Respectful and Inclusive Workplace Culture Lane Community College

1. Respectful and Inclusive Workplace CultureLane Community College May 2018 Kathryn Henderson

2. Objectives Increase understanding of issues related to hostile environments and respectful and inclusive workplaces. Identify responses to disrespectful behavior and harassment. Increase understanding of strategies for creating an inclusive and respectful workplace. Identify self-care strategies to use in times of transitionand change.

3. LCC’s MissionLane is the community’s college: we provide comprehensive, accessible, quality, learning-centered educational opportunities that promote student success • Diversity • Welcoming, valuing and promoting diversity among staff, students and our community • Cultivating a respectful, inclusive, and accessible working and learning environment • Working effectively in different cultural contexts to serve the educational and linguistic needs of a diverse community • Developing capacity to understand issues of difference, power, and privilege

4. Key Components for a Respectfuland Inclusive Workplace • Clearly articulated, enforced and supported policies and messages from leadership • Consistent responses to issues and concerns related to harassment, hostile environments and conflicts • Time and resources prioritized to promote a respectful and inclusive workplace environment

5. Hostile Environment Continuum Conflict Disrespect/Bullying Policy Violations Illegal

6. Harassment LCC Harassment based on race, ethnicity, national origin or sexual orientation is defined as unwelcome verbal, written or physical conduct based on a person’s actually or perceived race, ethnicity, national origin or sexual orientation that unreasonably interferes with an individual’s work or academic performance, adversely affects the targeted individual’s or others’ work or learning opportunities, or creates an intimidating, hostile or offensive environment.” Policy BP630

7. Sexual Harassment LCC Sexual discrimination in the form of sexual harassment is prohibited. Sexual harassment is defined as unwanted sexual advances, requests for sexual favors, and/or other verbal, written, visual or physical sexual conduct that makes the terms or conditions of employment or attendance contingent on the acceptance of unwanted sexual advances that negatively affects employment or educational opportunities, or that creates an intimidating, hostile, or offensive environment for one of the parties. LCC Policy BP630

8. As a group brainstorm responses and then discuss… How might you respond to disrespect, bullying-like behavior or harassment? Think of being both on the receiving end and as a bystander? What would you do?

9. A range of responses • Always choose for your safety first • Directly tell the person to stop • Name the behavior or that it makes you uncomfortable • Document behavior if it continues • Tell someone you trust • Talk to your supervisor • Other

10. Wisdom words… • Timing • Content • Context from Angeles Arrien

11. Discussion – In pairs • Talk about a time/situation/context in which you felt included, valued, and respected. • Talk about a time/situation/context in which you felt excluded, not valued, and disrespected.

12. LCC BP520 An inclusive culture is one that cultivates, respect, equity and positive recognition of cultural differences among all members of the community. It requires that the social and institutional responses to cultural differences encourage and promote positive learning and working experiences.

13. Inclusion ... a sense of belonging: feeling respected, valued for who you are;  feeling a level of supportive energy and commitment from others so that you can do your best. An inclusive workplace enables us to embrace the diversity and richness of backgrounds and perspectives of our people, and to leverage their diverse talents to arrive at winning business solutions.

14. CultureCulture refers to integrated patterns of human behavior that include the:language, thoughts, communication, actions, customs, beliefs, values, and norms of racial, ethnic, religious, or social groups.

15. Organizational Culture Culture is the character and personality of your organization. It's what makes your organization unique and is the sum of its values, traditions, beliefs, interactions, behaviors, and attitudes. The “glue” that holds an organization together or the “compass” that provides direction. Workplace culture is derived both from the imposed organizational structure as well as from the personalities of the individual employees. Workplace culture includes the methods with which people interact and how--or if--they network with each other. Workplace culture affects how people feel while at work.

16. Responsibility for workplace culture • Administration • Dept/Workgroup • Individual

17. Inclusive Culture • Inclusive cultures are focused on values that empower open-mindedness, promote healthy conflict, value new perspectives, and avoid judgmental attitudes. • Creating an inclusive culture means not only stating cultural components the organization wishes to emphasize but also working towards an ideal level of open and inclusive behavior

18. Key Components of an Inclusive Workplace Culture • Representation: The presence of people of color and people with disabilities across a range of employee roles and leadership position • Receptivity: Respect for differences in working styles and flexibility in tailoring positions to the strengths and abilities of employees • Fairness: Equitable access to all resources, opportunities, networks and decision-making processes

20. Key Components of an Inclusive Workplace Culture • Everyone is treated with respect • Everyone feels valued • Employers listen and interact with employees if they have any concerns • Clear channels for feedback • Employees are given supports and the right tools to handle tasks

21. Examples of Work Group Strategies • Community Agreements • Organized opportunities for individuals to get to know each other • Systemic meaningful affirmation • Opportunities for collaborative work • Healthy communication practices • Ongoing learning opportunities and team building

22. Reflect on your workplace culture…. What do you need or would like to see from the administration or your workgroup?

23. Things you can do…

24. In times of transition and change • We all respond to change differently…not better or worse, • Ambiguity, not knowing, can be challenging • Communication is essential, poor communication creates a vacuum and increases stress • Self – care is essential.

25. Last but not least…..Self Care Share with your group what self-care strategies you practice?

26. Thank You!! Kathryn Henderson katten@mindspring.com 541-905-3293