CHIA-JUNG (Isaac) LIANG’s Post

To cut my workload, I don’t share my private life with my colleagues These are the words of Bettina, Global Head of Operational Excellence at a large international company, she is bisexual and married to a woman. She continues: “When we gather by the coffee machine, and colleagues chat about their weekend with their families, I don't join in. I’m not ashamed, but because people don’t expect it, I often get reactions like: ‘Did you say SHE?’ ‘But... You don’t LOOK gay?’ ‘Have you always been a lesbian?’ ‘How did you have kids?’ Suddenly, the chat is not just small talk, now I'm forced to share my life story, defend how ‘people like us’ meet, fall in love, and have children. And I just wanted a cup of coffee…” This is one of many quotes from the interviews I am currently conducting. Interviews that reveal the exact barriers to inclusion, engagement, belonging, and retention that staff face at work every day when they: 💥 belong to an ethnic minority 💥 have a cultural background different from the majority 💥 identify as LGBTQ+ 💥 live with a visible or hidden disability or diagnosis When Bettina don’t share her life, to avoid prejudice or bias, barriers to inclusion, relationships, and belonging form. These barriers come at a high cost – for her and the company, impacting productivity, retention, hiring costs, and stress-related absence. Minority stress happens when staff constantly need to explain or hide their differences to avoid negative reactions. When companies don’t invest in creating a basic understanding of the diversity represented in the company, the burden of creating it falls on staff. An unfair task that most minority staff don't have the energy or ability to take on. That’s why I've launched InklusioNordic: To create training videos that shift the responsibility from the individual to the organisation. The videos share personal stories and experiences, told by those involved, with practical advice and tools for daily interactions. Short, fun, engaging and thoughtprovoking. Easy to implement and will help colleagues develop skills to handle differences, avoid awkwardness, and build a truly inclusive culture. Blind hiring, bias awareness, quotas and workshops are all great ammunition. But without the spark, an inclusive culture, to ignite these efforts, they stay surface-level, and the full business impact remains absent. The videos launch in Q1 2025 in English and Danish, with other Nordic languages to follow. They come with dialogue tools for leaders and a learning & community platform for peer learning and growth. Together with our partners, we solve challenges and create solutions to make inclusion and accessibility more attainable – at work and in society. If you want to drive real change that improves business results and supports an inclusive society: Sign up for our newsletter: https://lnkd.in/egrmSh35 Or contact us to become a partner and champion this cause with us across the Nordics.

Happy Tuesday Linkedinians ✌ Diversity is a core asset for any organization and a hot topic in many organization. Bringing individuals from different backgrounds, experiences, and perspectives, will enrich the company culture. It’s not just about ticking a box; it’s about creating an environment where everyone feels comfortable and valued. In my experience, a diverse team can approach challenges in innovative ways, leading to better problem-solving and more creative solutions. When we embrace diversity, we create an atmosphere where every voice is heard and we get ideas that might be outside of the box. This is crucial for staying competitive in today's fast-paced world and give everyone the best chance to succeed which ultimately will benefit the company performance. Creating an inclusive culture where everyone has a voice isn’t just a noble goal, it’s a smart business strategy. Let’s commit to building workplaces where diversity isn’t just accepted but celebrated 🎉 What are your thoughts on the importance of diversity in the workplace? #Tuesdaymotivation #DiversityAndInclusion #WorkplaceCulture #Peace #stopthehate #London

🌟 Embracing the ALLY Acronym: Fostering Inclusive Workplaces 🌟 In today’s diverse and dynamic work environments, being an ally is more important than ever. The acronym ALLY stands for Acknowledge, Listen, Learn, Yield, and it’s a powerful framework for supporting and uplifting our colleagues. Here’s what it means: 🔹 Acknowledge: Recognize and validate the experiences and perspectives of others. Acknowledgment is the first step in showing respect and understanding for the unique challenges that individuals from different backgrounds may face. 🔹 Listen: Truly listen to what others have to say without interrupting or making assumptions. Active listening involves being present, showing empathy, and seeking to understand before responding. It builds trust and fosters open communication. 🔹 Learn: Commit to ongoing education about different cultures, identities, and experiences. This means being curious, asking questions respectfully, and being open to new perspectives. Learning helps us grow and become more effective allies. 🔹 Yield: Make space for others to share their voices and perspectives. Yielding involves stepping back and amplifying marginalized voices, supporting their initiatives, and advocating for their needs. It’s about using our privilege to create a more inclusive environment. Being an ALLY is about more than just words—it’s about taking consistent, meaningful actions to support diversity, equity, and inclusion in the workplace. By embracing these principles, we can create a culture where everyone feels valued and empowered. Let’s commit to being allies in our professional and personal lives, driving positive change and fostering an environment where everyone can thrive. #ALLY #Inclusion #Diversity #Equity #WorkplaceCulture #Leadership #Empowerment

🔁In group - Out group both can influence the type of culture your workplace has and how the people on the 'outside' feel. If you have the opportunity to influence the culture of your team, consider: ✅Inviting new comers to join in on events and gatherings. ✅Arranging activities that are varied, not too high on skill base or too cliquey. ✅Asking open ended questions for others to share what they are comfortable with. ✅Getting to know people and what helps them feel like they belong. Awareness is the first step in building an inclusive culture. Have you ever been the 'in group'? What did you do to invite others to join you? More content and link to my Cultural Humility and Agility course in the comments.#ingroup #inclusion #culturalhumility #alwaysbelearning

