Our HR team underwent “Sensitivity in the Workplace: A Workplace for All” training, which proved effective and resonated with key takeaways.
The training provided a better understanding of individual diversity through broader principles of diversity and inclusion, equality, norms, stereotypes, biases, bullying, harassment, and cultural sensitivity, together with practical tips in the journey of inclusivity.
The program was such a success that we broadened the scope, extending the training to VCGMs and Function Heads. The five batches of training were delivered to a total of 137 participants from the Senior Management levels across the bank from March to June 2022. Through their participation, these leaders gained crucial insights, which led to a profound realization of their unconscious biases and a newfound understanding of how to foster a more inclusive environment.
Monitoring the Process
To ensure the longevity and efficacy of our commitment, these leaders also engaged in a Monitoring the Process (MTP) session. This strategic initiative is designed to assess the progress of measures our participants have committed to implementing, thereby promoting sensitivity within the workplace.
During the session, the participants revealed how the knowledge from the training transformed into actions in their professional life and in which ways they have performed and integrated diversity and inclusion (D&I) concepts in their daily operations two months after training and beyond as follows:
“From the reflection session during training, I realized that there were reports of mistreatment regarding bullying, harassment, and discrimination within my team. I shared the concepts that I could learn from training with my team regarding anti-harassment, antibullying, and non-discrimination in the workplace, and then, those humiliating behaviors and conduct are obviously diminished. I came to think out of the box and am trying to apply the D&I-related practices though I can’t say it is completed. ”
(A Female Participant)
“ When it comes to diversity, there are some acts that I do. I always try to be fair and helpful in team management or social relationships. For example, as there is always a group head of the team, I neither personally worship them nor badmouth other team members to them. I am unsure whether I have completely embraced actions supporting diversity, but I try to act inclusively by avoiding discriminatory acts at work as far as I can.”
(A Female Participant)
“After joining BCGE’s training, I shared the knowledge I learned back with my team members as I believe inclusion is about building a collective and collaborative workplace, and trust comes from the communication between and among us. Before, we did not reach deep and thorough inclusive discussions though we are the Product Team. After training, I realized that we should consider the ideas of all, regardless of specific teams, including from the ground level, in terms of brainstorming pros and cons in enhancing the existing products or developing new products.“
(A Male Participant)
“Before BCGE training, I didn’t realize I had many unconscious biases. If the territory VCGM level could contribute the knowledge back to their subordinates and staff, the whole organization will get an inclusive mindset, and I believe it will help our organization grow better and better. “
(A Male Participant)
“I had a tendency to push some CVs that I knew well from some training for the smooth and quick operation of unfamiliar tasks like quick delivery in the banking sector. After joining training, I realized it’s about unconscious biases though the team composition is good enough. That’s why I changed a bit; I shared with the team that I need these kinds of skill sets, attitudes, and manners so that the CVs come through all of them. As I changed my mindset in that way, I hope it impacts our organization.“
(A Female Participant)
“Previously, I had my unconscious biases; for example, I sometimes shared information with my team through a trusted team member. After BCGE’s training, I shared the messages about diversity, resulting in more friendliness, transparency, and happiness in the team. For example, I shared a notice that everyone participating in Eid Mubarak can take an inclusive leave. For working mothers, we allow Work from Home situations as we always have had policies. What’s more, I now prefer to share the same info with the whole team by myself and practice the platinum rule by adapting myself to others accordingly to enhance our workplace relationships.“
(A Female Participant)
Enablers for Inclusive Culture – eLearning
Embracing our mission to foster an inclusive culture bank-wide, we have launched these trainings as an eLearning series namely “Enablers for Inclusive Culture.” Available to all employees, the series offers modules such as ‘Understanding Workplace Gender Equality’, ‘Understanding Diversity and Inclusion’, ‘Understanding Unconscious Bias’, ‘Workplace Harassment & Bullying’, and ‘How to Communicate Inclusively.’