Organizational Culture and DEI: How to Build an Inclusive Work Environment | Lanre Sulola | Skillshare

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Organizational Culture and DEI: How to Build an Inclusive Work Environment

teacher avatar Lanre Sulola, Leadership and Inclusion Coach

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

8 Lessons (34m)
    • 1. Introduction

      2:53
    • 2. Building Inclusion

      7:04
    • 3. Building Connection With Others

      4:17
    • 4. Appreciating Different Perspectives

      4:22
    • 5. Creating Team Identity

      4:20
    • 6. Understanding Cultural Differences

      4:20
    • 7. Tapping into Team Spirit

      4:35
    • 8. Final Thoughts

      2:03
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About This Class

Drive performance, innovation, and positive growth amongst your team with Leadership & Inclusion Coach Lanre Sulola!

Nurturing our unique ambitions, talents, ideas and goals not only helps us thrive as individuals, but is key to your company’s success as a whole. Join Lanre as he walks us through how to intentionally build inclusive teams—from celebrating our differences to fostering a culture of inclusion.  

Alongside Lanre, you’ll learn how to: 

  • Create an inclusive work environment by building connections, recognizing diversity, and embodying a clear team identity
  • Build connection with others in order to build trust and understanding 
  • Appreciate different perspectives to invite inclusivity  
  • Create a clear team identity to gain a greater understanding of how each member can contribute to that identity
  • Shape, keep, and tap into team spirit

By the end of this class, you will be equipped with an understanding of the importance of building an inclusive work environment and how to obtain one. 

Whether you are a leader on your team or interested in being a more inclusive team member, this class will help you thrive as the unique asset that you are and appreciate others for what they bring to the table in your workplace. 

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Lanre’s class is designed for students of all levels. 

Meet Your Teacher

Teacher Profile Image

Lanre Sulola

Leadership and Inclusion Coach

Teacher

Lanre Sulola is a leadership coach who is passionate about building inclusive cultures to enable teams and individuals to thrive. Lanre’s expertise in the Inclusion and Diversity field has helped organisations drive business performance and employee engagement. He works with organisations to implement key I&D related metrics, practices and initiatives around performance, recruitment, retention and promotion. Lanre runs programs to build diverse representation across all levels, create diverse teams, embrace difference and break unconscious bias. He has vast experience in setting up and growing Culture and Diversity networks to provide peer support to colleagues and leverage diversity to meet overall business objectives.

