This week at Wundamail HQ, we’ve been exploring how to keep teams inclusive in 2019. But how do we power a more open, collaborative culture without sacrificing efficiency? We’ve rounded up this week’s best articles on the subject, in order to grant you a fresh perspective on inclusivity.
This article propounds the idea that workplace culture needs to be “filtered from the top”. It suggests that Chief Executives should be leading the conversation with employees, and draws attention to themes of transparency. For inclusivity to happen, the author reports that there must first be healthy communication and feedback mechanisms in place across all levels of an organisation.
The Times has practical advice too. In order to elevate female workers in particular (and close the equality gap), companies must offer flexible hours and remote working - especially for mothers with young children. Managers should be explicit about how work gets done and about communication preferences when employees are remote. There should be “regular check-ins” and “re-calibrations when necessary”.
According to TechCrunch, silicon Valley is entering a new phase in its quest for diversity and inclusion in the technology industry. This article argues that “companies are merely treating it as a PR crisis and strategy. It’s not an operational imperative to them so you don’t see much change. You see the constant problems coming up again and again”.
So what’s the solution? According to Ellen Pao (co-founder of Project Include), the answer lies in opening up the conversation to involve every employee in company-wide decisions, goals and objectives. What’s different today is that the attitudes have changed from “let’s ignore it to let’s do something about it,” she says.
As multiple panels at this year’s Cannes Lions demonstrate, brands can no longer pay lip service to the issues of inclusivity and communication. Consumers are demanding authenticity and social good from brands, who are unveiling campaigns that go beyond simple marketing slogans.
Although this research delves primarily into corporate social responsibility rather than internal inclusivity, there is a significant take-home: inclusivity campaigns are arguably fruitless without good communication within teams.
Click To Read: How Pinterest’s Head Of Inclusion Is Sparking Change on Forbes
Candice Morgan is responsible for leading vision and strategy for D&I at Pinterest while working with the CEO and leadership across all Pinterest teams on planning, metrics, and accountability, driving efforts on diversity integration into product and search algorithms, creators and user/community policies.
This interview is a great example of how important management is when building an inclusive team. Morgan wants the Pinterest employee base to “understand and reflect the world we want to serve”, and highlights the need to “bring together different talents and perspectives”. She has pledged to continue to set public annual goals to hold Pinterest accountable for diversity and inclusion.
How do you make a champion team? At the final whistle in Madrid, as Jürgen Klopp rang in Liverpool’s sixth Champions League victory, it was clear to see that “inclusivity” had won out just as much as the red men. In this article, Barney Ronay explores Liverpool’s recent transformation through the lens of an inclusivity strategy.
Active or subconscious, there are lessons here for any business looking to change gear. Ronay examines Klopp’s inclusivity project, describing it as geared to connect with something other than mere success on a pitch. Compared to Real Madrid’s focus on pure “star power”, Liverpool have renewed an emphasis on the “collective”. Their hedge fund owners have made worthy investment- not just in themselves and the individual players, but in the ground and its connection with its supporters. Even the brand headline serves to underscore the deeper club culture at play within the business: “We Are Liverpool: This Means More”.