I think it's extremely helpful and important to have a personal understanding of underrepresented groups. As this will make it easier to measure and report on diversity at work and take positive action to improve the representation of minority groups in the workplace. And from my perspective it was encouraging to see so many employers taking steps to do this on a voluntary basis before the ESG reporting comes into force. Do you have colleagues from ethnic minority groups? Are you encouraging them to take part in external networks, for example, Professional Women of Colour (ProWoc) or the Brotherhood for Professional of Color (BPoC)?
The corridors of uncertainty
What are you afraid of, fear of rejection or loss, fear of criticism?
All intelligent people are afraid of something. I think people who are dominated by the fear of failure us an enormous amount of energy to justify or cover up their mistakes as they cannot deal with the fact that they have made a mistake. Others are preoccupied by the fears of rejection and are so sensitive of how they appear to others, they don’t have the ability to take any independent actions and refrain from doing anything until they are certain that someone else will approve.
By objectively analysing your fears you will begin the process of eliminating them, as anything you practice repeatedly will eventually become a new habit. Make a list and organise your fears in order of importance. Here a few example questions:
· Which fear has the greatest impact on your thinking?
· How does this fear hold you back?
· How does this fear help you?
· How would you benefit by eliminating this fear?
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Just do as you're told!
Do you want to have compliant people? People who do what they are told, show up on time and get more efficient day by day. Alternatively, do you want people who care, passionate people, connected people who act and behave like they own the place? Do you want people who can look the customer in the eye and make a difference for that customer?
I think the person who works with you, not for you is all that we will have left as anyone can buy a robot. Loyalty is where success lies as no loyal employee will leave as long as you are both singing from the same hymn sheet. I mean if you welcome them, embrace them and nurture them - why would they leave your organisation?
The organisations of the future will not need a lot of people, they will just need people who care. People who are willing to make a difference, people who are willing to stand up and say, “I made this”. People who care only become restless enough to leave if they realise that you are not keeping it real. Unfortunately, these are not the people most organisations want. Most organisations want people who can be downtrodden, compliant and then they don’t have to worry about them leaving.
I think it’s better to have someone so passionate and good that you would miss if they were gone, rather than to have mediocre people who have no better place to go. What do you think?