Creating a
Consciously Inclusive Culture
Discussion Topics
Activity One: Defining EDIB Concepts Discussion
Instructions:
- The person born earliest in the year will be the facilitator
2. The facilitator will decide on a speaker who will feedback to the whole group, when we return to the Main Room. If you don't want to be the speaker, please choose someone else.
3. Avoid specific reference to names when using examples
4. Please make sure that all voices are heard
Objectives:
Explore the meaning of the terms Diversity, Inclusion, Equality, Equity, and Accessibility
Understand the need to have these in place.
Look at the relationship between a diverse workforce and an inclusive work culture.
Your facilitator will guide you through each of the following questions:
Team 1 (Room 1):
What does Diversity mean to you?
Does the diversity of staff reflect the people you serve? Is that important?
What does Inclusion mean to you?
Are you getting it right? Is it important?
Team 2 (Room 2):
How do the terms Equality and Equity Differ?
Do all colleagues and clients/service users experience equitable treatment? If so, what examples can we share to illustrate this?
Team 3 (Room 3):
What do we mean by accessibility and removing barriers?
Are we getting it right with regards to accessibility?
Extra Question:
What areas of diversity and inclusion could be enhanced within the organisation?
Activity Two: Inclusive Communication - Audit
Language and Communication
Inclusive Practices: Strategies to foster a culture of inclusion.
Objectives:
Audit the inclusivity of language and accessibility of communication within your Team to celebrate good practice and highlight areas for improvement.
Consider role specific:
· Methods of communication
· Audience
· Areas of strength
· Areas to enhance
Instructions:
- The person whose last name/family name first alphabetically will be the leader
2. The leader will decide on a speaker who will feedback to the whole group, when we return to the Main Room. If you don't want to be the speaker, please choose someone else.
3. Avoid specific reference to names when using examples
4. Please make sure that all voices are heard
Your leader will guide you through each of the following questions.
In relation to the inclusivity of written and verbal communication:
- What do you and your team already do well?
2. Is there anything you'd like to do better?
3. What might you or members of your team do differently?
4. What could you do less of, in order for your language and communication to be more inclusive?
Additional question:
Where might we need to enhance knowledge and understanding of language and terminology?
Activity Three: Subtle Acts of Exclusion (Micro-aggressions)
Instructions:
The facilitator for this discussion will be the person who most recently joined the organisation.
Guide your team through a discussion about the hidden messages and impact of the 3 Micro-aggression examples below.
A speaker isn't needed for this activity.
Activity Four: Subtle Acts of Exclusion (Micro-Aggressions) Confidential Chat
Instructions
The facilitator for this discussion will be the person who has been with the organisation the longest.
Facilitate an open discussion on the questions below.
This activity is completely confidential and won't be shared on our return to the Main Room.
A speaker isn't needed for this activity.
In either a personal or professional context:
■ Do you have any examples of micro aggressions that you have experienced or witnessed?
■ What was the impact?
■ What action was or should have been taken?
