Gather the perspectives of a wide range of employees. Never downplay or minimize someone’s concerns.
In group meetings, you can identify individuals who dominate as well as those who might be excluded or undermined.
How can you uncover diversity and inclusion issues within your organization? I find that the best approach is to hold frequent group listening sessions, and, more importantly, provide opportunities for private one-on-one conversations. Such occasions can exclude employees whose religion, culture or health prevent them from imbibing. For instance, Ruchika Tulshyan, author of Inclusion on Purpose, gave the example of companies that routinely host social events that include alcohol.
What might be considered “normal” in many workplace cultures can actually alienate a section of the workforce.
