Every October, World Menopause Day is observed. The International Menopause Society organizes this event to educate and raise awareness about menopause. Labour’s Menopause Action Plan is now underway in the UK, proving that its efforts are working.
Awareness days are a great way to educate the public about the challenges faced by employees who have protected characteristics. The list of challenges can be long.
- Unconscious biases
- Stereotyping
- Microaggressions
- Lack of awareness
- Inadequate policies and practices
- Leadership teams lacking diversity
All of these factors can lead to poor decisions and behaviors that, at best, hinder collaboration and performance and, at worst trauma and harm.
Checking the boxes can have a negative impact
The wrong approach can be taken to celebrate awareness days. Calendar of Diversity and Inclusion contains over 240 events. Organising them can be a drain on limited DEI resources.
This includes the CEO! The CEO is not exempt!
We must not assume that a person’s support needs are the same as another. My friend who turned 50 was mortified when she was invited to the menopause support group at her workplace. She didn’t care about the positive intentions of the organization, but she wanted to be able share her experiences and needs in a discreet manner.
Menopause Awareness Month is not a strategy to tick off a box, but rather a reminder on how we can help individuals in our everyday culture.
Every day, people who are more open and trusting in their relationships will be safer.
10 tips for creating an inclusive work culture any day of week
Relationships change culture and conversations have a profound impact on the quality of a relationship. Here are 10 ways to create an inclusive culture that doesn’t rely on awareness days.
- Get acquainted with people. What is important to them outside of their job?
- Use the 121s to find out what someone requires to perform their best. This can change depending on their circumstances
- Request feedback: How can you or others improve someone’s performance by asking for feedback?
- Be honest : Do not pretend to know someone’s experience. If you are unsure, be curious
- Do not make assumptions. Often, people’s experiences and challenges are different from what we believe.
- Show them you value them Talk about their strengths together and how they can be utilized more for the team’s benefit.
- When someone’s performance is slipping (or their behaviour has changed), discreetly ask, “How are you?” How are you? Give people the opportunity to discuss their feelings later.
- Change your environment. Go for a walk or a coffee instead of making a video call.
- Create safe space: To allow people who are experiencing similar challenges to tell their stories.
- Take the time to educate yourself. There are many resources available (and awareness days!) Learn
All of this rests on trust. Every day, the more we trust each other, the more secure and open we will feel.
Listen our podcast with Marleen Reinger and Lily Mears of Microsoft Season 2, Episode 2 about changing work expectations and creating an inclusive culture.
