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“You can think of diversity as the gateways — to schools, communities, organizations — while inclusion includes the pathways that lead up to and through those gateways.” - Dolly Chugh
Dolly Chugh is an award winning psychologist all while being an associate professor of management and organizations at the Stern School of Business at New York University. Her studies enable others to understand that no matter how well-intended people can be, we are still prone to race and gender bias and what she calls “bounded ethically.”
As Chugh shared, inclusion is the continuation of diversity-especially in the workplace. Below are the first two questions to ask yourself and others:
Question 1: Who Speaks at Meetings?
Who is checking their messages while someone is speaking? Who mentioned an idea that was dismissed only to be accepted later on by someone else? Who interrupts? Who is interrupted?
Research Shows:
- •Women are more likely to get interrupted (by both men and other women)
•Power distance plays a large role in inclusion at structured and unstructured work settings
What To Do:
Notice the patterns in your answers to the previous questions. Ask a colleague to do the same then address them to an HR rep, leader, or other representative.
Question 2: Who Sits Next to Who?
Does everyone need to sit in the same seat every time? And if they do, then why?
Research Shows:
•Sitting in different locations can help increase inclusion, creativity, create stronger work bonds and increase performance.
•Physical Proximity promotes trust and the exchange of valuable knowledge
What To Do:
Change seating up for a meeting! Move furniture to naturally promote a change. If you don’t have the authority to do so, take charge and sit in a different spot than usual or bring the idea up to your superior.