Lanre conducts Performance and Culture focus groups fo... See full profile

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Transcripts

1. Introduction: Inclusion is fundamental to employee engagement, trusted relationships, and business success. This is ever more important in a climate of globalization, remote working, and dealing with rapid change. This class will help us to understand what true inclusion is. It will provide tools for building connection with colleagues and understand how to encourage diversity in our teams. We will look at how we can support a diverse range of individuals to be themselves while aligning as one one team. Hi, my name is Lanre Sulola. We all have unique ambitions, talents, and goals. At Inner Ambitions, we want to bring this to life. We work with organizations across a variety of industries and support leaders to drive performance, innovates, transform, and growth. I am passionate about unlocking opportunities for new ideas, deeper conversations, and impactful commitments. Organizations are at their best when people feel able to be themselves, where uniqueness and value, productivity, innovation, and agility will increase. What we want is for people to focus on how they can add to their team by bringing unique skills, styles, and insights to the full. We will focus on what can be done to allow people to feel that they truly belong in our organization, admit change and a wide range of different perspectives. This is a powerful factor in unlocking individual and team potential. We will discover opportunities for building inclusion, and leveraging for unique diverse skills and faults of our team. This class will be a value. All those who want to see positive change in their organizations, is for leaders working to build high-performing teams, managers wanting to get the best from the people, for individuals wanting to work in an environment where everyone is able to flourish. For class project is to build your own team charter. The idea of a team charter is to have a document that clearly and concisely shares the values, vision, purpose, and ideals of a team. Every member of a team can then buy into this. It is built on the unique ideas of the team members, and everyone can share their experiences, strengths, insights, and interests. When everyone has done this, the team can work together to build common themes and values. It may take some time thinking, and a little time to get to results, but it will be transformational. Use the charters and opportunity for more in-depth discussions with your colleagues, find out more about their motivators, their drivers, and share more of yours, and see the deeper connections that it brings. Do post the charters in your gallery. It'd be great to see what you have come up with. I'm sure it will inspire others to share more about themselves, and inspire your teams and organizations to fully embrace diversity and inclusion. Greater inclusion is a key component of business success and driving positive change. If you're ready to go, I am too. Let's jump right in. 2. Building Inclusion: Building a culture of inclusion is key in allowing our people to succeed as their true selves. Every individual in our team can play a key role in creating this inclusion and fostering a culture of belonging. In our current working environment, we do not take the time to build inclusion, we are sidelined by other work activities, milestones, and deadlines. We often neglect the people side side our work. We do not recognize individuals or give them the opportunity to shine in their right own unique ways. The key to fostering an inclusive environment is re-building connection, recognizing diversity, having a clear identity, and also creating a safe space. I ran a focus group for an organization to help them gain insights around how inclusive their environment was. It was fascinating to hear the different views. On the surface, it seemed as if everyone was doing well and felt connected in the business. As conversation became deeper, it became apparent that this was not the case for everyone, and that there was evidence of certain groups of people feeling the need to fit in or be like others to do well. Often the biggest risk to this is a perception that everyone is fine and feels included. This is a key thing to note around inclusion. It is not binary. It is not a case of being included or not. There are many layers to inclusion that we have to be aware of and to ensure that a person can really thrive as their true self. It is not until we peel some of these layers that we can determine how inclusive our environments are. Verna Myers, IND practitioner talks about diversity being where everybody's invited to a party and inclusion is where everyone is invited to the dance floor. It is the dance floor where you will see uniqueness, nuances, ever celebrated or put to the side. We will likely all have experienced exclusion or known the feeling of being the person standing out or being different. It is important to attune ourselves to our working environment and to others to identify where people may not be feeling their authentic selves and help to change your environment for them to do so. Not only should we do that for others, but we should also be doing it for ourselves. How many of us are feeling excluded, standing out or not feeling ourselves right now? If we are doing this, it is likely that we will not be maximizing our unique strengths and skills. Take a moment to think about the short survey to assess whether you are currently feeling true inclusion or not. The way I speak and the words I choose are the same whether I'm at work or not. When I'm at work, I connect with people in ways that feel genuinely authentic to me. I feel that I need to hide part of my true identity at work and around my colleagues. I speak up if I disagree with someone's decisions, ideas, or actions. I adjust my behavior in significant ways to match the workplace norms and expectations. Hopefully, this has given a sense of where you might be in your working environment and the shift that may need to be made for you to experience true inclusion. It may also be a good exercise to do this with your colleagues to understand where they sit in terms of how included they are. We want to build true inclusion and flourish in a culture that lets us express our unique self and identity. We will now look at the steps we can take to do this. Let's start with creating a safe space. Creating a safe space is key to enabling individuals to feel they can be themselves. We all see things differently. A safe environment should take into consideration all of these differences and allow people to express who they are without judgment. It should support and nurture the unique skill sets, capabilities, and traits that team members will have. There are many situations when we are fearful of standing out or being excluded