# data[].attributes.headline
Which inclusive actions help foster a sense of belonging in:

# data[].attributes.subject
Which inclusive actions help foster a sense of belonging in:

# data[].attributes.body
- large organizations?
- an agile environment?
- a hybrid / remote work environment?

# data[].attributes.headline
How can organizations magnify the power of community to create a stronger sense of belonging?

# data[].attributes.subject
How can organizations magnify the power of community to create a stronger sense of belonging?

# data[].attributes.headline
What are practical questions to ask in order to find out how inclusive a work culture is, e.g. during interviewing?

# data[].attributes.subject
What are practical questions to ask in order to find out how inclusive a work culture is, e.g. during interviewing?

# data[].attributes.headline
How can communities amplify the sense of belonging, particularly at scale?

# data[].attributes.subject
How can communities amplify the sense of belonging, particularly at scale?

# data[].attributes.body
Create space for conversations that are not about work twice a week (beginning and end)

# data[].attributes.body
Creating a safe environment for employees to speak up/out or share ideas, this should be role modelled by business leaders.

# data[].attributes.body
Large Organisations: Celebrating diverse Groups

# data[].attributes.body
Large Organisations: Employee stories with personal information  (to connect)

# data[].attributes.headline
Use inclusive language and welcoming questions and curiousity

# data[].attributes.subject
Use inclusive language and welcoming questions and curiousity

# data[].attributes.headline
Agree on when common language is required (e.g. English) and when it's OK to speak native languages

# data[].attributes.subject
Agree on when common language is required (e.g. English) and when it's OK to speak native languages

# data[].attributes.headline
Getting to know each other, sharing about my personality, values...

# data[].attributes.subject
Getting to know each other, sharing about my personality, values...

# data[].attributes.headline
hyrbid/remote: create rituals / ways of expressing selves during webinars or meetings (eg. body language to communicate emotion, agreement, desire to speak up, etc)

# data[].attributes.subject
hyrbid/remote: create rituals / ways of expressing selves during webinars or meetings (eg. body language to communicate emotion, agreement, desire to speak up, etc)

# data[].attributes.headline
In person events, while respecting Covid restrictions. Socializing 

# data[].attributes.subject
In person events, while respecting Covid restrictions. Socializing 

# data[].attributes.headline
celebrating different holidays, beyond the major holidays in the country your company operates

# data[].attributes.subject
celebrating different holidays, beyond the major holidays in the country your company operates

# data[].attributes.headline
Leaders should understand the urgency and importance of inclusion and employee belonging

# data[].attributes.subject
Leaders should understand the urgency and importance of inclusion and employee belonging

# data[].attributes.headline
create surfaces for people to connect on a human level 

# data[].attributes.subject
create surfaces for people to connect on a human level 

# data[].attributes.headline
identifying common values within your team

# data[].attributes.subject
identifying common values within your team

# data[].attributes.headline
hybrid/remote: still need to have opportunities for F2F meetings

# data[].attributes.subject
hybrid/remote: still need to have opportunities for F2F meetings

# data[].attributes.headline
become like a cell with a membrane, that also let's people in

# data[].attributes.subject
become like a cell with a membrane, that also let's people in

# data[].attributes.body
Training about what diversity means and can add to theit work and life in general

# data[].attributes.headline
Join Orgs as Human (Person) not as filling a job position

# data[].attributes.subject
Join Orgs as Human (Person) not as filling a job position

# data[].attributes.headline
Management sharing more of themselves, so they do not only represent targets, sales, performance. Being more personal, sharing more personal stories about themselves. Inclusive leadership

# data[].attributes.subject
Management sharing more of themselves, so they do not only represent targets, sales, performance. Being more personal, sharing more personal stories about themselves. Inclusive leadership

# data[].attributes.headline
identify how we act when we don't belong in an inclusive way

# data[].attributes.subject
identify how we act when we don't belong in an inclusive way

# data[].attributes.body
1:1 Feedback about recognizing and appreciating each others contribution

# data[].attributes.headline
request feedback, e.g. through a code word

# data[].attributes.subject
request feedback, e.g. through a code word

# data[].attributes.headline
Surround yourself with people are different to you

# data[].attributes.subject
Surround yourself with people are different to you

# data[].attributes.body
In teams: Celebrate the uniqueness of all people and make it the norm to talk about flaws, spleens etc. - e.g. with "user manuals" for all team members: What are you good at? What drives you crazy? What doe wen need to know about you to work well with you?

# data[].attributes.headline
Create ambassadors (moderator) of the initiative (DIB) in several departments, so that the topic is represented in most meetings, so there is a common understanding and language is inclusive.

# data[].attributes.subject
Create ambassadors (moderator) of the initiative (DIB) in several departments, so that the topic is represented in most meetings, so there is a common understanding and language is inclusive.

