Hi, the author here. Thank you for reading! And yes, it is tough to prove increased inclusion. I used the results from quarterly team and company surveys to test and learn what seemed to increase management trust, clarity of expectations, and inclusion in my organization. (We did ask about inclusion.) I can't share the exact numbers, and there isn't enough sample to make any statistically rigorous conclusions even if I could.
Anecdotally, I monitored the frequency of when people spoke up, and I tried during discussions to ask for someone's opinion if I felt like they had something to contribute but weren't speaking up. Over time, as I increased trust with my team, they were proactive in raising instances where it felt like they were excluded. The best part was when they started giving each other feedback. Those six words were the most frequent offenders in my experience.
My primary reason for writing the article is to hear about others' experiences. For context, my organization was composed of machine learning and analytics folks. Thanks again, and I'm looking forward to hearing what works for others!
Anecdotally, I monitored the frequency of when people spoke up, and I tried during discussions to ask for someone's opinion if I felt like they had something to contribute but weren't speaking up. Over time, as I increased trust with my team, they were proactive in raising instances where it felt like they were excluded. The best part was when they started giving each other feedback. Those six words were the most frequent offenders in my experience.
My primary reason for writing the article is to hear about others' experiences. For context, my organization was composed of machine learning and analytics folks. Thanks again, and I'm looking forward to hearing what works for others!