in our organizations. We can overcome this when we feel we are in a safe environment. We can create an environment of openness, candid conversation, learning from mistakes, and be able to express who we are without fear of reprisal. We can create a belief that we will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. This is a great example of a safe environment. We become comfortable being who we are when this is a case, how we feel, and what we do. It allows us to perform to the best of our abilities. In his book, Leaders Eat Last, Simon Sinek talks about the power of creating a circle of safety for our teams and extending that circle as the team grows, as things change. We all feel valued and pull in the same direction. This is a key aspect of business success. More important than the services and products that our business provides. When we have this, confidence will increase in our environment as colleagues feel more free to speak their mind, share their unique views and are valued and appreciated. We increase the effort we put in while we increase engagement, performance, and retention. Creating this is a continual process and requires time, intentional effort, and consistency. It's about listening to how people are feeling, not just what they are saying, but what they are not saying. This is really about finding out how people are on a deeper level. Because we all know sometimes we can ask people how they're feeling and we just want a quick response, I'm fine, I'm okay. But this initiative is really saying to people I'm willing to stop, I'm willing to pause, I'm willing to really take the time in a safe environment to find out who you are so you can be open and honest. We want everyone to know and share what matters to them and what is expected of them. This involves regular invitation for people to engage, to listen, and learn together. It means valuing what people think and care about as well. It's about showing curiosity about how others are doing and keeping our doors open for conversation and also open for challenge for different views and different faults. We could do this through having more office drop-ins or one to one sessions or diaries being more open to hear and listen with other people. Getting quick, regular, honest feedback can also help to ensure that we are looking at behaviors that needs to be changed or reinforce positive ones. Respect plays a big part in this as well, ensuring we're not interrupting others, having judgment of others, and taking the time to respect everyone, no matter who they are. Take a moment to review whether you have an environment where people feel safe. Explore whether any adjustments need to be made. In particular are there areas where we can create a higher level of safety? What is the impacts of this and what steps can we take to increase this? Making it safe for individuals is part of our learning journey. We may not always get it right. We may sometimes say the wrong things. However, by turning these mistakes into learning opportunities, connection and increased trust can be made. By creating a safe space we build opportunities for greater connection. In the next lesson will focus further on building connection and the role it plays in building inclusion. 3. Building Connection With Others: When we connect with others, we build trust and understanding. We become more energized, focused, and engaged. We're more effective and efficient. There is a sense of shared purpose and identity. Close relationships are linked to health and protect against stress. The Society for Human Resource Management Survey on employee job satisfaction state that, the relationship from colleagues is the top contributor to employee engagement. This is evident regardless of the type of roles or positions we have. It is unlikely that we will just turn up to work and naturally build connection and relationship with everyone at the click of a finger. There are factors that may present us with a challenge. It is therefore important to take intentional and meaningful steps to build connection. However, the problem is that we might find it more easy to connect with some than others. Matthew Syed in his book, "Rebel Ideas" talks about, for need to come away from the same circles all the time, and to look at things in a different way by being around different thoughts and different people. On first glance, we may think that someone new or someone different may not have much in common with us. However, we can get great insight and learn from these individuals. We may also come to realize that we have more in common with them than we first thought. Our biases and our tendency to make quick judgments of those around us can get in the way. We have a picture of who someone is after a few first impressions and decide whether we want to build a connection with them or not. It is important that we go beyond the surface and take the time to share and understand others in order to build this connection. There are many different ways in which we can build it. It could be through our experiences, our work or nationality or educational backgrounds, our hobbies, where we traveled to. The list is endless. There's an exercise, I do with organizations that helps people to understand how they can easily find connection. In this activity, people just share stories about who they are. It's really interesting to see is the more people share the more people shine a light on their experiences and their background that connections are made. A key to building connection is being authentically vulnerable, and openly sharing the things that were important to us, the things that matter, and ultimately who we are. There is a balance though to the level of information we share. If we do not share enough, we can come across as closed and stay distant to others. On the other end, we can over-share and this can cause discomfort or unease as we are bringing too much to a conversation where it's not necessarily needed. We need to recognize that building relationships and trust can take different amounts of time with different people in different settings. Small steps are a great way of building connection over time. Our daily interactions can play a key part in this. Small actions such as actively listening, warm body language, giving praise, recognizing, and helping others are examples of building trust and reducing negative actions such as interrupting, making assumptions, or not giving people the full attention when they're talking. A team I've been working with, we've been spending a lot of time focusing on the small things. As I say, it is crucial to making sustainable change. On a regular basis, they put time aside to gather for team hurdles, to share stories, to find out how things are going for everyone within the team. This has built support, this has built connection and a sense of being together. Take a moment to think about your team. Who were you drawn to? Who is spending most of your time with? Who do you go to for support, for help? Where are the similarities? When you spend time with people, how linked are you? Is it the same sense of humor, or experiences, or was it a long race, gender, or age? Do you think about, who may be not spending enough time with? What's missing? What could you learn by widening your circle of trust? Who could we gain more insight from if we built that connection? In this lesson, we've talked a lot about finding connection, and in the next lesson, we're going to look at the importance of difference because when we celebrate and recognize difference is a great way of ensuring that everyone is feeling included. 