In our quest to spotlight leaders driving change in Diversity, Equity, and Inclusion (DEI), we had the privilege of interviewing Maira Q on DEI in the workplace. As a passionate advocate for creating inclusive workplaces, Maira shares her invaluable insights on the importance of inclusive language, effective DEI strategies, and the role of leadership in fostering a culture of respect and acceptance.
Meet Maira Q: A passionate advocate for Diversity, Equity, and Inclusion.
Maira Q, in her current role, works to ensure that everyone feels valued and included, with a particular focus on cis women, transgender individuals, and people with disabilities. Besides her professional role, Maira is also recognised as LinkedIn’s top voice, a thought leader, writer, and reader. She finds happiness in the world of books and the art of cooking, believing that stories are woven into the fabric of our lives, whether in a fantastic read or a delicious recipe. Maira actively discusses diversity and inclusion in our daily experiences, underscoring her commitment to these principles beyond her job.
Maira Q on DEI in the Workplace: The interview
We asked Maira to share her thoughts on some of the critical issues surrounding DEI.
Q: Why is inclusive language crucial in promoting a diverse and equitable workplace environment?
A: Inclusive language is crucial in promoting a diverse and equitable workplace environment because it fundamentally fosters a sense of belonging and respect among all employees, creating a culture where everyone feels valued. When organisations actively use language that acknowledges and celebrates diversity, it sends a clear message that all identities and experiences are recognised and appreciated, which is essential for reducing biases and stereotypes. This inclusive approach enhances open communication and collaboration, allowing diverse teams to share their unique perspectives and drive innovation.
Q: How can organisations ensure that their internal communications reflect and support their commitment to DEI principles?
A: Organisations can ensure that their internal communications reflect and support their commitment to DEI principles by taking several thoughtful and practical steps. First, it’s essential to provide training and education for all employees so everyone understands why inclusive language and DEI principles matter and how to apply them in everyday interactions. Leadership should lead by example, consistently using language that acknowledges and respects diverse identities and experiences.
Clear policies and guidelines should be established and regularly updated to keep pace with evolving DEI standards. It’s also essential to create open channels for feedback, allowing employees to share their thoughts and concerns about inclusivity, which fosters a culture of continuous improvement. Involving diverse perspectives in communication strategies, such as through DEI committees or employee resource groups, helps ensure that all voices are heard and represented. Regularly reviewing internal communications can help identify and address any areas that might fall short of the organisation’s DEI goals.
Q: What are some common language pitfalls that can unintentionally exclude or marginalise certain groups within the workplace?
A: Common language pitfalls that can unintentionally exclude or marginalise certain groups include the use of gender-biased terms, regional language dominance, and assumptions about cultural norms. For instance, using male-centric language like “chairman” instead of “chairperson” can alienate women and non-binary individuals. Additionally, prioritising Hindi or English over regional languages can marginalise employees from non-dominant linguistic backgrounds, making them feel undervalued.
Stereotypical remarks or jokes about caste, religion, or ethnic groups, even if made in jest, can perpetuate harmful biases and create an unwelcoming environment. Moreover, addressing colleagues with honorifics that assume marital status, such as “Mrs.” or “Miss,” instead of using neutral titles like “Ms.” can be exclusionary. Being mindful of these pitfalls and fostering a culture of respectful and inclusive language is crucial for creating a workplace where all women feel valued, respected, and included.
Q: Can you provide examples of effective communication strategies that have successfully fostered inclusivity?
A: During my career, we have implemented several effective communication strategies that have successfully fostered inclusivity. One such strategy is regular diversity and inclusion training sessions for all employees. These sessions not only educate about the importance of inclusive language and behaviour but also provide practical tools for implementation. We also encourage open dialogue through feedback channels and employee resource groups, where individuals can share their experiences, concerns, and suggestions related to diversity and inclusion.
Q: How does the use of gender-neutral language impact workplace inclusivity, and what steps can companies take to implement it effectively?
A: Using gender-neutral language is a powerful way to promote workplace inclusivity, as it ensures that all individuals feel respected and valued regardless of their gender identity. This approach helps in creating a more welcoming and inclusive environment where everyone feels included and seen. Companies can implement gender-neutral language effectively by providing training and education to employees on the importance of inclusive language, updating policies and documents to use gender-neutral terms, encouraging the use of inclusive pronouns such as “they/them,” and promoting a culture of respect and acceptance for all gender identities.
