be inclusive

colorful speech bubbles

Let’s Talk About X – and Y and Z: How to overcome a fear of age diversity

, , ,
August 17 @ 8:36 pm CDT

A friend recently posted a photo of her five-year-old daughter playing with teddy bears and Barbies, just as children have done for many decades. But there was something different about how the treasured toys were lined up and the child was holding a thermometer. As it turns out, she was playing COVID hospital. We’ve all been impacted by the pandemic. It is an unprecedented, shared global experience and a defining, historic moment. But we have not been impacted the same. What children learn and observe about the world at an early age is hugely influential to their development. During those brain-developing years behaviors, values, and attitudes are shaped. Like trees, we mature, and adapt to outside forces, but the foundation from which we start is always there. Our roots are ever-present and undeniably strong. This is how generations are formed. Shared childhood experiences lead to the formation of similar responses to those experiences. Regrettably, there have been efforts to squelch the exploration of generations, with some people believing the practice leads to stereotyping. Other pundits have referred to generational research as a waste of time, believing all people are more or less the same. While I can appreciate the intent to rid the world of stereotypes and find similarities, there’s a fatal flaw in each of these arguments: Inclusion doesn’t happen by ignoring our differences. It can only happen when we learn to recognize, understand, accept, and celebrate our differences. Here and now, in the aftermath of the George Floyd incident and #MeToo movement, conversations about race and gender have become more prominent, and equity initiatives have edged closer to the forefront of priorities for social change. But all too often, conversations about age diversity are considered too controversial and too difficult, and the perspectives of younger generations consistently end up being dismissed or ignored. Delve deeper and you’ll understand why: Young people are the personification of change. They are a reminder change is necessary and…

Read More

How to Cultivate a Sense of Belonging

,
August 17 @ 8:36 pm CDT

Early in my career, I was recruited to sit on a board of directors and asked to spearhead a priority initiative for the association. I was both humbled and ecstatic to take on such an influential role. Imagine my disappointment when I attended the first meeting and the initiative was tabled. During the next several meetings, I was informed the initiative would continue to be delayed. Suddenly, I felt like I was on the outside looking in. I felt like I didn’t belong. At some point, we all experience the feeling that we don’t belong. It’s a feeling we can all relate to, yet many organizations struggle to foster a sense of belonging among their members and employees. Belonging by definition means two things: ownership and a secure relationship: We feel ownership when we actively contribute and share our ideas and opinions; and We feel safe and secure when we’re listened to, respected, and encouraged. In the late 1990s, belonging began to dissipate. From workplaces to churches, service clubs to country clubs, associations, and non-profits, the same trend was observed: Young people were less likely to join/stay/engage/renew. In other words, young people were less likely to feel like they belonged. Why the sudden shift? And why have so many organizations struggled to re-engage young people? Society is hyper-aware and focused on inclusion right now, but simply including people is not enough.  I’ve spent a lot of time researching this trend in an effort to find the answers. The answer is quite complex, but here’s the condensed version: The shift in belonging is the direct result of significant social change. Young people are wary of forging connections and emotional ties. They seek positivity, security, and respect. They are careful about who and what they trust. Young people are less willing to wait for organizations to create a place for them to belong, and more likely to hold organizations accountable for their actions (or inaction). For far too…

Read More