The reasons for this are many and varied, ranging from lack of connectivity and rich/poor divides to ability and much more. The “digital divide” is a gap spoken about in the public realm, which refers to the fact that there are large swathes of populations who are excluded from accessing and using modern technologies. The second is by making them inclusive, through amplifying cultures of belonging in the stories and content published on them.Ī useful first step in both processes is to identify who we are unintentionally excluding and failing to “see” within our user bases. The first is by making our platforms accessible through how they’re designed and delivered. While this area has historically been the remit of HR – or indeed of Facilities and IT when it comes to accessibility – there are two key roles that digital workplace practitioners can play in nurturing this sense of belonging. This phrase is taken from Dr Brené Brown, who has described the heart of connection between people as : “the energy that is created between people when they feel seen, heard and valued - when they can give and receive without judgment”.Īnd so, at the root of our accessible, inclusive, diverse workplaces, there is fundamentally a culture where people feel they belong, and in which they’re seen, heard and valued. The second was making sure that people – and in particular marginalized groups – feel “seen, heard and valued”.
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I don’t want to be seen as a number, a gender, or an ethnic box.” No one wants to feel like a “token” representative of a single community they want their full self to be appreciated in all its richness. As Pat has written: “ What I really wanted was those moments when I feel that I belong to a team, I matter, and I’m able to be my authentic self. The first was that we should be looking to nurture cultures of “belonging”, a concept developed by Pat Wadors during her time at LinkedIn. A sense of “belonging”, where you’re “seen, heard and valued”Īccessibility, and increasingly diversity and inclusion, are familiar routes into creating work environments that are welcoming – and usable – to the full spectrum of abilities, genders, ethnicities, personalities, ages and more, which make up the tapestry of the human race, with the aim of helping all to flourish as their full selves.ĭuring the Hangout, Kim introduced two key additions to our lexicon, both of which help to capture the underlying impacts behind much of this work. Here are some of the highlights from our conversation, one which we’re looking forward to diving deeper into as 2020 (and the 2020s) unfold.
We were delighted to be joined by Kim Clark, a speaker, trainer, workshop leader and consultant specializing in diversity, inclusion and belonging communications, as our guest. We were also pleased to welcome a mix of DWG members and non-members who dialled in to help us share, listen and learn from each other. It therefore felt an important moment to focus our last Digital Nations Group Hangout of 2019 on what practitioners and experts can be doing to create more accessible and inclusive digital workplaces. The assumption appears to be that all employees are without disabilities.” Going forward, we as an industry have the opportunity to change this. As Martin White has written: “Accessibility is rarely on the agenda. Historically, accessibility has often been minimized as a priority or tacked on as an afterthought, something we at DWG see time and again through our benchmarking. Here, he calls for all of us who have the capacity to do so to step forward and make a difference in our own worlds and with those we connect with moment by moment. Top of the list of Paul Miller’s digital workplace predictions for 2020 sits: “ ‘Accessibility’ rises in importance as part of a new ‘inclusive workplace’ focus”. This prediction – and aspiration – is aligned with how Paul sees 2020 kicking off what he’s termed the “Decade of Courage”.
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