This disconnect is not new. Most people leaders want to believe their teams are inclusive. It is difficult to believe that employees are having a different experience than the one you hope to create. Leadership must accept the reality that people are having a very different experience than the one they had hoped for. If leadership is not measuring the perceptions of workplace inclusivity and psychological safety, it’s the same as pretending a problem doesn’t exist. Ignoring the disconnect does not lead to improvement. Avoidance only exacerbates the problem with further high turnover rates, low productivity and low employee engagement.
How to Get Away With Racism & Exclusion in Pilates
A recent article called “Is This the Most Expensive Pilates Class?” published by the New York Times (April 25, 2022) sent the Pilates community into an…