4. Appreciating Different Perspectives: Appreciating difference is key in building inclusion. While we focused on the value of finding connection and similarities in the last lesson, there was of much value in acknowledging what difference brings. Our teams were made up of different people, styles, interests, and personalities. We will see things in different ways, we'll behave in different ways and approach tasks differently. This is exactly what we want in a successful organization. Difference is infinite. There are so many things that shape and drive us and having an open mind to this is a positive step. We all have our own view in which we see the world and those around us. We are hone in our own in bubble. The risk of being in our own bubbles is that we can find it difficult to acknowledge others and do not find new approaches to doing new things. If we truly recognize diversity, we can burst these bubbles and it will allow us to be more creative, take on more information, and bring other people to feel more included. When we do not break the bubbles, it has an impact on our decisions, on our interactions. It is important for us to be aware of how to overcome some of these bubbles and limited points of view. We can burst these bubbles by inviting healthy challenge of our views, seeking out different perspectives and exploring new resources. By actively seeking and valuing others' perspectives, we allow them to feel safe and to be their authentic self. This can help every part of our work, whether it's about bringing new people into our team or how we problem-solve, or having a wider group of people to socialize with. I worked with an organization going through a lot of growth and a focus was on ensuring the culture of inclusion continued as they grew. They'd got used to junior people leaving as they were not given a say in any important decisions and they'd becoming disengaged within their roles. To counteract this, the organization worked to create an environment where all colleagues could share their honest and open opinions. It began to cause a shift in how colleagues viewed themselves and their value. It was now perfectly normal for people to say what they really thought without judgment. By recognizing difference, we amplify voices who were not always heard. There may be people on the outside of the teams for various reasons that need to be brought in and given an opportunity to shine. There may be people even forever feel that we have not fought about or not mentioned recently that have a real important impact in our team, if only they were allowed. High appreciation of diversity and focus on inclusion will bring a true sense of belonging. By recognizing diversity, we're not solely paying attention to it, we are acting on it. Actively involving others, providing tools, support, and resources to allow everyone to shine. It could be through coaching, mentoring, sponsoring individuals who have not had a chance before. It could be for allocating work to different people or engaging a deeper, more frequent level with those who in the past been on the outside of our closed circle. There is no formula for what this might look like in our organizations. This is going to be different for different people. But what we want to do is ensure we are embracing an environment of diversity. We should also call out situations when as a group, we are not seeking diverse opinions or resources. The person not included may not be in a position to call it out for themselves. We may be in a better position to support and bring it to light for others. Who is in the room that's not being listened to, who is not in the room that actually should have a voice in the space within the room. These are all things and opportunities we can create if we are more focused on driving and helping inclusion in our team. To do this takes real self-awareness and relationship management. We must be willing to challenge our assumptions. We want to remain objective and check our decisions at all times. We want to be aware of our surroundings and others within it. This is a regular check and not something that's just done one-off. Take a moment to reflect whose perspective do you need to take on board? How can we actively pursue opportunities to do this? What impact would it make if we are thinking more about difference and recognizing diversity? In the next lesson, we will look at the need to create a team identity and build on an environment where individuals can be their true, authentic selves. 5. Creating Team Identity: We will feel the full strength from inclusion when we line for goals and purpose of connected individuals with the team. This would be especially important in a remote working environment where the risk of exclusion or misalignment of purpose and goals would be higher if we do not intentionally focus on team spirit. We want individuals to thrive and come together to create a thriving and successful team. We all have a role in team and organizational success. The key to enabling everyone to play their role is to do this in a unique way. Chavez and Weisinger, in the piece beyond diversity, talk about the need to establish a working culture where people own their uniqueness. While becoming socially integrated into a larger group is also important as we celebrate the me within the we. This is important where we are all working in the same office space, or if you're working remotely, spread across different regions, is relevant at all levels as well. Colleagues should be confident in contributing to their team in their own authentic way. In the book Black Box Thinking, Matthew Syed looks at examples in the aviation and medical industry where major issues could have been avoided had the more junior member of the team felt more empowered to speak up about situation they were seeing. The most successful teams create space for all members and all voices. To effectively create a team identity, we must be good at connecting the dots. We should spend time identifying and evaluating how we are collaborating within the team and using our strengths more effectively. Our strengths [inaudible] capabilities that energize us. When