Inclusion Tips for HR Professionals

Challenge each other’s thinking

• Listen attentively and probe to uncover assumptions that might be affecting decisions.
• Use constructive dialogue to continuously refine your and others’ thinking.
• Question assumptions and challenge snap decisions.
• Encourage a practice of seeking good evidence for judgments we make about people and situations.
• Be open about your own unintended biases. Reflect on your experiences and keep a journal of examples to share when helpful.

Be an active advocate

• Sharpen your skills at giving feedback that is specific, honest, and objective.
• Openly address concerns associated with developing inclusive practices.
• Understand common myths and misconceptions and be prepared with responses. For example, clarify that inclusion supports – rather than undermines – merit in hiring and promotion decisions.
• In the early days of your focus on DEI, coach managers of select units where there might be more openness to non-traditional talent.
• Watch for unintended barriers throughout your organization.
• Set clear expectations for inclusive behaviour.
• Use training, communications, and workplace discussions to build awareness.
• Hold people accountable.

Be clear on the benefits of being bias-aware

• Become well-versed in your organization ‘business case’ for DEI.
• Make the unconscious conscious: if assumptions arise, reflect, and encourage others’ reflection, on three key questions:
  • Is my assumption fair?
  • What evidence do I have?
  • How can I maintain an open mind?

Use every opportunity to demonstrate inclusion

• Model inclusive behaviours in meetings and casual interactions in the workplace.
• Raise questions and challenge assumptions that reveal unconscious biases in a direct and kind way.
• Get comfortable with the language and use it consistently in interactions in the workplace. Be sure you can speak in practical terms about:
  • Unconscious bias
  • Systemic barriers
  • Equitable and inclusive practices