PURPOSEFUL HUSTLE BLOG

The wisdom of ancient Greek philosophers might not be too relevant in everyday conversation, but they did say a few things that still hold water today. Among their commonly used maxims was a phrase that still resonates with many of us: “Know thyself.” It’s a simple phrase, but one that’s loaded with meaning. How well does the average person really know themselves? And how often do we sit down to intentionally become acquainted with our inner monologues (that voice that runs through our heads)? Or think about our behaviors or tendencies? Or reflect on how we might have handled a past incident better? If you’re like most people I know, you rarely carve out time for this kind of thinking. We’re all so busy with our day-to-day responsibilities, we tend to skip over personal development work. And that’s a shame because research shows, “the habit of reflection can separate extraordinary professionals from mediocre ones.” There are many ways to develop a “habit of reflection.” You could choose to journal, take a science-based assessment test, talk to a counselor, read books on the topic (such as Insight by Tasha Eurich or Speak by Tunde Oyeneyin), or just carve out a few minutes of your day to think deeply. Not only can learning about yourself increase your confidence, self-awareness, and authenticity, it can also be a powerful tool for building bridges between yourself and others. Here are six reasons why:

Chances are, your workplace tracks and measures many different things. It may track the effectiveness of its advertising, or the profitability of a certain product, or how many days of PTO its employees usually take each year. These metrics help guide the organization to make crucial decisions for the future—decisions that could affect its bottom line. So, why don’t we place this kind of emphasis on inclusivity? Some might argue that terms like diversity, equity, and inclusion are too hazy to measure. How is it possible to gauge inclusion? What does that look like? What metrics can you possibly use? This week, let's discuss 4 ways to measure workplace inclusion.

We’re in the second week of Black History Month in the United States. While it can be valuable to shine a spotlight on the amazing accomplishments of Black historical figures, activists, entrepreneurs, and other changemakers, it can also feel like checking a box. “Great, we celebrated Black history! Now let’s move on…” As an organization, it’s certainly fine to acknowledge Black History Month, but don’t let a single month offset the rest of the year! It’s not enough to send out a few inspirational quotes from famous Black leaders or mention Black history in a company newsletter. Instead, organizations should strive to create lasting, meaningful change all year long. One of the best ways to do this is by investing in diversity, equity, and inclusion initiatives (which we’ve discussed often on my blog). DEI initiatives not only help diversify the workplace, but also create a more inclusive environment for all employees, regardless of race, gender, and other factors. Keep in mind, this isn’t about ticking items off a list. True DEI-centered actions are company-wide, leadership-driven, and long-lasting. If your organization is truly committed to DEI work, incredible transformations can take place. Here are 6 ways DEI initiatives make an impact...

With workplaces just easing into the new calendar year, what better time to adopt new, productive habits? Your habits not only shape your daily life, they can have a ripple effect on those around you and can fundamentally change who you are. According to James Clear, author of Atomic Habits, “Every action you take is a vote for the type of person you wish to become.” Why not make this the year to improve your inclusivity practices and become a more welcoming leader? Inclusive leaders tend to be successful leaders. When individuals feel respected and included in the workplace, their morale and productivity increase. Not only that, inclusivity opens the door to a wider range of perspectives and ideas, creating more robust projects and collaborations. Research shows that when diverse team members collaborate effectively, they engage in better problem-solving. Clearly, inclusive leadership is a win for both the team and the organization, as a whole. Work to improve inclusivity in your workplace this year by practicing these 6 daily habits:

Another year is upon us, and that prompts many people to create New Year’s Resolutions (or goals, or objectives) for the year ahead. Even though we’re really just turning the page of the calendar, the psychological effects of the New Year are real. People feel like they have a clean slate, and a chance to head in a new direction. This phenomenon is known as the fresh start effect. This concept claims that “people are better at tackling their goals when they start on so-called temporal landmarks.” A temporal landmark might be the first day of the year, the first of the quarter, or a Monday morning. There is some debate about whether the fresh start effect is a help or a hindrance, but one thing’s for certain: the effect is real. There’s a reason gym attendance increases by 20 percent at the beginning of a new year! How can you use the fresh start effect to create momentum around your work’s diversity, equity, and inclusion (DEI) practices? Try the following 4 steps:

