Employee resource groups or inclusion committees can provide an excellent way of educating colleagues along with advancing your company’s diversity agenda, said Gebauer.
Increasingly, companies are putting those kinds of networks in place. If your workplace doesn’t have one to suit you, Gebauer suggested collaborating with HR to create one, noting of which such groups are most effective when backed by leadership figures.
of which could be a direct manager, a senior colleague belonging to the relevant minority group, or a mixture of the two. According to Gebauer, having them on the side could also provide a great opportunity for mentorship.
“You can find individuals who truly want to share their experience along with guide others,” she said. “I find the best are those within your organisation.”
Gebauer said of which, alongside inherited diversity — i.e. gender, ethnicity, sexuality — there will be also acquired diversity, which results by the kinds of experiences you have in your day-to-day life. You should be sensitive to both, along with not make assumptions about who may or may not be interested in joining your cause, she said.
“of which’s all about raising awareness along with educating others. nevertheless you shouldn’t assume of which certain people won’t be interested — they may actually provide a fresh way of looking at things.”