CWHP-P Reflection: Unit WHPP02

There are many practices in which organizations can embed EDI into the workplace. We have done extensive work in this area already and there is much more to do. We have looked at all areas of the organization from hiring practices, daily practices and outboarding practices. We have engaged many of our partners of culturally diverse organizations to get valuable feedback. Ensuring employees feel like they are valued and respected in their culture helps to create a psychologically safe environment. Employees feel safe, respected, and accepted. Starting from management and ensuring they are properly trained in this area is key. Management is influential in promoting inclusion and role modeling an inclusive behavior and conduct. Ensuring voices are heard by being aware of voices that aren't typically heard is a great way to show inclusivity. Debriefing at the end of meetings ensures everyone feels heard. Identifying special needs in neuro-diverse employees ensure that their needs are met and voices are heard as well. This should be considered in hiring practices and that management and supervisors conduct the work accordingly. Getting to know your staff , their cultures, gender identities, races and backgrounds help to build a more inclusive, respectful workplace. Including everyone when building any HR or training plans will help to fill any gaps.