Lack of inclusion is a risk management issue: The business case for hiring for lived experience

In this talk, we’ll explore the actionable things individuals can do to ensure their teams are inclusive. It will outline how people often over-index how inclusive they think they are; explain why actions that appear inclusive (such as open door) don’t work because of unacknowledged power differentials; and explore how to create a psychologically safe environment for people from underrepresented backgrounds.

Personal reflections

After watching the talk, take a few minutes to think about the following.

1. At the organizational level, what policies, procedures, and processes have been implemented to create welcoming and psychological safety for employees to share their lived experiences?
2. Who, within the organizations, is responsible for evaluating the effectiveness of those policies, procedures, and processes to prioritize the most vulnerable and to minimize harm?