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    Nowadays, an effective manager needs to be skilled in the management of plurality and inclusivity.
    Anyone who manages others must act as the primary role model and must be and advocate of inclusivity in the workplace.

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    Gender in the organisation
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    The main objective of Wise Growth in this area is to help people recognise the obstacles to inclusion (unconscious bias and stereotypes) and help them acquire the key skills the need to work constructively.

    The key elements to focus on are therefore:

    • Awareness of how one’s own “filters” (stereotypes and prejudices) determine one’s everyday behaviour.
    • An understanding of the dynamics of exclusion/inclusion.
    • Mindfulness of others: What this implies and how to practise it.
    • Addressing organisational situations that threaten inclusivity.

     

    Plurality management is a coaching approach that is largely based in the concepts articulated in a book called Management Plurale by Maria Cristina Bombelli. The concept is explained in a section that lays out the foundations of the idea and its relation to the precepts of Diversity & Inclusion. The concept is then broken down into thematic sections.

    Plurality management needs to be integrated into a broader strategy that encompasses coherent and far-reaching messaging that reaches as wide an audience as possible, along with annual follow-up meetings to measure progress.

    — FOCUS

    Example

    Diversity nurtures growth. You too can become an agent of inclusion.

    A large Italian bank has recently chosen the path of Plurality Management, and is imparting the precepts of this method to a large and varied section of its staff.

    A company’s chief asset is its people. A management approach that succeeds in including people, harnessing their diversity, and allowing them to express their full potential will ensure a working environment that is both respectful and productive.

    The section that lays down the cornerstone of the Plurality Management concept explores the reasons why inclusivity is beneficial, reviews the principal approaches used in the past, and considers the psychological factors that make inclusion difficult. The steps for putting Plurality Management into practice are set out as a series of actionable modules relating to gender, age, culture, disabilities and sexual orientation, and particular attention is paid to existing best practices in the corporate world.