we are energized as a team, we'll be more productive, have more impact, and become more engaged in what we do. We want to be clear on what we are working together on and have regular check-ins to understand how energized we are and have the greatest possible impact. Another key to creating team identity is by creating clear meaning in what we do. Dan Ariely's experiment around motivation shows how vital this is in forming team spirit. In this experiment, participants were asked build a Lego toy. In the first setting, participants were offered money for every toy that they built. Every time it was built, the toy was put on the table and the participants started again. In a second setting, the rule was the same with the only difference being when the toy was built, it was dismantled afterwards in front of the participants, before they did another one. On average, participants in setting one built 11 ways while in setting two, they only built seven. Destroying the work that had been done had killed the participants motivation. There must be a meaning and a motivation for us to use our unique skills, strengths, and ideas within our teams. If we're valued within the team, it will empower us to do more, engage and drive positive impacts and results. If it is not valued, it will be like seeing our Lego creation dismantled before our eyes. This will negatively impacting spirits in the value and effort that an individual brings. By creating shared outcomes and shared identity, we allow our teams to create, evolve, and have a clear vision and roadmap for success. It is a hard balance to play and one that takes attention, care, and constant review to ensure what is right. This is where the team charter can come in handy. Having a clear purpose, responsibilities, clarity on how we communicate and issues being escalated we ensure that the team is on the same page. Furthermore, evolving everyone within this and recognizing individual skills and strengths will provide meaningful rule and allow us to appropriately connect the dots on our team. We can use this to capitalize on the multiple perspectives our team has and generate creativity, organizational attractiveness, and productivity. Individual recognition and connection will also drive success and transformation within our teams. Do you take time to look at the team charter guide, which can help you in creating your own team charter? You can choose to follow it step-by-step or use it as an inspiration to create a bespoke charter for your team. Creating a thriving team spirit is key to us ensuring we get the full benefits of an inclusive culture. In the next lesson, we're going to look at the importance of understanding our organizational culture. 6. Understanding Cultural Differences: Our modern working environment consists of a variety of different cultures. For true inclusion, it is important that we recognize this rather than subscribing to there just being one cultural view. A singular cultural view expects everyone to adhere to the dominant traditions, values, behaviors and interactions in line with this culture. What we want to have is an open view which realizes that there are differences within our working cultures. There will be time when these differences overlap and compliment each other, while there may be times when this creates tension. It is important to increase our knowledge about different working cultures and contexts to get the best out of everyone. It is core in ensuring our longer-term strategies are inclusive with clear expectations and goals on how to bring everyone into the picture. It is key for us taking the right steps and actions to build deeper, inclusive culture. It is likely that there will be different backgrounds, cultures, belief systems within our teams. Allowing them all to feel invited and included will determine the level of true authenticity and connection. This could be the use of our language, how we interact with others, or our preferred ways of working. In his book, Shoe Dog, co-founder Phil Knight talks about the success of his Nike brand and how it was helped by embracing the culture of his Japanese suppliers and understanding the different ways in which business could be done. Lack of cultural awareness blocks us from seeing other perspectives and outside factors. I was running a training session around culture where an individual stated that people should be doing better to adapt to the way things were done there. I countered that view by asking them, what might they be missing out on if they did not see other ways of doing things, or they disregarded different approaches and ideas just because it was from a different culture. After reflection, the individual accepted that more could and should be done to understand others and that there was a benefit from seeing different cultural views. We want to get everyone to see this different way of doing things rather than just the one way. Cultural awareness allows us to be more adaptive to changes in our organization. Change will likely take place because of a range of factors, whether it's regulation, technology or consumer interests. There may be work to change policies, processes, and frameworks to ensure that we're able to cater for our key stakeholders internally and externally. Our cultural awareness will consistently impact the decisions and choices we make. If we do not let go of having this dominant view, we will only make decisions on ideas based on what we know or people we are close to or similar to. I was coaching an individual who was struggling with cultural differences in their team. They are from a culture where it's not expected to shout out about the work that you were done. However, the success of the business was driven by shouting out about what you've done. As a result of this mismatch, this person was repeatedly overlooked for opportunities and promotions. We spent some time talking about what they could do to change their style to be more successful. However, there was a bigger need for the organization to understand that they had to be more adaptable for the different cultures and not just push everyone to conform to what they thought was success. The notion that a person has to fit culture can be detrimental to the growth and progression of diversity in an organization. It can rule out people and opportunities because they're different or not fitting into the mold. What we want to do is explore how we can add values by doing things different, by being different. We can add a wide range to the knowledge and insights to our decisions, whether that's around recruitment, retention, or building new teams, or even social interactions. Learning can take place as we experience cultural shifts in our organization. If we embrace this, we'll be on the path to more inclusive work environments. Do you spend time reflecting on where you and your team are on a journey and what you may be able to do to ensure open level of cultural thinking? In the next lesson, we're going to look at how we maintain this team spirit and create a culture of continued growth, success and inclusion. 