Diversity, Inclusion and Equity conversations are largely popularized as a tool to identify acceptable workplace conduct and the highlight types of behaviors that contribute to a respectful, inclusive, and ultimately, a more profitable workplace. However, DI&E awareness is intended for more than these external purposes. Exploring the mind with the purpose of changing our very being is where lasting change lives. Through mindfulness of our thoughts, perceptions, and projections, we are able to act with greater intention and benefit towards others. This can be a first and crucial step for improving workplace relationships.
But civility alone is not enough. While civility leads to increases in observation, non-reactivity, and presence of mind, it does not solve negative workplace behavior. However, when organizations do the work to incorporate compassion-based practices, a company-wide pivot may lead to a broad culture shift in motivational qualities like a nonjudgmental attitude, compassion, and self-compassion.
Ellen's work is focused on organizational leaders who desire a sustainable culture change to one of intentional inclusivity, respect and self-management of personal bias.
For most, this process begins with a recommendation for leadership to focus on their own understanding of racial injustices, personal biases and work to clarify organizational values, beliefs, and behaviors.Ellen’s company EJ Burton & Associates, believes it is imperative for continued productivity and collaboration that leaders acknowledge tensions, let employees know that they are not tone deaf to the effects of racial injustice and provide clear cultural norms. By making support available and educating employees on expected behaviors, organizations experience improved employee retention and maintain a positive and productive working environment.
CIVILITY IS THE BEGINNING
Giving people a clear, positive, galvanizing sense of where the organization is trying to go is imperative to a supportive corporate culture. We know from a large body of research on organizational behavior that most people want some form of choice and voice in what they do and how they are treated at work - that this can spark greater commitment and improve personal health and work product.
HOW WE CAN HELP