How to Manage Your Team in Times of Political Trauma by Michelle Kim
There’s a lot of talks about creating an inclusive workplace culture. We attend workshops, watch webinars, bring in guest speakers, implement less bias-prone recruiting processes… but can we truly create an inclusive experience if our direct managers fail to behave in an inclusive, equitable way?
No matter how much the company’s careers page touts its commitment to diversity and inclusion, if the company fails to empower its managers to actually behave as inclusive and equity-conscious leaders, change won’t be felt.
When we encourage our teams to “bring their whole selves to work” — remember that this includes acknowledging how their lives are impacted by forces outside the office. And just another surface level “unconscious bias training” isn’t going to cut it.
Michael Sauers is the Technology Manager for Do Space in Omaha, NE. After earning his MLS in 1995 from the University at Albany's School of Information Science and Policy Michael spent his first 20 years as a librarian training other librarians in technology along with time as a public library trustee, a bookstore manager for a library friends group, a reference librarian, a technology consultant, and a bookseller. He has written dozens of articles for various journals and magazines and has published 14 books ranging from library technology, blogging, Web design, and an index to a popular horror magazine. In his spare time, he blogs at TravelinLibrarian.info, runs The Collector's Guide to Dean Koontz website at CollectingKoontz.com, takes many, many photos, and typically reads more than 100 books a year.
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