One of the workshops I attended at the Nov. 9th Diversity@Work conference put on by Skills for Change was by Nadir Shirazi. He spoke about dedicated spaces in offices for quiet time, prayer, meditation etc.

Nadir’s presentation was very interesting; he shared the challenge for companies to name these rooms, and the lack of follow-up to see who is using them and how they are used. He confirmed that most of the requests for such rooms are made my Muslim employees. And he explained that complexities arise when these rooms are used by many people with different beliefs and needs. Providing a room, as the title of his workshop suggested, is just the tip of the religious accommodation iceberg.

What stood out for me most, however, was the inequity Nadir shared of where these rooms often are. In their commitment to diversity and inclusion many companies have such spaces in their corporate offices. This is wonderful for the executives and employees who work there, but doesn’t help the staff in the company’s call centres, or retail stores, or franchise outlets (for example).

It was an interesting manifestation of privilege within the context of attempting to be equitable; of how easily people can be overlooked even when we are trying to be inclusive. I’m willing to bet it’s largely unconscious that the men and women at head office have a meditation or prayer room while the workers “on the front lines” of these companies may not. But if this is the case, what do our accommodation efforts really amount to?

It sure made me wonder when I placed my order for tea at the Toronto Airport last week before boarding my flight, and noticed that not a single person working there was White.

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Copyright 2011 Annemarie Shrouder
author, speaker and facilitator on issues of diversity and inclusion

This week’s article in the Toronto Star about the changes in Canadian workplaces for LGBT employees is encouraging. It is good to hear from large corporations who are making a difference in the daily lives of their LGBT employees. 

In our quest to further inclusion, invisible diversity is often much harder to address because we don’t see it. For lesbian, gay, bisexual or trans-identified employees there is another layer: fear. What will change when people know? Will I be safe? Comments like “that’s so gay” and homophobic jokes (as well as silence about these rather than clear messages of inappropriateness) poison the work environment for LGBT people and send a message that it’s not safe to be out. For workplaces to be safe for LGBT employees there needs to be solid expectations about zero tolerance for homophobia, transphobia and heterosexism in policy and practice, awareness-raising, and support.

The Toronto Star article mentions several examples of  how to move towards more LGBT inclusive workplaces: Employee Resources Groups with executive champions (RBC), forums to discuss what it feels like to be LGB or T in the workplace (IBM), supporting community initiatives (TELUS), and including relevant benefits (TD). Strategies and commitments such as these help increase visibility, and create awareness and opportunities for dialogue that enable us to make the changes necessary for the inclusion of LGBT colleagues in our workplaces.

Leadership, of course, is key; without commitment from leadership, these programs lack the impact necessary to help create lasting change.

Hats off to the companies listed in this article, and their employees who are helping to make LGBT inclusive workplaces a reality across the country!

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Copyright 2011 Annemarie Shrouder
author, speaker and facilitator on issues of diversity & inclusion

Last week Wednesday I was at the Diversity@Work conference put on by Skills for Change about faith in the workplace. It was a thought-provoking day. The next few posts will share some of the things that stood out for me.

What struck me most about the panel discussion was the theme of getting to know people. I have long believed that political correctness (while perhaps well-intentioned) did us a great disservice because people became afraid to offend and so stopped talking and asking questions. Two particular things stood out:

We were encouraged:

1. To know how to read, listen, and attune to others so we can celebrate diversity

2. Through the spirit of listening and understanding, to develop a childlike curiosity about others, to have an interest to learn and dialogue and get to know people.

This last “call to action” was accompanied by an acknowledgment that we will likely make mistakes along the way, but that this is not the end of the world if we are, in fact, coming from a place of childlike curiosity.

Hooray! Asking questions and speaking with our colleagues (respectfully, obviously) is the only way we will get to know them. Getting to know someone helps to break down barriers as well as challenging our bias and stereotypes so we can actually see them rather than seeing who we think they are.

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copyright 2011 Annemarie Shrouder
author, speaker and facilitator on issues of diversity & inclusion.

Invariably when I do workshops on Diversity and Inclusion (D&I), one of the themes that comes up is holidays. With the cold weather and Halloween approaching, it makes me think of the many weeks of Christmas carols we will experience when shopping.

I love Christmas, and I love to sing – but the carols that start in November wear me down. What about those who don’t celebrate Christmas?  How does the constant barrage of Christian (and secular) holiday tunes for weeks up to the event feel for them?

Ah privilege…those of us whose holidays fall on the days work and industries shut down have it good – without realizing it!