7. Tapping into Team Spirit: It takes constant and consistent effort to ensure a team continues to exhibit inclusive qualities and enables colleagues to fight. This intentional focus is needed and meets the internal and external changes that teams and organizations will always face. We're now in a working environment where it is important to connect with people in different offices, regions, and time zones. There are so many moving parts within our teams, it takes real team spirit to keep the team growing and evolving in an inclusive manner. The spirit of our team will be shaped by a variety of views, individual styles, and cultures. To keep the team united, to keep the me within the we, we have to be aware of these things and the impact it has on the working environment. We must also be attuned to how this will change over time. Cultural awareness, as we talked about before, will allow us to be adaptive to these differences and changes in our organization. It is key to increasing our knowledge about the different workplace cultures and contexts around us. We can take great learning when we find the time to continue and maintain the team spirit in our team, knowing that there was a difference, knowing that there are opportunities and ways to have better, more fruitful, and more inclusive conversations. There are five things that will continually help us to shape this team spirit and ensure there is a focus on an environment that helps us to grow and work together. This is about having a clear purpose, passion, being positive, presence, and progress. We must continue to evaluate our purpose and ensure that we are individually aligned to our team goals. Everyone should understand the roles that they play and know how it fits into the bigger picture. We need to spend time discussing this and looking at this so everyone is clear on it. Studies have showed that many employees are not sure of the reasons why certain decisions are made and the bigger picture. Passion maintains team spirit and it ensures that there's life in what we do. We're engaged, we're involved. We want an environment where people enjoy what they do and have a strong affinity to their roles and the outcomes it can bring. When we identify our individual interests, we find opportunities to bring them to the fore more often, we allow our passion to come through and this allows more of our authentic selves to be seen in our day-to-day interactions. Presence is about staying connected to what is going on in the team. It's about facing up to any challenges, issues, or discomfort. It's not avoiding conversations just because they're difficult or we might not have the solutions or answers. This allows us to better understand feelings, emotions, and where others might be at a point in time in their working lives. We can then provide necessary support to others based on this. Initiatives such as open-door policies, having open diaries, challenging each other when it's needed, feedback, reflections are all examples of having a strong presence. Positivity is key as we need this to face the many obstacles that come our way when we're trying to build a more inclusive environment. It keeps us going and it gives us an idea of how we can build the right team structures, dynamics, despite many of the ups and downs we will see with our business or with the services we provide. A positive viewpoint ensures we do not lose sight of what is important to the team and the team spirit that is keeping us going. Keeping check of where we are in terms of team spirit provides motivation, encouragement. As we see progress being made, we can celebrate our wins and milestones along the way. Keeping tabs on progress also lets us see where we can make necessary changes or other activities or tasks to ensure that everyone is included and we stay on track. An organization I'm working with are focused a lot on keeping regular check of how things are going. They are creating a new inclusion strategy and what they've realized is that the more they keep track of what's happening, where things need to change, where things have been going well, it keeps everyone engaged, everyone involved, and keeps them on the right path. Do you think about the team spirit within your team? What is the level like at the moment? All the areas where we can focus more on? How are we assessing our purpose, passion, presence, positivity, and progress? Inclusion is dynamic and it will need continual maintenance, refreshing, and renewal to ensure that everyone is contributing to the bigger picture and can thrive as their true, authentic self. 8. Final Thoughts: We have come to the end of the class. It has been a real pleasure working with you and exploring how we can foster a more inclusive environment for our teams and organizations as a whole. We've defined what true inclusion is and identified what it means to thrive as your authentic self within your team. We've seen the importance of safety, of creating a safe space and helping colleagues to build confidence in being themselves and feeling comfortable in how they work and interact with others. We've looked at how building connection with others increases trust and understanding, and how important it is to build from within and outside of our closed circles. We've spent time around the subject of diversity and how recognizing it within our teams helps to burst our filter bubbles and brings creativity and new perspectives. We have delved into cultural awareness and understanding the nuances of culture and how that can promote greater value add to our organizations. I hope you've also seen the importance of shaping our team identity and maintaining the spirit within it. I'm sure you will have many ideas and thoughts on how you develop this within your teams and ensure that you are able to drive towards common goals, purpose, and direction. Please do post your projects to the project gallery. I would love to see the different team charters created and how you've brought individual strengths, skills, styles together to form a shared team identity. Be expressive and creative, and embrace the uniqueness within your team. Please do connect with any comments, questions, or just to share your experiences and progress. This is a journey, you may not get to a fully thriving, inclusive culture over night. However, taking small steps continually will ultimately make great difference. I wish you all the best in continually shaping a culture that is inclusive and brings the best out of the different individuals in your team. I'm sure you will reap the benefits of a thriving, engaged, and connected workforce. I look forward to seeing you on another class soon. Until then, take care.