We invited three Speexxies to share their thoughts on the DEI culture at Speexx; each was asked the same five questions and spoke candidly about their feelings and ideas on this very topical subject. We hope you enjoy the interviews as much as we did.
1. What is your perspective on diversity and inclusion in the workplace?
I am a firm believer in the importance of diversity and inclusion in building a happy and successful company. Recognizing variations in people’s backgrounds, experiences, and opinions, such as color, gender, age, ethnicity, sexual orientation, and abilities, is part of embracing diversity.
Inclusion is building an environment in which each individual feels appreciated, encouraged, and empowered to share their unique abilities and ideas. Organizations that value diversity and inclusion benefit from greater innovation, creativity, and problem-solving skills, as well as higher employee engagement and happiness
2. How does Speexx promote a DEI culture?
Firstly, we prioritize hiring a diverse workforce and ensuring equal opportunities for all candidates, irrespective of their background. All our content is inclusive, meaning our videos, magazines, and exercises reflect our modern way of thinking. We also create safe spaces for employees to share their thoughts, experiences, and concerns.
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3. What core values does Speexx build its services upon?
In my opinion: innovation, empowerment and collaboration.
4. What do you think are the challenges that companies face today regarding equality and diversity?
For me, the first one is unconscious bias. Biases that affect hiring, evaluations, and advancement require awareness and ongoing efforts for inclusive practices. Secondly, the lack of representation. Underrepresentation limits diverse perspectives and innovation; active recruitment, retention, and promotion of individuals from diverse backgrounds are necessary for an inclusive workforce. Thirdly, inclusive culture involves creating an environment where all employees feel valued, respected, and included. Addressing microaggressions, fostering psychological safety, and promoting diversity in leadership is essential, and lastly, intersectionality. Recognizing and addressing the unique challenges faced by individuals with multiple marginalized identities, such as women of color or LGBTQ+ individuals with disabilities.
5. What resources, training programs, or coaching approaches would you like to see implemented to educate employees on these topics?
For example, interactive e-learning modules, personalized coaching, peer-to-peer language exchange programs, cultural immersion experiences, and continuous assessment would greatly educate us on various topics.