Like many others, my quest for the features of a “good” organization moves on. I want to find where my heart (and my mind too!) can stay in almost a third of my day. I want to be where I have a reason for waking up daily and rushing to work. A reason for another day for creating meaning. I don’t know if one such exists. If so, how far is your organization from that ideal?
I stumbled on inclusivity, diversity, equity and accessibility (“IDEA” for short). OD Experts opine that with IDEA, organizations can boost the synergy of how people works. And it empowers the organizations to achieve any goal it sets its eyes on.
The Lucky Few and the Invisible Many
A few large multinationals have inherited IDEA from their mother firms. They gained quick wins and started fine-tuning them in our context. How about the small and medium enterprises? They make up more than 95% of our enterprise population? Have they started? Are they yet to start? How does one begin? Where do they start?
Some Semantics
IDEA is a bundle of related and intertwined concepts. Inclusion, the opposite of discrimination. With inclusive hiring, organizations commit to creating a positive ecosystem. People with different identities work together, feel respected and valued. Diversity gives way to accepting individual differences. In gender, ethnicity, religion, stereotypes, nationality or sexual orientation. Equity ensures that everybody has access to the same opportunity in the organization. Accessibility makes workspaces accessible. Including assistive technologies and work arrangements to employees with disabilities.
The Practice
The OD practice is not as straight forward as these definitions. The practice still need significant thoughts and developments. From conceptual flows, diagnostic, tooling, deployment and even changing the mind- and mouth-sets. And this article is a mere eye-opener. It amplifies the need for better OD interventions.
Where to we Begin?
How do we deploy IDEA? All at once. Or one small step at a time. Simultaneous would be a desirable choice. It needs shorter deployment time. And bundled together in one campaign. Say “belongingness.” “No one's left behind.” and yet another, “workplace justice?” They are still froth with gaps in our practice. Does a full (plug and play) IDEA package exist? Can they fit our context? Are there adequate practitioners who trained to use the package? Dont forget! Depending on their size, organizations can choke with too much changes too!
How about one small step at a time? It can be attractive too. Where can we start? I, D, E, or A? What’s the right sequence? Can doing one right, sets the foundation for next? Say can D nurture E practices? Can D and I lead to E in the workplace? Or can E pull the others in the organization? Does the organization becomes healthier as it absorbs the principles one at a time? Always check if the organization rejects one element. Will the practice still work?
An ideal IDEA Scenario
A in IDEA could be a logical starting point. Seemed all encompassing. And required by law. Then, D follows. This opens the gates for diversified workforce. Once in-place, leaders can do I. Encourge everyone to share their contributions. When done well, makes everyone feels valued through positive reinforcement and clear outcomes. With empowerment, people are free to share their thoughts and ideas. Believes they’re valued. Then, equality seeps in.
Our OD Tools
We have a plethora of OD tools for the IDEA deployment in the Philippine organizations. All requires meticulous adaptations and work arounds.
Our sensitization activities can address unconscious biases. Obliterate them. Promote respectful communication. And create ABC guides for IDEA in the workspaces for everyone from the leaders down.
Our voluntary Employee Resource Groups (ERG) can support IDEA deployment. ERGs consists of employees who share common characteristics or experiences. They become opportunity platforms for mentorship, professional development, and community outreach.
The Environmental, Social, and Governance (ESG) practice guidelines indicate our organization’s dedication in achieving the greater good for our investors, customers, employees, and other stakeholders.
Comprehensive check and periodic review of recruitment and hiring practices for IDEA compliance.
Audits. Accessibility checklists, assistive technology showcase, IDEA days and so on.
Use appropriate IDEA checklists. Showcase the practices technologies and behaviours that work.
Accessibility is everyone's job. Promote accessibility whenever opportunity exists. Provide reasonable accommodations. Use the Universal Design Principles.
Revisit our get-together tools. Icebreakers. Conversations. Lunch and learn together. Teambuilding. Barrier breaking. Refrlection moments. Perspectives sharing. Unconferencing. And other short activities for IDEA compliance.
A Never Ending Journey
Remember that improving and sustaining awareness of inclusivity, diversity, equality, and accessibility is an ongoing process. Regularly evaluate the effectiveness of your initiatives and adjust strategies as needed to create a more inclusive and supportive workplace for all employees in the Philippines.
Introducing Catarina Rivera, a dynamic public speaker, IDEA consultant, and content creator (@BlindishLatina). She works with organizations to infuse IDEA in the workplaces. Passionate in sharing her own unique story to help build a more inclusive world.
Work isn’t working for all of us. In this powerful talk, Catarina Rivera tells us why employers and leaders have a lot of disabled employees they don’t know about, and shares how to make workplaces better for everyone by prioritizing disability inclusion. She also recommends best I practices to build into your organization culture.
NOTES:
Download: ILO’s Transforming Enterprises through Diversity and Inclusion
Official Gazette: Executive Order No. 100, Institutionalizing the Diversity and Inclusion Program: Creating an Inter-Agency Committee on Diversity and Inclusion, and for Other Purposes, Office of the President, 10/19/19.:
ODLab 23 Feedback
Dr. Pearl Bernardo shared what she felt. “The OD Lab experience always makes me feel like I had a shot of dopamine. I get this high from being among people who are passionate about changing the world for the better and sharing the ways they have found to do it!”
Forthcoming ODPN Courses for OD Professionals
Dr. Joy Calleja OD Diagnosis, September 6 (In-Person)
Dr. Josephine Perez Process Observation and Analysis, October TBA
Dr. Melissa S Reyes Designing OD Interventions November 16 (In-Person)
Dr. Ed Canela, Managing Circulated Information (Fake news, Mis-information, Dis-information) and Understanding Social Media/Basic Technology Assist in Using Social Media, August 30 and 31,Asian Religious Formation Institute, 2023 ARFI Program: Formators as Leader-Builders (FLB) (webinar).