Promote inclusive thinking – and inclusive action

Inclusive thinking and behaviour starts with recognising what people have in common (= recognising their similarities). And from the recognition of differences between groups of people and individuals (= recognising diversity). It is this balance that the manager must constantly monitor.

Tips

Tips for inclusive thinking and behaviour

Be aware of differences that are complementary (e.g. language skills) and similarities that reinforce each other (e.g. having the same technical skills).
Present yourself as a good example of interest in and commitment to others by being self-critical regarding your own behaviour.
React immediately to any exclusive behaviour by employees.

More tips?
Attend our webinar.

Webinar

Expert

Katherina Swings

HR strategist and founder of CO-WINGS

According to this expert, recruitment strategy and reaching and attracting the talent present in the labour market must be anchored in diversity and inclusion. Good leadership is, by definition, inclusive.

‘Avoid “us and them” thinking. Inclusive measures are there for everyone, not just for “us” or “them”. Inclusion is a win-win for everyone. A quiet space, for instance, is not only useful for prayer, but also for a quiet moment, or a breastfeeding mother. So make it available to everyone.’

Focus on the similarities
‘Too often the focus is on differences, while every individual, regardless of his or her gender, age, skin colour or religious beliefs, shares with others many common values – such as solidarity, respect, cooperation, etc.’

Read the full interview

Tools

Tools om een veilige werkomgeving mogelijk te maken

Deze vrij raadpleegbare, online tools helpen het huidige niveau van je organisatie op vlak van diversiteit en/of inclusie te bepalen:

Management Principle 6

Create broad acceptance and support

Inclusive practices

Establish inclusive practices

MP 6

Create broad acceptance and support

Inclusive practices

Establish inclusive practices