The holiday season can be a joyful and uplifting time for some…and a time of exclusion and frustration for others. Traditionally, national and Christian-based holidays have taken center stage, with Christmas (a highly visible holiday) placed squarely in the spotlight. However, it’s becoming increasingly likely that not everyone in your workplace is Christian, and not everyone celebrates Christmas. Nearly one-quarter of Americans identify as “religiously unaffiliated,” while another 5 percent are part of a non-Christian religion. Not to mention, certain Christian sects, such as Jehovah’s Witnesses, do not celebrate holidays. Even if the majority of people in your workplace celebrate Christmas, it’s important to be mindful and inclusive of those who do not. After all, workplace belonging is one of the most important factors in determining whether someone is likely to remain in their position or search for a new job. On the flipside, being sensitive to everyone’s holiday traditions and preferences does not mean canceling seasonal celebrations entirely. Instead, the holidays can be approached with empathy, an open mind, and the goal to be as inclusive as possible. Here are 5 ways to accomplish that (seemingly) big ask:

When it comes to workplace inclusion, one group that is often overlooked is people with disabilities. This encompasses a wide range of people who experience varying degrees of disability, both mental and physical. According to the U.S. Department of Labor, “In 2021, persons with a disability accounted for 11.9 percent of the civilian noninstitutional population.” However, that number increases to 26 percent if we expand our definition of disability, according to the Center for Disease Control and Prevention. No matter which statistic you choose, people with disabilities account for a large slice of the population. Unfortunately, population size does not necessarily mean power. People with disabilities are much more likely to experience unemployment than those without a disability, and they are often subjected to workplace discrimination. Since December third is International Day of People with Disabilities, let’s shine a spotlight on this community, and discuss how to celebrate and empower people with disabilities in your workplace.

Diversity and inclusion are not the same. A company can make a heroic effort to hire people of different races, ethnicities, genders, and abilities…and then completely fail to integrate and include them. In fact, this happens all the time. A company can become so absorbed with demographics, they forget that they’re dealing with people, not numbers. As the CEO of Diversity and Ability, Atif Choudhury, says, “Diversity is about counting people, inclusion is about insisting they count.” It's clear underrepresented employees often do not feel like they count. A recent report found that Black workers were 30 percent more likely to leave their jobs than white colleagues. Another study found that women are three times more likely to quit if they feel excluded at work. These are troubling statistics, but they are certainly not insurmountable. With an intentional plan and the motivation to put that plan into action, company leaders can significantly improve inclusivity practices. Start with these four action steps...

The plain truth is that most workplaces in the United States have not been set up to be diverse and inclusive. For decades, the default image of a business person has been a certain archetype (white, male, married to a woman, neurotypical…the list goes on), and it takes intentional and persistent effort to dismantle those norms.

Many workplaces are so focused on diversity goals, they completely forget about inclusion. Yes, it’s an important first step to hire diverse talent. But that isn’t enough. To make the most of your diverse team and create a welcoming environment, it’s critical for leaders to consider everyone’s ideas, perspectives, and concerns. In part, that means holding meetings that work for everyone—meetings that encourage multiple viewpoints and make sure everyone’s voice is heard. According to a 2022 article by NPR correspondent, Stacey Vanek Smith, “Getting interrupted, talked over and ignored in meetings happens to everyone — but more often to gender minorities, people of color and more junior employees.” If you fall into any one of these categories, you are probably well aware that this is true. In one study by George Washington University, men interrupted women 33 percent more often than other men. And Black people often report feeling silenced in the workplace. Not only does silencing affect employees on a personal level, it can also affect a company’s bottom line. Higher workplace engagement can lead to higher productivity, a better attendance record, and improved retention. There are clearly many benefits to engaging and including your people, and team meetings provide a great opportunity to begin fostering intentional inclusion. Here are 5 ways to invite multiple voices—and multiple perspectives—into meetings: