HRO Today October 2019 - 36

D&I
colleagues and experiencing a sense of thriving,
which is described as a high degree of emotional and
psychosocial well-being. The study found that workers
who feel appreciated by colleagues are 29 percent more
likely to " fl ourish " on the job.
Many organizations are fostering an environment of
psychosocial safety by encouraging employees to explore
their interests and cultural identities with colleagues.
Employee resource networks (ERNs) or employee
resource groups (ERGs) can nurture leadership skills and
collaboration across cultures, lifestyles, and genders. They
engage and help retain diverse talent while providing
customer insights that can expand visibility and sales.
AT&T has earned global recognition for its ERNs and
ERGs, with a key reason being that they are open in
nature. AT&T has thrived because these groups are truly
inclusive, enabling participation from anyone who is
interested. From " The Women of AT&T " to " Parents@
Work, " these AT&T groups stimulate cross-collaboration
and engagement.
3M has also seen the positive impact of ERNs. For
instance, its " DisAbility Network (dAN) " is comprised
of more than 200 employees with disabilities and also
includes loved ones of and advocates for those with
disabilities. It's a perfect example of how such a group
can foster inclusion for a wide variety of individuals with
a common interest.
The facts are clear: A diverse, global, and empowered
workforce helps companies relate more closely to
customers, suppliers, and channel partners around the
world. " The Science of Inclusion " training program
encourages employees to be A.C.T.I.V.E.:
* Ask to involve colleagues from a variety of backgrounds,
abilities, and ages in decision-making processes.
* Celebrate and respect differences to foster a sense of
uniqueness among colleagues.
* Treat colleagues as valued teammates to support a sense
of belonging.
* Integrate what you learn about inclusion into daily
interactions to strengthen the culture of inclusion.
* Verify that professional decisions do not inadvertently
exclude a social group.
[36]
HRO TODAY MAGAZINE
| OCTOBER 2019
The " Science of
Inclusion " program
has received an
average rating of
4.75 out of 5.0
from the 6,000
3M employees who
have participated.
* Encourage colleagues of all backgrounds, age groups,
and abilities to contribute their unique perspectives.
Being mindful of inclusivity reaps real rewards for
organizations of all sizes and in all industries. By
broadening the ability to collaborate, inclusive
organizations are well-prepared to innovate and prosper.
And for those organizations that have been slow to the
inclusivity party, now is the time to move from awareness
building to action by setting goals, measuring progress,
being transparent with data, and importantly, holding
leaders accountable.
Call it the art-and science-of inclusion.
Ann Anaya is chief diversity offi cer for 3M.

HRO Today October 2019

Table of Contents for the Digital Edition of HRO Today October 2019

HRO Today October 2019 - 1
HRO Today October 2019 - 2
HRO Today October 2019 - 3
HRO Today October 2019 - 4
HRO Today October 2019 - 5
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