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Unlocking the Potential of Diversity in Organisations#LivingDialogue2: The Imperative Condition of a Living Conversation—Cultivating the Ground

Unlocking the Potential of Diversity in Organisations: #LivingDialogue2: The Imperative Condition... [Someone who acknowledges and supports the plight of another might be called an ally. In the context of D&I, allyship is accepted as a counterbalance to conscious or unconscious bias and prejudice within an organisation. The ally speaks up in support of their colleague. How and when to act as an ally requires understanding, tact and diplomacy. Once community members are ready to listen and learn without prejudice, the scene is set to introduce “safe” physical or virtual meetings and forums where the emotional experiences of the D&I journey may be discussed. Formal gatherings like Employee Resource Groups and other organised forums vary in style and character. All need moderation and facilitation by experienced communications professionals. Governance concerns itself with the creation of opportunity and transparency. The people functioning within this framework are all human, and consequently, emotional and in need of motivation. Dialogues of discovery are sensitive and require effort. We cannot ordain mindset; we can only hope to create the right conditions for the values we promote to take hold. These things cannot be left to chance.] http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png

Unlocking the Potential of Diversity in Organisations#LivingDialogue2: The Imperative Condition of a Living Conversation—Cultivating the Ground

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Publisher
Springer International Publishing
Copyright
© The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022
ISBN
978-3-031-10401-5
Pages
177 –196
DOI
10.1007/978-3-031-10402-2_13
Publisher site
See Chapter on Publisher Site

Abstract

[Someone who acknowledges and supports the plight of another might be called an ally. In the context of D&I, allyship is accepted as a counterbalance to conscious or unconscious bias and prejudice within an organisation. The ally speaks up in support of their colleague. How and when to act as an ally requires understanding, tact and diplomacy. Once community members are ready to listen and learn without prejudice, the scene is set to introduce “safe” physical or virtual meetings and forums where the emotional experiences of the D&I journey may be discussed. Formal gatherings like Employee Resource Groups and other organised forums vary in style and character. All need moderation and facilitation by experienced communications professionals. Governance concerns itself with the creation of opportunity and transparency. The people functioning within this framework are all human, and consequently, emotional and in need of motivation. Dialogues of discovery are sensitive and require effort. We cannot ordain mindset; we can only hope to create the right conditions for the values we promote to take hold. These things cannot be left to chance.]

Published: Sep 29, 2022

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