Organizations often fall short in promoting Diversity and Inclusion, leading to feelings of exclusion and undervaluation among employees. Initiatives around awareness and connections across social groups must be embedded in a sustainable and inclusive culture. Cultivating Cultural Agility and Inclusive Leadership requires ongoing commitment and effort at all levels of the organization.
Intercultural coaching is relatively recent in organizations. This may explain certain misconceptions about it and help us understand why his potential is not always exploited as it could. Recall that intercultural coaching aims to help employees or groups manage cultural differences, increase self-awareness, promote well-being, and manage uncertainty and innovation. It is important to remember
Intercultural coaching improves communication and mutual understanding, creating a more inclusive workplace. It reaps the benefits of Cultural Diversity and helps teams navigate differences, resulting in better team dynamics, trust, collaboration, and productivity.
As a New Normal emerges, remote-working is unlikely to vanish. Therefore, Thélème international, in collaboration with Common Link, launches a series of articles on the topic of remote-working in intercultural contexts. Part 1 addresses the basic working-habits and navigation through personal and cultural differences.
Headlines reporting the use of AI for recruiting abound. Having seen in previous articles how individuals and organizations can overcome biases, I invite you to the next level: how AI sheds a new light on discrimination in a diverse workplace.
Recruiting, evaluations and engagement are ripe for biases. Which steps allow an organization to mitigate their harmful effects and benefit from diversity?
Often harmless, unconscious shortcuts or biases can produce deleterious effects in a diverse workplace. As they are unconscious, can we avoid them?