在快速技术进步的时代建立包容性文化

这篇文章是Faiā董事总经理乔治·西奥西尔斯（George Siosi Samuels）的客人贡献。看看Faiā如何致力于在这里保持技术进步的最前沿。

This post is a guest contribution by George Siosi Samuels, managing director at Faiā. See how Faiā is committed to staying at the forefront of technological advancements here.

这篇文章是Faiā董事总经理乔治·西奥西尔斯（George Siosi Samuels）的客人贡献。看看Faiā如何致力于在这里保持技术进步的最前沿。

Organizations are faced with the critical challenge of fostering more inclusive cultures in an era defined by rapid technological advancements, shifting societal norms, and the evolving expectations of a global workforce. These cultures must not only reflect the diversity of their teams but also leverage that diversity as a strategic advantage to drive innovation, adaptability, and resilience.

组织面临着在迅速的技术进步，转移社会规范以及全球劳动力的不断发展的期望所定义的时代中培养更多包容性文化的关键挑战。这些文化不仅必须反映团队的多样性，而且还必须利用这种多样性作为推动创新，适应性和韧性的战略优势。

In today’s world, where mid-to-large enterprises in emerging tech sectors are navigating increasing competition and disruption, these capabilities are more valuable than ever. A recent report by Deloitte sheds light on the importance of inclusivity, noting that inclusive teams are 50% more innovative, 70% more agile, and three times better at completing tasks.

在当今的世界中，新兴技术领域的中部企业正在导航竞争和破坏，这些能力比以往任何时候都更有价值。德勤最近的一份报告阐明了包容性的重要性，并指出包容性团队的创新性高50％，敏捷70％，完成任务的三倍。

The imperative of ‘inclusivity’

“包容性”的必要性

Inclusivity is not merely a checkbox exercise or a surface-level commitment to representation. It involves creating environments where every individual—regardless of background, identity, or perspective—feels valued, respected, and empowered to contribute fully. This goes beyond hiring diverse talent; it requires integrating inclusivity into the DNA of an organization.

包容性不仅是复选框练习或表面级别对表示形式的承诺。它涉及创建环境，使每个人（背景，身份或观点都没有尊重）谋求，尊重和授权充分贡献的环境。这不仅仅是雇用多样化的人才；它需要将包容性整合到组织的DNA中。

A recent report by Deloitte underscores the importance of this endeavor, highlighting that fostering an inclusive culture is a cornerstone of effective talent strategies, leading to measurable benefits such as increased creativity, productivity, and innovation. For enterprises in emerging tech sectors, where competition is fierce, and differentiation is key, inclusivity can be the differentiator that drives sustained success.

德勤最近的一份报告强调了这项努力的重要性，强调培养包容性文化是有效人才策略的基石，从而带来了可衡量的好处，例如提高创造力，生产力和创新。对于竞争激烈而差异化的新兴技术部门的企业来说，包容性可以是驱动持续成功的差异化因素。

Global trends shaping inclusivity

全球趋势塑造包容性

Several macro trends are influencing how organizations approach inclusivity, particularly in the context of emerging technologies and evolving workplace dynamics.

几种宏观趋势正在影响组织如何处理包容性，尤其是在新兴技术和不断发展的工作场所动态的背景下。

1. Remote work and digital communities

1。远程工作和数字社区

The widespread adoption of remote and hybrid work models has introduced new complexities in fostering inclusivity. While these models offer flexibility, they also risk exacerbating feelings of isolation and exclusion among employees. In a recent survey by McKinsey, many workers reported not feeling fully included in virtual environments, with a significant portion (70%) desiring more deliberate organizational efforts to advance inclusion and diversity.

远程和混合工作模型的广泛采用引入了促进包容性的新复杂性。尽管这些模型具有灵活性，但它们也可能会加剧员工之间孤立和排斥的感觉。在麦肯锡（McKinsey）最近的一项调查中，许多工人报告说，没有完全包含在虚拟环境中，其中很大一部分（70％）希望更加故意的组织努力来提高包容性和多样性。

To address this, companies must rethink how they build connections and foster belonging in digital spaces. This includes leveraging collaboration tools to maximize interaction and engagement, hosting regular virtual team-building activities to promote camaraderie, and ensuring equitable access to opportunities for professional growth in hybrid work setups.

为了解决这个问题，公司必须重新考虑如何在数字空间建立联系和寄养。这包括利用协作工具来最大程度地提高互动和参与度，进行定期的虚拟团队建设活动，以促进友情，并确保在混合工作设置中获得公平的机会来获得专业增长的机会。

2. Generational diversity

2。世代多样性

Today’s workforce spans multiple generations—from Baby Boomers to Gen Z—each bringing unique perspectives, values, and expectations. Managing this generational diversity effectively is crucial for building cohesive teams and fostering a sense of belonging among employees at all stages of their careers.

