Inclusion and Cultural Diversity

Which type of diversity comes from all the ways we are different from each other combined?

• Language diversity

• Cognitive diversity

• Generational diversity

Answer explanation

Cognitive diversity is acquired by bringing together employees from different cultural backgrounds and with widely different experiences. By having various perspectives represented on a team, you ensure that the team’s resource and knowledge pool is much bigger, making way for thinking “out-of-the-box" and driving creativity and innovation.

What causes diversity fatigue?

• Learning too much about your diverse team

• Shifting too much focus on representation of different cultural groups

• Perception of diversity as a trend or buzzword, rather than a long-term commitment

Answer explanation

Diversity fatigue is a term used to describe the feeling of exhaustion or burnout that can result from constant exposure to discussions and initiatives related to diversity, equity, and inclusion (DEI). In the workplace, diversity fatigue can manifest as resistance to DEI programs and initiatives and can result in decreased motivation and engagement among employees.

Can you spot the microaggression?

• Asking a colleague how to pronounce their name

• Asking a female employee that just returned from maternity leave if a different schedule would be more suitable for her needs

• Asking a person of a different ethnic background living in your country where they are really from

Answer explanation

Microaggressions emphasize differences and reduce a person to one thing that the “aggressor” identifies them with, and nothing more. They portray people as caricatures and strip them of their individuality. By acting out microaggressions you impose your interpretation of someone’s identity on them. Microaggressions are often unintentional, accidental, or unnoticed by the person acting them out, so it is important to try and consciously reduce microaggressions in the workplace by: building up your empathy and cultural awareness, calling others out on their microaggressions, educating yourself and taking responsibility for your actions, and by actively including and involving others in a way they find comforting.

Fact or fiction?

An inclusive organization can eliminate workplace conflict.

• Fact

• Fiction

Answer explanation

It has been shown that conflict can be healthy. Disagreement, different opinions, and challenging accepted views are some of the ways that diversity increases innovation, problem-solving and creativity in organizations. Inclusion does not add difficulty but creates equity, respect, and value for all.

When someone oversteps the red lines, like committing a microaggression, to keep the psychological safety of the team, you should:

• Shame the “aggressor” in front of the whole team

• Give everybody at least one free pass, after all, microaggressions are usually accidental

• Create a space where employees feel safe to own up to their mistakes without the fear of consequences

Answer explanation

Without psychological safety, your team won’t contribute new ideas, they won’t admit something isn’t working, they will paper over mistakes or differences, and they’ll become disengaged, frustrated and demotivated. That’s why it’s so important that a leader creates an inclusive and safe environment where employees are comfortable admitting faults and overcoming obstacles together. This makes for a strong team and teams like these give your organization a real competitive advantage.

Fact or Fiction?

Direct, explicit, and instant feedback is always the best option.

• Fact

• Fiction

Answer explanation

How we deliver and receive feedback is shaped by our culture. And that means that how you deliver any kind of feedback should be shaped by the cultural preferences of the person receiving it and who needs to learn from it. Implicit communicators who value “saving face” probably won’t appreciate direct, explicit and instant feedback, but it is your job as a culturally intelligent leader to recognize what the best route to take with each employee is.