Inclusional’s Post

At Inclusional we believe in inclusion beyond the suffocating boxes of gender, class, region etc.. for #inclusionofdiversity to succeed, it needs to become a strategy conversation... reach out to us if you wish to create a sustainable inclusive diversity strategy that yields tangible P&L benefits.. Chandan Agrawal Sushma Gaikwad

What stuck out most to me.. Women of color often grapple with a myriad of cultural and societal expectations. They may be seen as exotic, hypersexualized, or submissive due to racial stereotypes, making them "easy targets" for harassers who see them as less likely to speak up. On the other hand, these women might be cast as aggressive or confrontational when they assert themselves, a depiction rooted in racial bias. Such stereotypes not only perpetuate harassment but also discourage its reporting. Workplace dynamics further complicate matters. Women of color frequently find themselves in lower-ranking positions with less institutional power. This power disparity can make it challenging for them to report harassment, fearing job loss, further discrimination, or mere indifference from those in authority. The institutional mechanisms meant to address harassment often view it through a limited lens, ignoring the layered racial nuances that women of color face. There's an unspoken rule for many women of color: to succeed, one must not be "too loud" or "too problematic." As a result, many suffer in silence, fearing that drawing attention to their harassment might overshadow their professional achievements or pigeonhole them as troublemakers

Insights into the unique hurdles of women of color combating sexual harassment. Intersectionality, bias, and resilience explored. https://lnkd.in/gNCQPWcz #learning #training #hr #sexualharassment #bipoc #mentalhealth #wellbeing #chro #hr #shrm #culture

On the 12th of December, the Respect@Work legislation will come into effect. Is your leadership team prepared to navigate the challenges and opportunities it brings? https://lnkd.in/en-U6GwZ #respectatwork #genderequity #genderequality #genderpaygap

While the focus of Respect at Work has been largely on sexual harassment, the positive duty extends far beyond sexual harassment and require workplaces to take proportionate steps to eliminate discrimination, hostile work environments and victimisation. And when you overlay the positive duty with the Human Rights Commission powers, you very quickly start to see that Respect at Work has huge potential to drive significant culture change. But it's about so much more than updating your code of conduct or policies. It's about culture and a gender equality strategy that can address the causes of inequality not just treat the symptoms. It's about systemic controls that are not just implemented but managed so as to prevent inequality. And it's about an approach to empowerment that identifies and addresses existing inequities. Our experience is that it also requires contributions from multiple stakeholders - WHS, legal, DEI, HR and ultimately, Company Secretary. As experts in workplace gender equality, social change, governance and law, this is our sweet spot. So it's probably no surprise to learn our suite of solutions, from our gender deep dive for Boards and Executive Teams to our RAW Confidence group coaching experience for teams, deliver culture changing outcomes. Are you ready? #Respectatwork #16daysofactivism #humanrights #womensrightsarehumanrights

Standing Up Against Workplace Harassment: Let's Be the Change! Let's dive into a topic that needs our attention – workplace harassment, especially when it involves women being pushed around by their bosses, exploiting their vulnerabilities. It's time to talk about this and make some noise! We've all heard stories that make our blood boil, where bosses use manipulative tactics, emotional blackmail, and fake job security promises to intimidate and control their female employees. It's not just morally wrong; it's downright illegal! So, what can we do about it? Here are some thoughts: 1. Spread the Word: Let's educate ourselves and our colleagues about harassment in its many sneaky forms. Awareness is the first step in the fight against it. 2. Safe Spaces to Speak Up: Encourage companies to set up safe and confidential reporting mechanisms. We want victims to come forward without fearing repercussions. 3. Be a Buddy: We all need allies. Be that supportive co-worker who stands by someone going through harassment. Let them know they're not alone. 4. Know the Rules: Understand the laws and regulations in your area. Knowledge is power, and these laws exist to protect us. 5. Lead with Integrity: Don't be a bystander. Challenge unethical behavior when you see it. Leaders set the gold standard for respect and professionalism. 6. Advocate for Change: Push for gender equality and inclusivity in the workplace. Ask your company to implement anti-harassment training and policies. 7. Ask for Help: If you or someone you know is dealing with workplace harassment, don't hesitate to seek legal advice. Protect yourself and your career. Together, we can create a safe and respectful workplace for all. ✨ #SpeakUp #EndHarassment #WorkplaceHarassment #WorkplaceEquality #RespectAtWork #EndHarassment #ProfessionalEthic #SafeWorkplace #EqualityForAll #WomenInBusiness #InclusiveWorkplaces #EmpowerWomen #WorkplaceCulture #StandTogether #NoMoreHarassment #WorkplaceAdvocacy #HRSupport #GenderEquality #PositiveChange #hrcommunity

