I promised to share more content from the "Eurodesk Guide on Inclusive Digital Communication" that I co-authored with Aga Byrczek and Audrey FRITH for Eurodesk Brussels Link and here it is.

The primary reason people join and stay in a company or organization is not that they want to earn more money and possess a high level of status (although they enjoy both) but because they wish to belong.*

Last week, on the invitation of Alina Szeptyka, I had a pleasure to open the “Diversity at the workplace” with a keynote speech on the value of diversity.

Here are some main points I shared with the audience.

Do you also have a feeling that the word #tolerance in the last decade got out of usage and is perceived more negatively?

I'm excited to share that the Guide on Inclusive Communication in Youth Information Services that I had a pleasure to co-author with Aga Byrczek and Audrey FRITH for the invitation of Eurodesk Brussels Link, has been launched yesterday!

Fulfilling the human need for a sense of #belonging is crucial for a healthy life. Employees who experience exclusion or undervaluation are prone to heightened stress, #burnout, reduced productivity, and increased absenteeism.

I still remember a couple of months ago sitting with my colleagues: Agnieszka Halikowska and Monika CHUTNIK, having a coffee, talking about DEI and thinking: wouldn’t it be great to have a community of fellow DEI professionals - from business, NGOs, freelancers - whom we could meet every now and then and share our thoughts with, learn from each other, professionalize together?

Today I’m coming to you with a book recommendation of Erin Meyer’s “The Culture Map”.

This insightful read is great for anyone seeking a deeper understanding of the cultural intricacies within their teams, and it's especially valuable for those #leaders striving to foster greater inclusivity.

We daily assume someone’s #gender based on person’s appearance or name. These assumptions aren’t always correct, and the act of making an assumption (even if correct) sends a potentially harmful message - that people have to look a certain way to demonstrate the gender that they are or are not.*

During my inclusive leadership workshops, we emphasize the importance of inclusive #leaders regularly engaging in behaviors such as providing and soliciting feedback, maintaining clear #communication, making decisions inclusively, and allowing room for differing opinions.

But when we look at them from the cross-cultural perspective, it becomes clear why alone they may not be inclusive enough in global teams.

During my workshops on inclusive leadership we often map what inclusive leaders concretely do to build #inclusion in a team. There is one behavior that often pops up that underlies actually all good #leadership: treating everyone with #respect.

But what does it mean? How #leaders can demonstrate respect more consistently and actually make employees feel respected?

Inclusive leadership is about introducing daily habits: like asking DEI related questions

The autumn 🍁 has started and I kicked it off with a very exciting training project.

It’s a 𝗧𝗿𝗮𝗶𝗻 𝘁𝗵𝗲 𝗗𝗘𝗜 𝗧𝗿𝗮𝗶𝗻𝗲𝗿 𝗣𝗿𝗼𝗴𝗿𝗮𝗺 – dedicated to 18 DEI #champions who are becoming internal DEI #trainers. I prepare them for this role through a series of sessions, consultations and #feedback for the workshops they will run.

Do you also have this observation that passion, in some fields, DEI included, is often perceived as a necessary component of motivation and as a predicament of the quality of work and good results?

Just a few days ago we observed the Burnout Awareness Day.

Dr. Christina Maslach in her #research, identified six common drivers of #burnout. Take a look at today’s carousel for details on how many of them are related to the condition of the DEI in a company.

Did you know that most unconscious bias trainings don’t work?

Do you want to support women in #leadership positions? Stop telling them to get more confident.

Do you want to minimize the #bias in performance reviews?

There are ways that have proven to be highly effective in brining actual change in reducing bias.

Check out this case study