Guidelines for Inclusion
What area few suggestions on how we can use the guidelines for Inclusion?
1. Use them at meetings and huddles or during your one-on-ones with your manager.
2. Practice them when you are having trouble communicating with a colleague and want to strengthen your working relationship.
3. Try them when you’re collaborating on a project with people who think differently or have different experiences than you do.
4. Use the Guidelines to help solve a customer’s problem or to better understand their particular needs
What does it mean to be Trustworthy?
Follow through on commitments. Be honest and transparent. Share your own stories and learnings, and be supportive of others in sharing theirs.
What are the benefits to me personally for using the Guidelines for Inclusion?
Learning and practicing the Guidelines for Inclusion will help you become a more inclusive and effective communicator, collaborator and leader. When you grow your interpersonal communication skills and capabilities, that knowledge holds value in your professional and personal life.
What does it mean to practice self-focus?
Reflect on why you react or feel a certain way in response to someone else’s actions. Notice your own thoughts, feelings and needs in order to interact more effectively with others. Communicate using “I” statements.
What is another way to practice the Guidelines for Inclusion? In what other environments can we practice them?
Attending DE&I events, ERG Events. You can always review the Spotlight Calendar to check out any events. https://us.myliberty.lmig.com/our-company/about-liberty/living-our-values/diversity-equity-inclusion/dei-events/dei-spotlight-calendar
How does Unconscious Bias Awareness impact the Guidelines for Inclusion?
Our unconscious bias may cause us to value some individuals over others based on different dimensions of diversity, like gender, age, race, work style (introvert vs. extrovert), generation, function, level in the company, etc. Knowing that we have this bias, we can try to disrupt it
What does it mean to "try on"?
Consider another’s thoughts, feelings or actions in order to understand why they think, feel or behave differently from you.
When I use the Guideline Try on, does that mean I have to adopt the other person’s perspective?
No, you don’t have to adopt something that you don’t agree with. Try on asks us to recognize and allow for perspectives that are different from our own. Seeking to understand others’ thoughts, feelings and actions helps us build and enrich our relationships. In some cases, considering others’ opinions might cause us to change our minds. However, even if we ultimately don’t agree, practicing this Guideline and trying on a different opinion helps us treat all people with dignity and respect — part of our Value to Put people first.
What does this guideline for inclusion refer to? It’s Not Okay to Blame, Shame, or Attack Yourself or Others?
Avoid actions towards self or others that harm, create unhealthy competition or shut down engagement.
What is an ERG?
Employee Resource Groups are voluntary, employee-led groups whose aim is to foster a diverse, inclusive workplace aligned with the organizations they serve − They usually are led and participated in by employees who share a common identity, characteristic or set of interests
How do I know if I’m accurately using the Guidelines for Inclusion?
1. If you’re having trouble remembering the meaning behind a guidelines. Go back and review the module about it again. You can also view the scenarios directly on the Guidelines for Inclusion page on myLiberty.
2. Try reaching out to one or more colleagues to be your “practice partner(s).” Learn the Guidelines together and commit to giving honest, constructive feedback to one another.
3. Engage in a conversation about the Guidelines for Inclusion with your manager. Talk about which Guidelines might be challenging you and why. Based on their observations of your work, your manager may have insights on how you can improve your use of the Guidelines.
4. Email your questions and feedback to the Inclusion in Action mailbox. We will reply to you within two business days.
What does it mean to Step Up/Step Back?
Include all voices. If you tend to speak often, make room for other voices and invite others in; if you tend to speak less, practice stepping up to participate more fully.
Is Try on the same as having empathy?
Empathy is defined as “the ability to understand and share the feelings of another.” The Guideline Try on takes this further — in considering another’s thoughts, feelings or actions, we enrich ourselves by seeking to understand why others think, feel or behave differently. When you Try on you suspend judgment about the other person and can move to a new level of understanding.
It’s Okay to Disagree
Recognize that disagreement is essential to driving innovation and producing better outcomes. Disagree without being disagreeable
When was Amigos@Liberty founded?
2015
What is the business impact of fully integrating and adopting the Guidelines for Inclusion?
Various studies have shown the positive impact of having an inclusive and welcoming work environment on employee engagement, productivity and innovation. One report from Salesforce found that among those individuals who felt they belonged at their company, 73 percent said they were empowered to perform their best work.
What does it mean to Be Aware of Intent and Impact?
Assume positive intent. Be willing to discuss mistakes in interpersonal interactions to build effective relationships. Use the Tool for Constructive Dialogue to process misses.
Are there any instances where I would not follow the Be trustworthy Guideline?
Yes, if you witness or experience any misconduct you have a responsibility to report this, even if someone asks you not to. The Code of Business Ethics and Conduct (the “Code”) defines appropriate standards of business conduct. T
What does it mean to Notice Both Interpersonal Process and Content?
Process is how we engage with others, content is the work we do. Remain mindful of team or interpersonal dynamics in the course of doing your work and pursuing your goals.
What is the framework utilized for our ERG's?
4C's Framework:
1. Career: ERGs impact our talent pipeline and help members gain new skills through their support of recruiting efforts and focus on professional development
2. Culture: ERGs help create a more inclusive environment. They allow employees to create community and share their culture with others so that everyone can bring their best selves to work.
3.Community: Our ERGs provide support through volunteering, sponsorship, and hosting events that help demonstrate this commitment
4. Commerce: ERGs help the potential to impact our business by providing insights that help us better connect, market, and service our diverse customer base.
What are the 9 guidelines for Inclusion?
1. Be Trustworthy
2.Practice Both/ And Thinking
3. Notice Both Interpersonal Process and Content
4.Try On
5. Be Aware of Intent and Impact
6. It’s Okay to Disagree
7. It’s Not Okay to Blame, Shame, or Attack Yourself or Others
8. Step Up/Step Back
9. Practice Self-Focus
What does it mean to Practice Both/ And Thinking?
Manage multiple perspectives, ideas and solutions by using “and” rather than “but.” Increase collaboration over competition to improve problem solving and innovation.
I’ve reviewed the Guidelines and am stuck on It’s okay to disagree. Is it really okay to respectfully disagree with my manager?
Disagreeing across office hierarchy can be hard. When you have an alternative perspective to share, do so in a respectful way. When we practice the Guidelines for Inclusion and allow for all voices to be heard, great ideas can (and do) come out of disagreement.
What does Unconscious Bias mean?
Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one's tendency to organize social worlds by categorizing.
What are the 7 ERG's within Liberty Mutual?
1. LEADA ( Liberty Employees of African Descent and Allies)
2. Able ( promotes understanding and support for people with disabilities, caregivers and family members, so people of all abilities can thrive. )
3. LEAAP ( Leading & Empowering Asian and Ally Professionals seeks to attract, engage, develop and retain our Pan-Asian talent with our allies and business partners.
4. Pride ( promotes an inclusive working environment where lesbian, gay, bisexual, and transgender employees and allies feel a sense of community and opportunity)
5. Amigos ( enhance an atmosphere of inclusion and understanding of the Hispanic/Latino culture. )
6. WE ( attracts, empowers and elevates women through equitable opportunities, increasing individual and organizational success. We will help Liberty become a Global Employer of Choice that attracts, advances and retains successful women)
7. Valor ( seeks to engage and empower our military, veterans and ally community through building a strong internal network that fosters personal and professional growth and supports external initiatives and programs.)