The second habit of inclusion: Openness

Inclusion is more than an idea. It is a set of habits that can be developed within companies. Last week I wrote about the first habit of inclusion: FAIRNESS and will pursue my blog series with the second habit that is necessary to achieve inclusion in the workplace: Openness




In fact, there are five habits of inclusion: fairness, openness, cooperativeness, support and empowerment. tweet this

Inclusive companies are more successful that non-inclusive ones. This has been shown by studies and well sum up in an article from Forbes: Why Diversity And Inclusion Will Be A Top Priority For 2016
I want to see a more inclusive corporate world because it not only fosters company success but it also gives the opportunity to all employees to share their knowledge, skills and experience.

A. A definition of Openness

The definition of openness can be made at the personal, group and organization level. An open individual will welcome new ideas, new experience, changes that he / she is facing. It is also this notion of being easy to access, no barriers can stop you. You may notice them because they exist but you do not put a negative judgement. An open person accepts what is. Every individual openness evolves on a continuum depending on the subject, the situation, the time he / she find himself. We will usualy define a racist, sexist person as close-minded. The barriers that he sees are the barriers that hold him / her. 

The group dynamics with openness are also very interesting. A new comer can be rejected, partially accepted or embraced in a group. The reason why a person may be accepted relates to the group identity and the one of the new comer. Similarity in culture, language, appearance make the inclusion easier in any kind of group. Open groups will welcome a person who is perceived as different b acknowledging a difference and trying to understand the other one. 

Organization openness is related to the one of the group with the only expection that organization as the unification of individuals to achieve a common goal. Organization have a culture and each subgroup in the organization too. The dynamics that exist within companies can be mapped thanks to social networking analysis, to not confuse with social media. You can identify where are hot spot for communication and where people are left alone. 

B. How can I improve my company openness?

I have a personal theory about openness which is as follow: You are open when you accept that the world around you is a perception that is influenced by your culture, values, and beliefs. In order to create more openness in organization you should try to share your perception with your colleagues and listen to them. Accepting that the perception of the other one is not less or more valuable than yours. It is just a perception. I invite you to read my post on a workshop that you could use in your company. It is based on the poem of "the blind men and the elephant". 

I will write an article on how to change an habit after the Inclusion Series. So keep posted and register to my newsletter at the bottom right of my blog! 

The five habits of inclusive companies: 
  1. THE FIRST HABIT OF INCLUSION IN THE WORKPLACE: FAIRNESS
  2. THE SECOND HABIT OF INCLUSION: OPENNESS
  3. THE THIRD HABIT OF INCLUSION: COOPERATION
  4. THE 4TH HABIT OF INCLUSION: SUPPORT
  5. THE 5TH HABIT OF INCLUSION: Employee empowerment

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