当今的劳动力跨越了从婴儿潮一代到Z世代的几代人，带来了独特的观点，价值观和期望。有效地管理这一代际多样性对于建立凝聚力团队并在职业生涯的各个阶段培养员工之间的归属感至关重要。

According to Deloitte, six signature traits of inclusive leadership—commitment, courage, cultural intelligence, collaboration, competence, and candor—are particularly relevant for bridging generational gaps and creating an atmosphere of respect and understanding. Leaders who embody these traits can forge strong bonds with members of different generations, unlocking the full potential of multigenerational teams.

根据德勤（Deloitte）的说法，六个包容性领导力的签名特征 - 承诺，勇气，文化情报，协作，能力和坦率 - 特别与弥合世代相传的差距和营造尊重和理解的氛围特别重要。体现这些特征的领导者可以与不同世代的成员建立牢固的联系，从而释放多代团队的全部潜力。

3. Technological integration and AI

3。技术整合和AI

As organizations emerge from the pandemic and adjust to a hybrid world, they must adopt a holistic approach that integrates community engagement, cultural transformation, and technological enablement to create truly inclusive cultures. Here are three key strategies:

随着组织从大流行并适应混合世界时，他们必须采取整体方法，将社区参与，文化转型和技术促进融合在一起，以创造真正的包容性文化。这是三个关键策略：

1. Community engagement: Strengthening interpersonal connections

1。社区参与：加强人际关系

At its core, inclusivity is about relationships—how people connect, collaborate, and support one another. Fostering strong interpersonal connections within the organization is foundational to building an inclusive culture.

包容性的核心是关于关系 - 人们如何联系，协作和互相支持。在组织内建立牢固的人际关系是建立包容性文化的基础。

In their report, "The Crucible of Leadership: Charting a Course for Mid-to-Large Enterprises in Emerging Tech," Deloitte emphasizes the importance of creating environments where individuals with both visible and invisible disabilities, as well as those from underrepresented groups, feel genuinely included and valued for their unique contributions.

在他们的报告中，“领导力的坩埚：为新兴技术中的大型企业绘制课程，”德勤强调了创造环境的重要性，在这些环境中，有可见的和看不见的残疾人以及来自代表性不足的群体的人，以及对其独特的贡献感到真正的贡献和珍视。

This requires a combination of programs and initiatives. For instance, mentorship programs can pair experienced employees with newer hires or those seeking guidance, fostering professional development and a sense of belonging. Employee resource groups (ERGs) provide platforms for employees with shared identities or interests to come together, build community, and support one another. Initiatives promoting psychological safety encourage open communication, active listening, and non-judgmental feedback, creating a space where everyone feels comfortable being themselves and speaking their minds.

这需要组合计划和计划。例如，指导计划可以将经验丰富的员工与新员工或寻求指导，促进专业发展和归属感的人相结合。员工资源小组（ERGS）为具有共同身份或兴趣的员工提供平台，可以团结起来，建立社区并互相支持。促进心理安全的举措鼓励开放沟通，积极的聆听和非判断性的反馈，创造了一个空间，每个人都感到自在并说出自己的思想。

Furthermore, organizations can cultivate a sense of belonging that transcends physical or virtual boundaries by prioritizing respect and inclusion at every level. This includes role modeling inclusive behaviors from the top, integrating diversity and inclusion into performance management systems, and recognizing and celebrating the achievements of individuals and teams from diverse backgrounds.

此外，组织可以通过优先考虑各个级别的尊重和包容来培养一种超越身体或虚拟边界的归属感。这包括将包容性行为从顶部建模，将多样性和包容性整合到绩效管理系统中，并认识和庆祝来自不同背景的个人和团队的成就。

2. Cultural integration: Embedding inclusivity into organizational DNA

2。文化融合：将包容性嵌入到组织DNA中

Embedding inclusivity into the fabric of an organization's culture demands a deliberate and sustained effort. It is not a one-time initiative but rather a continuous process of transformation. A recent report by McKinsey suggests that organizations should address specific factors that may be hindering employees' sense of inclusion, such as leadership behaviors, organizational policies, and systemic inequities.

将包容性嵌入组织文化的结构中需要有意持续的努力。这不是一次性倡议，而是一个连续的转型过程。麦肯锡的最新报告表明，组织应解决可能阻碍员工包容性的特定因素，例如领导行为，组织政策和系统性不平等。

For instance, leaders play a pivotal role in setting the tone for inclusivity through their

例如，领导者在设定包容性的基调方面发挥了关键作用