Inclusion, for me, is about making space for everyone’s voice, even in small, everyday interactions. Recently, during a project discussion, one of our stakeholders, who usually communicates in Hindi, seemed hesitant to share their thoughts in a room dominated by English speakers. Noticing the hesitation, I switched to Hindi, asking, "Aapka kya vichaar hai?" (What are your thoughts?). Their face immediately brightened, and they shared a brilliant idea that reshaped our entire approach. Just by changing the language, I was able to create an environment where they felt comfortable and valued. This moment reminded me that inclusion is not just about diversity in the room; it’s about ensuring everyone feels empowered to contribute, regardless of language or background. It’s these little actions—switching languages, pausing for quieter voices, or encouraging different perspectives—that create true inclusion. In my day-to-day interactions, I aim to foster spaces where stakeholders, colleagues, and partners alike feel their voices matter, ensuring that no perspective is overlooked. . . . . At The Outcast Collective, we are committed to transforming the workplace, making them more diverse and inclusive through effective diversity training, revision of policies, and open communication. To know more about the topic, join our upcoming event on ‘The Fundamentals of Diversity and Inclusion’. Dive into how DEI can revolutionise your organisation and unlock its full potential. 🔗 Register Now: https://lnkd.in/dXY6Q9Ji 🗓 Date - 20th Sept ‘24 🕓 Time - 4 PM 📍 Place - LinkedIn Live ✍️ Write to me at lakshmi@theoutcastcollective.com or visit https://lnkd.in/euwuEStV to learn more about our services.

Inclusive communication and language are important requisites to create an inclusive work culture. Here I have shared my thoughts in the blog on : 'A Guide to Workplace Inclusive Language'

Belonging Versus Inclusion - A Brief Overview   Belonging and inclusion are two key principles that guide the way organizations interact with their employees. Although they seem similar, they have distinct meanings. For this Well-Being Wednesday, I encourage us to all take a few moments to reflect on how we individually belong and how we are creating a space of belonging for others and importantly, where we need to improve.   Inclusion   Inclusion refers to the act of ensuring that individuals of all backgrounds and experiences are welcomed and have equal opportunities in the workplace. It's about embracing diversity—whether it's in terms of race, gender, age, religion, disability, or any other characteristic—and making sure everyone has the same access to opportunities and resources.   Inclusion is an active process, which involves acknowledging and valuing the diverse backgrounds and perspectives that individuals bring to the table. It's about creating an environment where everyone feels valued and that their contribution matters.   Belonging   Belonging, on the other hand, goes a step further. While inclusion is about ensuring diverse and equal opportunities, belonging is about creating a sense of connection and community among employees. It's about fostering an environment where individuals feel comfortable being themselves and feel that they are an integral part of the team.   Belonging requires an atmosphere of respect and acceptance, where individuals feel safe to express their thoughts and ideas without fear of judgment or exclusion. It's about recognizing and appreciating the uniqueness of each individual, and encouraging them to bring their whole selves to work.   In simple terms, while inclusion is about being invited to the party, belonging is about feeling like you're part of the party. #WellBeingWednesday #Belonging #Belong

In today's globalized world, organizations are recognizing the immense value of a diverse workforce. But what exactly is workplace diversity, and why is it so important?  Workplace diversity goes beyond just race and gender. It encompasses a wide range of visible and non-visible characteristics, including: → Age → Ethnicity  → Religion → Sexual orientation → Abilities → Work style → Socioeconomic background → Personality A truly diverse team brings together individuals with unique perspectives, experiences, and skills.  How diversity strengthens your organization? → Enhanced Creativity and Innovation → Improved Decision-Making → Stronger Talent Pool → Better Customer Understanding → Increased Employee Engagement Workplace diversity is not just a social responsibility; it's a smart business decision. Are you ready to build a stronger, more successful team? EDOXI Training Institute is here to help! Our courses and consulting can equip you to create a workplace that's both diverse and inclusive. Invest in your team, invest in your success! #workplacediversity #edoxi #inclusionmatters

Consciously practicing inclusivity involves actively creating an environment where everyone feels valued, respected, and included. Here are 10 ways to do that: (1) Educate Yourself: Take the time to learn about different cultures, backgrounds, and perspectives. This can include reading books, attending workshops, or engaging in discussions with people from diverse backgrounds. (2) Promote Diversity: Actively seek out diverse perspectives and voices in your workplace, community, or social circles. Encourage and support diversity initiatives and programs. (3) Listen Actively: Practice active listening by genuinely listening to others' experiences and perspectives without judgment. Create a safe space for open and honest dialogue. (4) Use Inclusive Language: Be mindful of the language you use and avoid language that may be offensive or exclusionary. Use inclusive terms that respect people's identities and experiences. (5) Challenge Bias: Be aware of your own biases and challenge them. Advocate for fairness and equality, and speak up against discrimination or prejudice when you encounter it. (6) Create Inclusive Policies: Ensure that your organization's policies and practices promote inclusivity and diversity. This can include recruitment practices, accessibility accommodations, and diversity training programs. (7) Celebrate Differences: Embrace and celebrate the differences among people. Recognize and highlight the value that diversity brings to your environment. (8) Foster Inclusive Spaces: Create physical and virtual spaces that are welcoming and accessible to everyone. Consider factors such as language, cultural norms, and physical accessibility. (9) Seek Feedback: Regularly seek feedback from others about how inclusive your actions and behaviors are. Use this feedback to make improvements and adjustments as needed. (10) Lead by Example: Be a role model for inclusivity by demonstrating respectful and inclusive behavior in all aspects of your life. Encourage others to do the same. What's missing? Which practices resonate most with you? Which do you need more guidance on? #deib #diversity #inclusion

Leading the Way in Human Rights 🌍 JT Group stands as a leader in promoting human rights. Discover how JT Group addresses human rights issues within their supply chain and ensures ethical practices every step of the way. 🌱🤝 https://lnkd.in/evn4EyEH #HumanRights #SupplyChainEthics #JTGroup #Leadership