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Here at Clearlink, we are dedicated to helping our people learn and develop (which is why we have an entire team dedicated solely to this focus). After the pandemic pushed all of our people to work-from-home positions, we knew our approach to Learning and Development would have to evolve along with our new reality. Here are some ways we adjusted to better support our people on their L&D journeys. #learnandgrow #embraceopportunity
Our final installment on how our company values support our I&D commitments covers our foundational value in our pursuit to ensure Clearlink is a place for anybody and everybody: Respect Every Person. Read on to learn about some of the ways our culture helps people to show up as who they really are. #respecteveryperson
Continuing our series on how our company values support our I&D commitments, today we examine our value of Act Like an Owner. When our people take it upon themselves to progress in their individual journey toward being more intentionally inclusive, it drives our entire organization forward.
We are fortunate to have so many talented, driven, and caring people that Clearlink such a special place to work. We love it when our people and the work that they do gets recognized and celebrated, so here are a few of our favorites!
Our company value of Embrace Opportunity has always helped guide our innovation and growth. By living that same value, our people help to make Clearlink a place that is welcoming, safe, and supportive for everyone. Collectively, we come together to make sure all of our coworkers and friends can show up and be their true selves. #embraceopportunity #createcommunity
It is vital that employees feel supported, especially so in times of change. Read about how we have stepped up for our people as we all navigate this new reality. #createcommunity #embraceopportunity
In this new podcast series, Race at Work with Porter Braswell, Porter talks to a pioneer in creating inclusive corporate cultures, Mastercard’s former Chief Diversity Officer, Donna Johnson. In this episode, Donna discusses her experience and learnings, as well as giving her advice for what makes for an impactful I&D program.
“It’s easier than you think to end up with friends and colleagues who are just like you. Perhaps your neighborhood and schools weren’t diverse growing up or your industry is pretty homogenous and you’ve ended up with colleagues who have very similar backgrounds in most jobs you’ve held. The first step is recognizing where you are and acknowledging that you’ve gotten comfortable. The next is to get in the habit of reaching outside of your bubble so you don't stay in one.” If you are dedicated to active inclusion both personally and professionally, one of the best things you can do is to expand your network to include more people that maybe don’t look like you, share your specific background, or come from the same places you do. Here are some tips to help you get started building better access and equity for everyone. #createcommunity
“Help ensure that remote work environments are accessible to all employees. This includes people with disabilities that may make communicating remotely more challenging, or neurodiverse employees who may need accommodations to adjust to the different structure of a work-from-home schedule. Seek to understand each individual’s circumstances, and collaborate on a plan that takes into account their particular needs and sets them up for success.” While this pandemic has very much disrupted many traditional workplaces, it doesn’t need to disrupt your I&D efforts. Here are a few things you can focus on to make sure you are supporting all of your people.
“This inclusive shift towards co-creation increases innovation success, firstly, because it changes behavioural attitudes towards communication, most notably feelings of trust and acceptance among employees (here and here). When members of an organisation trust each other and feel valued, they are more likely to take risks and share ideas, which is essential to the innovation process.” Inclusion and psychological safety are inextricably linked. So, if your organization isn’t driving inclusion, you are not innovating as well as you could be.
