In the complex world of organizational rules, policies and laws often may seem, for the most part, to be straightforward. There are rules, and as a leader, your job is to apply them, ideally consistently.
However, if we scratch the surface, there’s a critical reality: these policies, which have, or course, been written by humans, may be built with inherent biases that impact how they’re applied, potentially reinforcing disparities.
Rules, standards and practices or requirements might appear to be neutral but may have a negative or discriminatory impact on certain individuals based on identity. In building a culture of inclusion and psychological safety, it’s important to ensure that all rules are known and understood by all, and are applied consistently, and with an equity lens.
Policies are often created at a particular point in time, without having given full consideration on the impact on some groups, and the possible impact of bias. This may result in the need to balance the need to apply policies consistently, while keeping in mind the possible need to accommodate. So how do we do this?
Fair Treatment is in the Application: Despite their appearance of objectivity, policies and laws are shaped – and interpreted – by individuals. Scrutinizing how policies are practically applied is crucial to ensure fairness.
Some questions to consider:
1. What’s the goal? Each policy has an objective. Get clear about what the policy is there to achieve. Flexibility? Safety? Access to development or other resources?
2. What are the barriers? Well-intentioned policies can inadvertently contain barriers for certain individuals or groups. Who may be excluded from achieving the goal of this policy? Who might be privileged?
3. Inclusive Problem Solving: Recognizing who might be left out by a policy is crucial for fostering inclusivity. Can the desired outcome be achieved through an approach that embraces diversity and uniqueness? This is the application of an equity lens.
4. Valuing Diversity Through Flexibility: Valuing diversity means acknowledging – and where possible – accommodating – individual differences. Rigidity in rules can impede engagement, and lead to allegations of discrimination or preferential treatment.
5. Consider Needs not Wants: Consider the Individual. Work to understand their circumstances and any possible headwinds may contribute to their need for accommodation to a policy.
6. Be Consistent: Document your actions and share with HR. Follow this process for everyone.
Consistent and thoughtful application of policy can go a long way towards fostering a culture where everyone feels seen and heard. This can also mitigate potential allegations of discrimination or favouritism.
#diversityequityinclusion #workplaceculture
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