Respectful Workplace

What does it truly mean to build a respectful workplace? One that goes beyond surface-level inclusion and embraces deep equity. It covers the impact of intersectionality, bias, and microaggressions, and highlights how culture, identity, and language shape our work environment. Through real-world examples and reflective prompts, it challenges leaders and teams to take ownership of empathy, recognise unspoken dynamics, and co-create a space where every voice can thrive. Respect isn’t passive — it’s practised daily through awareness, intention, and action.

Transcript

1. ~ U & Omio Respectful ⑳ M · T S M Workplace it Y CoMiO -21 . 02 . 23 . TUE M * Y -
2. inclination or prejudice for or against one person or group, especially in a way considered to be unfair. the interconnected nature of social categorizati,ons such as race, class, and gender as they apply to a given individual or group, regarded as creating overlapping and interdependent systems of discrimination or disadvantage. - Hink S E to 1 & - - ~ U W ① wo Omio Respectful 3 ABOUT THROUGH & T ~ THE DAY ... I - WHAT I'VE LEARN ? ~ S M Workplace Y T F - HOW to USE It ? IMPLEMENT IT ? 7 Y CoMiO -21 . 02 . 23 . TUE - HOW to CHECK-IN LATER ? M # T I I * ALLY NI I Wi A TRO Y - WHITE De P a - STANDINT OF TALK S - Y 1 = ⑧ => (3 witCHES BIAS : " ⊥ GoSA (CAVE/DiSFiSUNED) ⊥ GLAD Win (CABIN/BEAUTI) - - · INTERSECTIONALITY: " - & - F I UNDERSTANDING · * BEINS EMPATHETIC/OpEn MIND AND GENUINE INTERESTED IDENTITY & RACE CAN BE THE WAY To DISTINGUISHES THE MEMBERS OF ONE GROUD TO THE OTHER " I · INTERSECTIONALITY A Nationality/ LEARN RBOUT OTHERS 2 INFLUENCE "A COLLECTIVE PROGRAMMING OF THE MIND WHICH & THE PERSON WAS BONED ON A CULTURE WHERE si · OF CULTURE CRIME S HOMOSENALITY IS Christian WHEN WE MEET LEAN , DEVELOPMENTACTION CHIME WHEN THEY an ism EYE CONTACT OPERSONAL SPACE MOVE TO ANOTHER Hinduism IS PRIVACY IMPORTANT ? COLTURE DO Budhiss PEOPLE MOUR HOLD THEY - CRES SEXUALITY SELF PRESERVATION APPLICATION OF HUMOUR CULTURE RESPONSABILITY & Tribal religious To BRAIN TRISTEN S S ATTITUDE TOWARDS TIMEKEEPING ARE PEOPLE EXPRESSIVE ? TO SPONS Sions TO THE FIRST IM) ⑮ CONSISTENCY + EMPATHY I IMPRES + HUMBLE + LEARNING + SELF-AWARENESS NONVERBAL QUES WHEN OFFENDED DO FRIENDSHID TALES TIME ? LAND ? + TRUST BY EITHER SPEECH ON BEHAVIOUN GENDER * CREATE A CULTURE OF ACCOUNTABILITY , AND PROCESS TO ACCENT BODY LANSOASE Skin Cocon PERSONALITY Jobservable ADDRESS THE POINT UNCENTAINTY POWER APPEARANCE ASK QUESTIONS (Intro us Extro CULTURAL DIMENSIONS : INDIVIDUALISM B COLLETIVISM MASCULINITS FEMINITY DIRECT US INDIRECT COMMUNICATION AVOIDANCE DISTANCE (STRENGTH OF SOCIAL HiENARCHY - - ↓ GET REALLY VALUES RULES kNOW OTHERS Traditions] IDENTITIES BELIEFS PERCEPTIONS LACUSUAGE IS ALWAYS PERCEPTION IS BIASED BY CULTURAL BACKGROUND STATUS CHANSING * WHY IS IT CULTURE SO INPACTFUL ? THE CULTURE FROM WHERE YOU'RE RAISED ! THE CULTURE FROM WHERE YOU'VE LEAVED? HOW CONS BEFORE YOU LEARN OR ADAPT ? DOES IT MAKES A NEW CULTURE ? ARE THERE SUBCULTURES ? - CULTURAL DIMENSIONS ARE NOT OBSERVABILITY IDENTITES # BANNER NOT DIVERSE # SCHEDULE MEETING AT SPECIFIC TimE # USE COLOURED WORD AT OMIO WE HAVE POLICIES BUT 1 ISOLATED SITUATION ? WHO AM I ? C # opnessing woman 3 PROCEDMONSsentations 4 WE NEED TO BE AS EMPATHETIC And 2 . INAPPROPRIATE , THE PERSON In REVIEW LAWS APPROPRIATE HOW CAN 1 FEEL ABOUT THIS SITUATION ? O to BE HELP - CAN I BE MORE EFFICIENT ABOUT INPACT ? tHiS SITUATION NEEDS ⊥ RAMADAM PRAYINS TIME M 1) INAPATh Caution ⊥ DEFLECT RESPONSABILITY WHEN SENDiNS On ⊥ MAYBE INSECURE L WE CANGIVE HEANDOFF ES ⊥ TIMELONE * TACKLING MEANING FOR A BIG GROUP INSTEAD Of Working DIRECTLY · WAS BOdN IN AFRICA # PERSON CHANSING NAME AND MANASE TAKE TO ACTION -t = A u APARTHEIDWAS GONENTS ·& E M ! ↑ 5 PROCEED WITH CAUTIO - His Strows + DECIDE TO MOVE BACK ! · · - 11 ENGLISH MUN -Y I # & AFRICAN DAD - - & x + , ⊥ I/ & THEIR HOUSE WENT Or FirE II ~I ↓ & & I MUM ALMOST DiED RAYMOND LYNN-FAIRACTION BROTHER DNUS DEALER 11 WENT LATEN TO UNIVERSITY ' & ! BETWEEN 19-21 WENT AYOUND AS MORMON # PERSONIs PARTNE HAS CANCER #COLLELVES GOINS OUT AFTER work TO BAn 6 WHERE THE INFORMATION CAME From ? 7 ARE All PEOPLE OKAY DRINKS ? NON-ALCOHOLIC WE CANIT ASSUME PERSON NEEDS SOMETHINGS . . . DRINKS ? ARE WE COLLABORATING TO DECIDE ~, The Experience ⊥ HOW THE CONVERSATION Appear ? IS VERY INTIMATE , AND YOU CAN'T ⊥ This Come AS YOUR PUSHIN) THE COMPANIES INTEREST ! ⊥ RECISION ⊥ PEOPLE SET Drunk ASSUME IT HAVE TO BE CLEAR . 1) IF YOU'RE NOT A GOOD LINE MANASER ⊥ DISTANCE OF THE WORK L IMAACT Work IT Will BE ODD #POLICYSTATEDABOUT DiVEsT # NiCKNAMES At work INNAPROPRIATE . EVEN THEY HAVE RACISM CAN INCLUDE DIFFERENT GnoupiNSS 8 Appropriate . BUT WOULD BE SHATE 9 A ALLOWMENT . OTHERS CAN FELL As NOT ONLY RACE (PHYSICAL, Social CHARACTEnistics # IT IS NOT A POLICY Without IT A COT . LUCTURE