# data[].attributes.headline
If I assume, I make an ASS out of U and Me!

# data[].attributes.subject
If I assume, I make an ASS out of U and Me!

# data[].attributes.headline
Stop assuming that e.g. that a woman who has just had a baby is not going to be interested in a promotion

# data[].attributes.subject
Stop assuming that e.g. that a woman who has just had a baby is not going to be interested in a promotion

# data[].attributes.headline
be alert to interruptions and give back the word to the person who was interrupted

# data[].attributes.subject
be alert to interruptions and give back the word to the person who was interrupted

# data[].attributes.headline
Don't try to create an organisational identity - create a strong mission and goal. Let people attach their own identity to that mission

# data[].attributes.subject
Don't try to create an organisational identity - create a strong mission and goal. Let people attach their own identity to that mission

# data[].attributes.headline
Large organisations can be structured to limit organisational units to ~50 people to enable greater sense of cohesion and belonging. Some studies suggest that our social channel capacity is ~50.

# data[].attributes.subject
Large organisations can be structured to limit organisational units to ~50 people to enable greater sense of cohesion and belonging. Some studies suggest that our social channel capacity is ~50.

# data[].attributes.body
How do you deal with conflict round here?

# data[].attributes.body
Holding leaders accountable for driving a stronger sense of belonging within their teams. Measuring this via KPI/surveys?

# data[].attributes.headline
"Restitching" the bleeding-cuts of Matrix Organizations with CoP's etc

# data[].attributes.subject
"Restitching" the bleeding-cuts of Matrix Organizations with CoP's etc

# data[].attributes.headline
leadership taking time to participate in the interviewing process

# data[].attributes.subject
leadership taking time to participate in the interviewing process

# data[].attributes.body
Do leaders here encourage people to disagree (even in front of clients)?

# data[].attributes.body
aks about the degree and fostering of diversity

# data[].attributes.headline
the interview needs to feel safe to ask the questions

# data[].attributes.subject
the interview needs to feel safe to ask the questions

# data[].attributes.body
Clearly show the actions being taken to address employee worries/concerns identified through engagement surveys.

# data[].attributes.headline
Check: does the CEO / senior leader take time to meet me and learn more about my true self, with openness and no judgement?

# data[].attributes.subject
Check: does the CEO / senior leader take time to meet me and learn more about my true self, with openness and no judgement?

# data[].attributes.headline
Allow space for employees to self-start initiatives, support with time and resources

# data[].attributes.subject
Allow space for employees to self-start initiatives, support with time and resources

# data[].attributes.body
like Lean in groups and women leaders in the organization that already make employees feel belong

# data[].attributes.headline
focus on getting to know YOU as a person (first round)

# data[].attributes.subject
focus on getting to know YOU as a person (first round)

# data[].attributes.body
How often and in which ways do you give feedback to each other?

# data[].attributes.body
ask boldly what was the last thing you asked where you hat to have some courage to ask the question

# data[].attributes.headline
Ask your candidate: tell me about the example of when you belonged?  what are the actions that are visible?

# data[].attributes.subject
Ask your candidate: tell me about the example of when you belonged?  what are the actions that are visible?

# data[].attributes.headline
is the interview providing sufficient evidence what employees truly experience?

# data[].attributes.subject
is the interview providing sufficient evidence what employees truly experience?

# data[].attributes.headline
What are the  limitations of your company values you think?  

# data[].attributes.subject
What are the  limitations of your company values you think?  

# data[].attributes.headline
creating surfaces that people feel like they can easily identify it

# data[].attributes.subject
creating surfaces that people feel like they can easily identify it

# data[].attributes.body
If this company was a house - what would it look and feel like? What would be its design/layout? Room temperature?

# data[].attributes.body
Do you participate in 360 feedback for leaders?

# data[].attributes.headline
Role modelling at scale, habits of being inclusive

# data[].attributes.subject
Role modelling at scale, habits of being inclusive

# data[].attributes.headline
Self-efficacy - Create the feeling of your self empowered

# data[].attributes.subject
Self-efficacy - Create the feeling of your self empowered

# data[].attributes.body
Giving ERG's a voice and influence.

# data[].attributes.body
Ask: Which concrete examples and behaviours display the comapny's values? Where are their limitations?

# data[].attributes.headline
Remember the interview is not longer about you selecting someone but a talent selecting you - a 2-way!!

# data[].attributes.subject
Remember the interview is not longer about you selecting someone but a talent selecting you - a 2-way!!

# data[].attributes.body
How do you choose the work you do?

# data[].attributes.headline
Measuring/reporting: could be in 360 reviews, employee feedback session

# data[].attributes.subject
Measuring/reporting: could be in 360 reviews, employee feedback session

# data[].attributes.headline
Is the interview the best way to decide - for the candidate or the company? How else can you find out about the company? How could the whole recruitment process be changed to be more "honest" and more "realistic"

# data[].attributes.subject
Is the interview the best way to decide - for the candidate or the company? How else can you find out about the company? How could the whole recruitment process be changed to be more "honest" and more "realistic"

# data[].attributes.body
Toxic optimisim or toxic positivity
"We are a big family" wording