail if we don't constantly and curiously work on them 👉🏽 Having a bias pointed out should not make one defensive 👉🏽We will let go of old biases, and make new ones- the process is iterative and takes constant work 👉🏽Leading with openness and listening is a great way to start shifting organizational culture towards less bias.

Inclusivity isn't a one-time effort but an ongoing commitment to creating environments where everyone feels valued and respected. Inclusivity isn't a one-time effort but an ongoing commitment to creating environments where everyone feels valued and respected.

Ask yourself what you have been misunderstood about. I am […] but that doesn't mean […]. So you can be a woman and not like Barbies... who knew!

Are you perfect? Nope, sorry. Are you biased? yes, like everyone else, including unconscious bias experts like myself. Conclusion: as much as you try, sooner or later you will lack empathy on your communication, and make a racist/sexist/homophobic, etc unsensitive comment or remark. The best way you can deal with this is to 1. self-reflect on your values and stay empathetic and 2. aknowledge from now that you might make a mistake and be ready to learn from it. Keep an open mind. Ask for feedback. Ask people how you make them feel if you are unsure. Be honest about your efforts to be inclusive. Stay humble and apologise when you hurt someone, and ask how can you do better next time.

Develop tailored workshops that emphasize the value of diverse perspectives. Educate on unconscious biases and offer tools to address and mitigate these biases. Provide training in cultural competency, enhancing understanding and respect for different cultures, traditions, and backgrounds.

Understand and validate others’ experiences and perspectives. Use inclusive language. Educate yourself and others. Recognize and confront your own biases and encourage others to do the same. Create safe spaces. Encourage diverse perspectives. Be willing to adapt your approach based on the feedback and needs of the people you’re interacting with.

It is necessary to guard against 'manufacturability fericism'. The imperative is to focus on change on the system, not on the individual. Individuals come and go, but if you pick out 1 bad apple you will see that mechanisms remain in operation that ensure incorrect behavior. Diversity and inclusion are also about change management. So do research, independently and with expertise, and change the system.