Last week I heard that a Toronto high school scheduled its Parent-Teacher night this school year on Rosh Hashanah! Rosh Hashanah is Jewish New Year, and it started at sundown on Sept. 28th of this year’s Gregorian calendar (and ended Sept. 30th). Imagine the public outcry if Parent-Teacher night was scheduled on January 1st! There would be a few choice words…but wait, it wouldn’t even happen.

Why do things like this still occur?

I think they happen because we all have bias and don’t practice awareness of what those biases are and what blinders result. It’s hard to broaden your perspective if you don’t know its parameters. If we did understand that we all have bias and if we did practice awareness, we might (in this case) have a multifaith calendar in our office for reference, we might ask around, or we may simply do a google search to know when the big religious holidays are for the people we work with, teach, serve, or know. Because our reality isn’t everyone’s, and we don’t know everything.

Bias awareness is the foundation of the work I do as a speaker and facilitator. Without it, D&I work - to me - is just window dressing.

What important holidays are you missing? What important holidays are you celebrating in the quiet of your home or community, oblivious to your colleagues at work? 

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copyright 2011 Annemarie Shrouder
author, speaker and facilitator on issues of diversity & inclusion

Stephen R. Covey has come out with a new book. It’s called The 3rd Alternative. I read about it in the Globe and Mail last week and it’s on my list of books to acquire. I think it would make a great read for any organization committed to diversity and inclusion. Here’s why:

One of the barriers to inclusion is the resistance to change. Organizations look for the best and brightest when they hire, only to often stifle the very talent they were seeking by being set in their ways, and refusing to see the value in “out of their box” thinking. 

And it’s not just in organizations! As human beings we often mix up “I have always done it this way” with “my way is the best way to do it” or even worse “my way the only way to do it”.

Diversity brings new ideas, perspectives, needs and realities – all of which can create conflict. Stephen Covey’s 3rd alternative is about dealing with conflict in a way that is truly win-win.  Harvey Schachter’s article in the Globe and Mail summarizes it well: The 3rd alternative, he writes, is “not a compromise, but a whole new approach that combines the best of both sides.” 

The article lists the 4 steps that Covey outlines in his book as:

1. Ask the third alternative question
2. Define criteria for success
3. Create the third alternative
4. Arrive at synergy

I’m smiling just re-reading the article, and I’m looking forward to the book!

I can’t help but wonder what great things we could achieve if we didn’t dig in our heels out of fear or a need to be right.

What if we asked the third alternative question and were open to seeing where our collective genius could take us – in organizations, in communities, in families… and globally!

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copyright 2011 Annemarie Shrouder

If you are Muslim, or know someone who is, you likely know that Ramadan started on Sunday night (July 31st) and that it will run for a month. While it isn't a religious observance that requires absence from work, it can impact the workplace.  For those of you who don't think religion has a place at work, think again.

Ramadan is the ninth month (and the holiest month) in the Islamic calendar. Since the Islamic calendar is lunar (using the cycles of the moon) this means that when referenced on a Gregorian calendar (used in North America and most Western countries) that is static, the dates change yearly.  Ramadan is a month of fasting and spiritual reflection. While you may be tempted to brush this aside as "not my business" there are some implications that, if acknowledged, can make this month much smoother for everyone in the office.

Fasting

During Ramadan, devout Muslims eat only before sunrise and after sunset. For some, this even includes water. The length and heat of summer days adds to the challenge. Here are three suggestions that you can implement until August 30th, to acknowledge the reality of fasting employees. I'm sure you will agree that all of these fall within reasonable accommodations in the workplace.

Schedules:
If you have ever skipped lunch because you were too busy, you know how this can affect your concentration and patience (among other things) later in the day as your blood sugar drops. Scheduling meetings in the morning means your fasting employees will have more energy. Board meetings that typically occur in the evenings, or expectations to meet with clients over dinner are especially problematic.

Get togethers and celebrations:
Although your fasting employees will likely say "don't worry about me, I just won't eat" think about it: if you hadn't eaten since the sun came up, and had hours to go, would you want to stand around and make small talk over hors d'oeuvres? If you can postpone the festivities until Ramadan is over, do so.

Flex time:
If your company does flex time, this may be something to discuss with your employees who are fasting. Working earlier in the day and/or from home may be an option they may like to consider during Ramadan.

Still think religion doesn't impact work? Think again.

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copyright 2011 Annemarie Shrouder
www.beeing.ca