Q: In what ways can leaders and managers be trained to use inclusive language in their daily interactions with employees? Also, in typically masculine roles like factory level or institutional sales roles, how can language play a decisive factor in bringing in more women and LGBTQIA+ professionals?
A: Leaders and managers can be trained to use inclusive language in their daily interactions with employees through comprehensive diversity and inclusion training programs. These programs should cover topics such as the importance of inclusive language, understanding different gender identities and pronouns, recognising unconscious biases, and fostering a culture of respect and acceptance. Role-playing exercises and real-life scenarios can also be included to help leaders practice using inclusive language in various situations.
In typically masculine roles like factory level or institutional sales roles, language can play a decisive factor in attracting and retaining more women and LGBTQIA+ professionals. Firstly, job descriptions and recruitment materials should use gender-neutral language to appeal to a diverse pool of candidates. During interviews and onboarding processes, leaders and managers should avoid gendered assumptions and stereotypes, focusing instead on skills, qualifications, and potential contributions. Creating inclusive policies and practices, such as offering parental leave for all genders and providing support for LGBTQIA+ employees, can also make these roles more attractive and welcoming to diverse talent.
Q: Can you explain how to measure the impact of inclusive language on employee engagement and satisfaction?
A: Measuring the impact of inclusive language on employee engagement and satisfaction involves using surveys, feedback mechanisms, and analysing metrics such as retention rates and participation in diversity initiatives. Qualitative methods like focus groups and interviews can provide deeper insights into employees’ experiences and perceptions. Continuous feedback and data analysis are key to understanding and improving the influence of inclusive language on workplace dynamics.
Maira Q on DEI in the workplace: The importance of inclusive language
Q: How can companies address and correct non-inclusive language when it occurs without creating a culture of fear or retribution?
A: Companies can address and correct non-inclusive language effectively by fostering a culture of education, empathy, and accountability. Firstly, providing regular diversity and inclusion training to all employees can raise awareness about the impact of language and encourage the use of inclusive language. These training sessions should focus on educating employees rather than shaming or blaming individuals.
Secondly, creating clear guidelines and policies regarding inclusive language sets expectations for behaviour and provides a framework for addressing non-inclusive language when it occurs. These guidelines should emphasise the importance of respectful communication and provide examples of inclusive language alternatives.
Finally, cultivating a culture of empathy and understanding helps employees recognise their biases and learn from mistakes without feeling defensive. Encouraging dialogue, listening to diverse perspectives, and celebrating efforts towards inclusivity can contribute to a positive and supportive environment where everyone feels empowered to contribute to a more inclusive workplace.
Q: What advice would you give to organisations looking to start or enhance their DEI initiatives, specifically in the realm of internal communication?
A: For organisations starting or enhancing DEI initiatives in internal communication, prioritise education, establish clear guidelines, create open feedback channels, integrate diversity considerations, and regularly evaluate and adjust strategies for ongoing improvement. Remember, it is a long journey, but the transformation you’ll witness is beautiful.
Q: In light of the recent debate ignited by the Ola CEO regarding the use of ‘they/them’ pronouns, how can organisations navigate such discussions to ensure respect and inclusivity for non-binary and gender-nonconforming employees?
A: Everyone is on a journey of inclusion, and so is Ola. Although some companies are a few steps ahead of others, that’s okay. We need to realise that the journey of inclusion is a marathon, not a sprint. Ola’s CEO’s anti-trans remark should not affect any DEI initiative by the organisation or any other entity.
Organisations must prioritise education, empathy, and inclusivity in navigating discussions about pronoun usage and respect for non-binary and gender-nonconforming employees. Firstly, providing comprehensive training and resources on gender diversity and pronoun usage to all employees can significantly increase awareness and understanding. Secondly, establishing inclusive policies that allow individuals to specify their preferred pronouns and actively encouraging their use in all communications helps foster a respectful environment. Thirdly, promoting open dialogue and actively listening to the concerns and experiences of non-binary employees can inform inclusive practices and policies.
Maira Q on DEI in the workplace: The final thoughts
Maira Q’s insights highlight the critical role of inclusive language and practices in creating equitable workplaces. Her dedication to fostering DEI initiatives at work and everywhere serves as an inspiring example for organisations and us who aim to build inclusive cultures. By embracing inclusive communication, providing comprehensive training, and prioritising empathy, companies can make significant strides towards ensuring that all employees feel valued, respected, and included.
