Creating an Inclusive Workplace

The workshop discusses creating an inclusive workplace, emphasizing the benefits of diversity and the challenges in sustaining it. It highlights the importance of empowered listening, shared responsibility, and addressing identity-related aggressions. The inclusion of neuro atypical individuals is also covered, along with the role of psychology in DEI work.

What is one of the main benefits of having diverse teams in the workplace?

• They require less training.

• They are easier to manage.

• They have fewer conflicts.

• They are more flexible and creative.

Why is it important for companies to focus on inclusivity before recruitment?

• To ensure a suitable work environment.

• To avoid legal issues.

• To increase employee salaries.

• To reduce training costs.

What is a key difference between identity-related aggressions and microaggressions?

• Microaggressions are intentional.

• IRAs focus on the aggression and harm.

• Microaggressions are more visible.

• IRAs are less harmful.

What is a common mistake organizations make when addressing DEI issues?

• Focusing too much on external training.

• Hiring too many consultants.

• Relying on employees with rising identities to lead DEI efforts.

• Ignoring employee feedback.

What is one approach to avoid placing the burden of DEI work on employees with rising identities?

• Reducing work hours.

• Increasing salaries.

• Hiring more employees.

• Conducting a listening tour.

What does empowered listening involve?

• Quickly offering solutions.

• Taking up a lot of space in conversations.

• Listening and expressing gratitude.

• Avoiding difficult topics.

What is the concept of 'rising identities' meant to emphasize?

• A hierarchical model.

• A static model.

• A growth model.

• A deficit model.

How can organizations support neuro atypical individuals?

• By ignoring individual needs.

• By offering flexible work arrangements.

• By standardizing all tasks.

• By providing a one-size-fits-all workspace.

What is a key aspect of cultural humility in DEI work?

• Understanding one's own positionality.

• Focusing only on external consultants.

• Assuming all employees have the same needs.

• Ignoring historical contexts.

How does being a psychologist influence DEI work?

• By ignoring individual differences.

• By applying evidence-based practices.

• By avoiding emotional topics.

• By focusing solely on data.