March isn't over yet! Yolande and Latasha end this month with an episode dedicated to inclusion, the theme of this years' International Women’s Day. While looking at inclusion, this episode of Shifting Perspectives also explores ideas around diversity, equality and women elevating other women through sponsorship.  Creating an inclusive environment is the end goal. Together we can grow more conscious and intentional about the progress women have made, while actively cultivating safe and inclusive spaces.     ​

Today is World Down Syndrome Day and I am so pleased to see all the wacky socks out there! I wanted to take a minute to share why this day serves not only to celebrate individuals with Down Syndrome but also as an opportunity to raise awareness, foster understanding, and promote inclusivity within our communities.
 
Down syndrome is a genetic condition caused by the presence of an extra copy of chromosome 21. It affects individuals differently, both physically and intellectually. However, it's essential to recognize that having Down Syndrome does not define a person; they have their unique personalities, talents, and abilities just like everyone else.
​
Awareness of Down Syndrome is crucial for several reasons. Firstly, it helps dispel myths and misconceptions surrounding the condition. By educating ourselves and others, we can break down barriers and foster a more inclusive society. Secondly, raising awareness promotes early intervention and support for individuals with Down Syndrome, ensuring they have access to the resources and opportunities they need to thrive. Lastly, it promotes empathy and understanding, encouraging acceptance and appreciation of differences.
 
What You Need to Know - 

• Individuality: Each person with Down Syndrome is unique, with their own strengths, interests, and personalities. It's essential to recognize and celebrate this diversity.
• Potential and Abilities: People with Down Syndrome are capable of achieving great things. With the right support and opportunities, they can lead fulfilling lives and make valuable contributions to their communities.
• Inclusion: Inclusion isn't just about physical accessibility; it's about creating a welcoming and supportive environment where everyone feels valued and respected. This includes providing equal opportunities in education, employment, and social activities.
• Support and Understanding: Individuals with Down Syndrome may face challenges, but with patience, support, and understanding, they can overcome obstacles and reach their full potential.
• Building an Inclusive Community: Creating an inclusive community starts with each one of us. It's about embracing diversity, challenging stereotypes, and fostering empathy and understanding. 
  ​
  

As we celebrate World Down Syndrome Day, let us not only raise awareness but also commit to building a more inclusive and supportive community for individuals with Down Syndrome and all people with disabilities. By embracing diversity, challenging stereotypes, and fostering empathy and understanding, we can create a world where everyone feels valued, respected, and included.

​Over the last few weeks, I have had the opportunity to speak on the theme of #InspireInclusion. In doing so, I have touched on the topic of microaggressions in the workplace. Microaggressions, although seemly small actions, can pack a powerful punch and affect not only individual morale but the overall wellbeing of a team.
 
So, what exactly are microaggressions? Well, they're those subtle, often unintentional behaviors or comments that convey hostility or insult towards marginalized groups. They come in many forms, from snide remarks to dismissive gestures, and they can leave a lasting impact on those who experience them.
 
There are three main types of microaggressions: verbal, behavioral, and environmental.

• Verbal microaggressions include things like backhanded compliments or subtle put-downs disguised as jokes.
• Behavioral microaggressions encompass actions like ignoring someone or speaking over them in meetings.
• Environmental microaggressions such as displaying offensive images or failing to accommodate diverse needs.

 
It’s important to note that not all microaggressions are verbal. Non-verbal cues, like eye-rolling or avoiding eye contact, can also send hurtful messages. These silent signals often fly under the radar, making them even trickier to address.

Often when I discuss microaggressions in training the first response is, “we don’t do that,” However, as we dive a little deeper, the microaggressions start to feel not so micro! If you are a regular reader of this blog, or have heard me speak before, you know that I strongly feel that the most dangerous bias we can have is believing that we have no bias. I believe this way because we can never underestimate our unconscious biases.
​
Our unconscious bases are the ingrained beliefs and stereotypes that influence our thoughts and actions without us even realizing it. These biases shape the way we interact with others, leading to microaggressions that perpetuate harmful stereotypes and undermine inclusivity. (See my previous blog series on Unconscious Bias if you would like to learn more.)
 
So, what can we do to recognize and minimize microaggressions in the workplace? Here are five tips to get you started:

1. Educate Yourself: Take the time to learn about different cultures, identities, and experiences. Understanding where your biases come from is the first step towards challenging and unlearning them.
2. Practice Active Listening: Be mindful of how you communicate with others. Listen actively, validate their experiences, and avoid interrupting or dismissing their perspectives.
3. Speak Up: If you witness a microaggression, don't stay silent. Use your voice to address the behavior in a respectful and non-confrontational manner. Sometimes, a gentle nudge is all it takes to create awareness.
4. Create Safe Spaces: Foster an environment where everyone feels valued and respected. Encourage open dialogue, set clear boundaries, and prioritize diversity and inclusion in all aspects of your work.
5. Lead by Example: As leaders and influencers, we have a responsibility to model inclusive behavior. Be conscious of the messages you're sending, both verbally and non-verbally, and strive to create a culture of kindness and empathy.

 
Remember, we're all works in progress. It's okay to stumble along the way, as long as we're committed to learning and growing. By acknowledging our biases and taking proactive steps to combat them, we can build a workplace where everyone feels seen, heard, and valued.

Yesterday I had the opportunity to spend some time with the women from FortisTCI. We explored the International Women's Day Theme 2024, InspireInclusion. In our time together we chatted about the power of inclusion and the importance of looking inward before you look outward. The question posed was: "How do you make a woman feel comfortable being seated at your table?”

I shared the following tips:

• Reflect on what it means to be inclusive.
• Look for ways to amplify each other’s voices, to provide mentorship and sponsorship.
• Look for ways to minimize microaggressions and use microaffirmations.
• Be intentional about skill-building and knowledge sharing.
• Create safe spaces.

This year I was honored to spend some time with the women of TCInvest on International Women's Day.  If you follow this blog, you know that I have a passion for Diversity, Equity and Inclusion. So, I was excited to speak on this year's theme - Inspire Inclusion. ‘Inclusion’ is often the magic sauce to how we create belonging within our families, communities, and organizations.

I concluded my speak with the following words:

"When women support women, incredible things happen. When this support is the kind of no judging, no competing, no intimidating kind of support, we help each other reach higher levels. What I know, is I thrive when I am supported not just by the women in my tribe, but in the everyday interactions that I have with the women around me. We must remember that not all seasons of life come with the tribes a woman may need, and being there for someone else, in a kind gesture, an encouraging word, in creating a seat at the table, can truly inspire inclusion.

This year’s theme, inspire inclusion, alerts us to the fact that inclusion is an intention act. Diversity is a fact. Within our workplaces and our communities, we are filled with diversity. Differences in age, gender, education, social economic status, culture, experiences etc. This list goes on and on and on. The thing is Diversity isn’t enough. Diversity simply means we have difference among us, but to get to inclusion we must be intentional. One of my all-time favorite quotes is by Verna Myers, she states -
“Diversity is being invited to the party; inclusion is being asked to dance," 

Here are some tips to Inspire Inclusion in 2024:

• Reflect on what it means to be inclusive.
• Look for ways to minimize your microaggressions.
• Use microaffirmations.
• Shine and Embrace the Shine
• Be You. You are the best YOU there is.

Over the last few weeks, we have explored Unconscious Bias and the effect it can have in the workplace and in our schools. To take it a step further, I'm now going to spend time exploring Microaggressions.

Stay Tuned!