We’re excited to introduce you to the always interesting and insightful Andrea Grant, CDSP . We hope you’ll enjoy our conversation with Andrea below.

Andrea, appreciate you joining us today. Any thoughts around creating more inclusive workplaces?

Yes, I absolutely have advice for creating a more inclusive workplace, or as I say, introducing practical strategies for lasting change! In today’s increasingly diverse world, it’s crucial to foster an inclusive workplace that values and respects every individual. To truly achieve inclusion, we must broaden our perspective beyond traditional notions of diversity, such as race and gender, and encompass the full spectrum of historically excluded groups. Here are some key strategies to consider molded by my personal journey and view and impactful and important times in my life and career:

1. Expand the Definition of Diversity: Inclusion means embracing individuals from all backgrounds, including those based on age, race, gender identity, sexual orientation, disability, neurodiversity, and more. By recognizing the unique experiences and perspectives of each individual, we create a more comprehensive and inclusive environment.
2. Focus on Behaviors and Outcomes: Inclusion is not solely about changing hearts and minds; it’s about transforming behaviors and outcomes. Encourage respectful communication, active listening, and collaboration among team members. Evaluate hiring and promotion practices to ensure equal opportunities for all. Emphasize measurable goals and hold individuals accountable for their actions.
3. Make Inclusion Practical: Inclusion doesn’t have to be a complex or overwhelming endeavor. It can start with small, practical considerations. For instance, provide flexible work arrangements to accommodate diverse needs. Ensure accessibility for individuals with disabilities. Foster a culture of respect where everyone feels safe expressing their opinions and ideas.
To create a truly inclusive workplace, it is helpful to have a deep understanding and incorporation of internationally recognized standards, such as ISO Human Resource Management Standard 30415:2021 (Diversity & Inclusion), ADA requirements, and Section 508 standards. These frameworks provide guidance on fostering diversity, ensuring accessibility, and promoting inclusivity in the workplace.

By implementing these strategies and committing to continuous improvement, we can create an inclusive workplace where every individual feels valued, respected, and empowered to bring their whole selves to work. Together, let’s build a future where diversity is celebrated, and inclusion is the norm.

My own journey has ingrained in me the importance of creating an inclusive workplace. I draw inspiration from my parents’ legacy of breaking barriers and challenging systemic discrimination. Throughout almost three decades, I have personally faced exclusion due to my gender, age, race, and neurodiversity. These experiences have further fueled my commitment to promoting inclusivity. I have experienced firsthand the negative impacts of non-inclusive workplaces. Despite my qualifications and demonstrated ability to exceed performance metrics,

I have faced constant questioning of my competencies and have been denied promotions due to my appearance and for assumptions that come with being a mother. Additionally, I have had my work and ideas appropriated by others with credit.

Great, appreciate you sharing that with us. Before we ask you to share more of your insights, can you take a moment to introduce yourself and how you got to where you are today to our readers.

Prejudice and discrimination based on factors such as race, ethnicity, gender, sexual orientation, age, abilities, and other characteristics have been prevalent throughout human history. These forms of prejudice and discrimination, including racism, sexism, homophobia, and other types of bigotry, have unfortunately been pervasive in many societies and continue to be a challenge that we must address and overcome. While the specific forms and expressions of discrimination may vary across cultures and historical periods, the underlying phenomenon of treating individuals or groups differently based on characteristics beyond their control is a persistent issue that requires ongoing efforts combat.

My signature quote in this space is “I’m not in the business to change hearts and minds. I am in the business of changing behaviors and outcomes.”

Are there any books, videos, essays or other resources that have significantly impacted your management and entrepreneurial thinking and philosophy?

There are many examples I can think of to share and one video sticks out. https://youtu.be/4p5286T_kn0?si=0bO_F0wew84YMC_M

What’s worked well for you in terms of a source for new clients?

I prioritize delivering exceptional service to ensure that my clients become advocates and refer others to me.

Contact Info:

• Website: https://grantsconsultinggroup.com/
• Instagram: frustratedtofulfilled
• Facebook: Grant Consulting Group
• Linkedin: https://www.linkedin.com/in/andrea-n-grant/

Image Credits
Kellie Frye Photography, others are noted on pictures