How Employee Recognition and Inclusion Intersect

When we talk about employee recognition in this space, the context is nearly always employee recognition and reward programs – how we recognize and celebrate employees who demonstrate company values and contribute to organizational success. But let’s not forget a basic definition of recognition: “acknowledgment of something or someone’s existence, validity, or legality.”

This was brought to mind for me this week in a few different stories in the news about diversity and inclusion. First, from the radio show “This American Life,” a story on Starbuck’s diversity and inclusion training session that shut down all U.S. stores for a day, included an excerpt of a video from the rapper Common. He said:

“I am grateful to be with you Starbucks partners today, because this work is close to my heart. I want you to see something in your mind's eye. Close your eyes for a moment. Yes, close them. I want you to think of a time you felt seen.”

“A time you felt seen.” Isn’t that the heart of what it means to recognize another person? To truly see them? To see them not for what they do (or what they can do for you), what they look like, or how they worship, but to see them for who they truly are – their worth as an individual in society or in your workplace.

And then this story on “diversity fatigue” describing the cost of ineffective diversity strategies – too much talking and not enough doing (or perceived positive results) burns people out. 

Finally, a heart-wrenching story told by Atul Gawande as part of a commencement address posted in The New Yorker, relates the power of “openness and curiosity” to another’s point of view and life situation to see someone’s humanity – even if you passionately disagree with their position. Opening oneself to the different but still valid humanity of another makes it possible to collaborate and to care.

All of this reminded me of a wonderful comment made by Ellyn Shook, CHRO of Accenture, in a diversity and inclusion session she led at WorkHuman. Ellyn said, “Inclusion isn’t an opportunity. It’s a commitment.”

For any organization (from a business, to a charity board, to the local boy scout troop) to function at its maximal best, the people within it need to feel they are seen and valued for their own unique attributes. Being seen is a basic human need. Often tales of woe in the news and in the workplace germinate in feelings of being unseen, unheard, unvalued, and unappreciated.

The simple act of recognition, to pause and say, “I see you. I see the value you bring. You are valuable. I appreciate what you do. I appreciate your ideas and contributions” can dramatically change the course of a conversation, the outcome of a project, the direction of a life, and the success of an organization. Recognition is an act of inclusion.

How does your organization address inclusion needs? Is your recognition strategy and approach an inherent part of your inclusion and belonging initiatives?

As Globoforce’s Vice President of Client Strategy and Consulting, Derek Irvine is an internationally minded management professional with over 20 years of experience helping global companies set a higher ambition for global strategic employee recognition, leading workshops, strategy meetings and industry sessions around the world. He is a leader in the WorkHuman movement and the co-author of "The Power of Thanks" and his articles on fostering and managing a culture of appreciation through strategic recognition have been published in Businessweek, Workspan and HR Management. Derek splits his time between Dublin and Boston. Follow Derek on Twitter at @DerekIrvine.

Comments

[E. James Brennan]

Private money jingles. Public validation tingles.