The global coronavirus crisis is now placing many organizations' inclusivity practices under scrutiny. In an emergency, an inclusive organization will demonstrate how it values employees. Within this crisis, organizations must show dignity and respect for their workers. Besides, it is also paramount that organizations take purposeful actions to ensure transparency and trust. Organizations should also exhibit emotional intelligence to reassure, support, and provide employees with the needed accommodations during this crisis (Jowallah, 2020).
During an emergency, transparency is essential. Being transparent allows employees to feel valued. According to Jowallah (2020), "By being transparent, employees will also have a shared vision of the organization and work toward its goals. It is also essential to ensure that information is shared promptly to avoid possible mistrust" (p. 57). For instance, trust could break down when an organization refuses to take into consideration the risks to employees associated with the crisis. This mistrust can also be intensified when employers do not provide the correct equipment and protective gear for employees working with the public or make the decision to give one set of employees protective gear while excluding another set, leaving these employees with limited or no protective equipment. Transparency and trust are essential pillars for inclusion; therefore, any breakdown will create problems or lead to potential conflict.
An inclusive organization would ensure that managers check in on employees in any crisis, especially employees who may experience adverse effects from the crisis based on cultural background, disabilities, age, known medical illness, and so on. These checks demonstrate solidarity, emotional connections, and care for the workforce. Furthermore, these checks could be used to address a concern that would make the current crisis more severe for an employee. For example, if an employer knows that there is a particular employee with an underlying medical condition, the employer could engage with the employee to explore possible options that could reduce the risk factors for the employee. While the documentation for the accommodation may be usually be required, it should be reduced or eradicated during a crisis.
Wellbeing checks can provide additional support for a worker who needs extra help. I particularly like the support given by Mark Cuban. Mark Cuban recently demonstrated his concern for arena workers by deciding to pay them, although the games were canceled (Musto 2020). In summary, organizations must endeavor to help employees where possible.
An organization that demonstrates inclusive practices within a crisis will:
1. Share information promptly and will be transparent.
2. Consider how the crisis will affect employees and takes purposeful action to protect all
employees.
3. Consider the equity of resources for employees (protective gear, materials, or supplies).
4. Check on employees and take actions to address employees who may be adversely
affected by the crisis.
5. Apply emotional intelligence.
6. Make special accommodations for employees during this life-changing crisis.
7. Use language appropriately to include, empower, encourage, and motivate employees.
8. Understand the need for employees' self-determination within the crisis
9. Show respect for all employees' concerns and show a willingness to address these
concerns.
10. Consistently reflect on actions and decisions to improve inclusive practices.
The above list is not all-encompassing or conclusive, I would encourage you to add to this
list by posting a comment.
Reference
Jowallah, R. (2020). Organizational Inclusivity: Critical reflection for inclusion [Kindle version]. Retrieved from https://www.amazon.ca/ORGANIZATIONAL-INCLUSIVITY-CRITICAL-REFLECTION-TRANSFORMATION-ebook/dp/B084Z53X2H Musto, J. (2020, March 13). Mark Cuban on NBA's coronavirus shutdown: We'll pay arena workers as if games are happening. Retrieved from https://www.foxnews.com/media/mark-cuban-coronavirus-nba-shutdown-pay-arena-employees
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