Sexual harassment remains a pervasive issue in UK workplaces, both in-person and online. Current tools, training and policies addressing this issue may be outdated, and with formal reporting rates below 15%, employers likely underestimate the true extent of harassment in the workplace. ✅ To take immediate action, employers should download our free toolkit for combating workplace #SexualHarassment: https://lnkd.in/ep3P2-vs #wellbeing #ResponsibleBusiness #gender

🚫 Sexual Harassment Knows No Gender Bounds 🚫 Sexual harassment in the workplace isn't bound by gender lines. It's vital to acknowledge that instances of harassment can occur in any direction, even when a female boss sexually harasses a male employee. This happened to someone I knew. Instances might involve unwanted advances, comments, or actions of a sexual nature that create discomfort or hostility. Organizations must have clear policies against sexual harassment, fostering a culture of respect and equality for all employees. Let's create awareness, provide training, and establish reporting channels to prevent and address such incidents. Everyone deserves a workplace free from harassment, regardless of gender. Let's work together to ensure a safe and respectful environment for everyone. #RespectAtWork #Equality #WorkplaceCulture

New year, renewed hope to accelerate workplace gender equality with the support of robust legislation - gender pay gap transparency and employer's 'positive duty' (obligation) to prevent sexual harassment. On the latter, as ACSI chief executive Louise Davidson noted within, changing attitudes towards sexual harassment is key. Organisations that are serious about workplace equity won't attempt to 'mandate' behavioural change. Rather, they'll engage leaders and managers in substantive, courageous conversations unpacking the source (root cause) of harmful behaviours in our culture, the devastating impact it has on recipients, and the shame it ignites amongst bystanders. We're fortunate in Australia to have supportive legislation in place. Let's add though a human-centred, behavioural science-based approach to ensure timely and sustainable impact. #sexualharassment #humancentreddesign #genderequality #postiveduty #ASX300 #AICD https://lnkd.in/dQUBiCY5

These findings are heartbreaking, but not surprising. ⬇ Over the last 3 years, The Equality Institute, in collaboration with MECCA Brands, has developed human-centred, trauma-informed online education for the retail sector on sexual harassment, gender equality, DEI, inclusive leadership, and more. Why?   Because research demonstrates that all retail staff need tailored, high-quality training to handle and respond to sexual harassment. Further, the new ‘positive duty’ requirements in the Sex Discrimination Act require a significant shift: businesses must take proactive steps to eliminate sexual harassment and other unlawful conduct. It's not just about responding to incidents - but preventing them altogether.   Most sexual harassment training to date has been about compliance and information provision, with no focus on cultural change. Unfortunately, they do not teach the skills to identify what sexual harassment is, and how to prevent and respond. Data tells us that usual approaches have not worked.   Our sexual harassment e-learning is based on best-practice adult learning principles. It is a highly interactive scenario-based learning tool that builds the right skills for leaders to prevent and respond to unlawful conduct in the workplace. The content reflects the latest updates to the Sex Discrimination Act and Work Health and Safety laws and supports leaders to meet their positive duty obligations.   Our other courses on Gender Equality and DEI can further support organisations in creating a positive and safe culture that ultimately contributes to the prevention of sexual harassment and abuse. We work collaboratively with organisations to develop holistic and creative approaches to building cultures of inclusion and belonging. If you need support, talk to us at [email protected]. https://lnkd.in/gcsudwjQ Dr. Emma Fulu (she/her)