Wie arbeiten Sie mit anderen Akteuren oder Sektoren des sozialen Wandels zusammen, um Inklusion zu fördern?

In my experience, start by identifying common goals and areas of overlap between your organization and others. This can help establish a shared vision for inclusivity and guide collaboration efforts. Attend networking events, conferences, and workshops to meet potential collaborators. Building trust and rapport is essential for effective collaboration. Collaborate on resource-sharing initiatives such as sharing knowledge, expertise, funding opportunities, and networks. Coordinate efforts with other actors and sectors to avoid duplication of efforts and maximize efficiency.Collaborate on monitoring and evaluation efforts to assess the impact of your collective initiatives on fostering inclusivity.

By adopting a systems thinking approach, one can identify how different elements within social, economic, and environmental systems interact and affect inclusivity. For example, partnering with organizations that focus on education, healthcare, and economic development allows for a multi-faceted strategy to address inclusivity. Through such collaborations, initiatives can be designed to not only provide immediate support but also to create long-term changes that dismantle systemic barriers. This could include joint advocacy for policy changes, sharing of resources for broader impact, and cross-sector programs that address root causes of exclusion, ensuring efforts are comprehensive and sustainable.

One way to practice this is to think about life-cycles for products. While you are waiting in line at a store, think about the life cycle of the product you are buying, from conception to manufacturing through purchase and then after you are done with it. What are all the various systems that were involved in that life cycle? What would happen if you just changed one system or one step in that life cycle? It's a good way to look at interdependent elements and how things are related.

- Empathy: Truly understanding diverse perspectives not as isolated instances but as integral parts of a larger puzzle. This approach deepens our comprehension of systemic issues, fostering a culture of inclusivity. - Adaptability: Recognizing that as systems evolve, so must our strategies. Staying adaptable allows us to remain effective in our collaborative efforts across different sectors and communities. - Strategic Partnerships: Actively seeking collaborations that amplify our impact. By aligning with partners who share our values but offer different strengths, we can tackle systemic challenges more holistically and inclusively.

In Daniel Kahneman's book- Thinking Fast and Slow, he talks about 'Systems Thinking' When we look at inclusion, this is a crucial concept because it helps us to identify and understand complex interactions, and it also encourages us to look beyond quick fixes. It causes us to think beyond these quick fixes and understand the deeper root causes of exclusion and inequity. When we use a systems thinking approach companies can become more responsive to change and expectations around inclusion and diversity.

I start by identifying shared goals and values, which form the foundation for effective collaboration. Engaging in open, transparent communication helps build trust and ensures all voices are heard. I actively seek out and involve stakeholders from various sectors, including education, healthcare, business, and grassroots organisations, to bring diverse perspectives to the table. Jointly developing strategies and solutions ensures that initiatives are comprehensive and address the needs of all communities. Regularly evaluating and reflecting on the collaboration process allows for continuous improvement and adaptability, ensuring that our efforts remain inclusive and impactful.

Organizations must align on a shared vision for social impact, mapping out strategic steps towards inclusivity. For example, collaborating to ensure more inclusive workplaces might involve partnerships with educational bodies for diversity training and businesses for inclusive hiring practices. This approach defines clear outcomes, actions, and success indicators, allowing for coordinated efforts across sectors. By outlining a mutual understanding of how specific changes lead to the desired impact, such collaboration ensures all actions are purposeful and aligned towards achieving comprehensive inclusivity. This strategic planning and execution model enables different actors to contribute effectively to shared inclusivity goals.

- Leveraging Theory of Change, I've learned the importance of inclusivity in social initiatives. It's not just about planning but deeply understanding the diverse needs and perspectives that exist within a community. - Engaging stakeholders early and often is crucial. By actively listening to their experiences, we can ensure our strategies are grounded in reality, fostering stronger, more inclusive outcomes. - Reflecting on past initiatives, adopting a flexible mindset towards change has been key. Being open to pivot based on stakeholder feedback and emerging evidence ensures our approach remains relevant and impactful.

Many neurodiverse individuals are visual thinkers, and creating a visual map of the theory of change helps in understanding and communicating complex ideas. Diagrams and flowcharts make connections between actions and outcomes more tangible. Setting clear goals and milestones with the theory of change provides motivation and direction, allowing progress to be seen through smaller steps. This approach also improves communication with stakeholders by reducing misunderstandings and ensuring a shared understanding of the project’s goals and strategies.

- Engage diverse voices early, ensuring those impacted by challenges have a seat at the design table, enriching solutions with lived experiences. - Foster a culture of iterative learning, where feedback loops with stakeholders guide ongoing refinement, embracing failures as growth opportunities. - Leverage cross-sector partnerships, combining unique strengths and perspectives to address complex social issues more holistically and innovatively.

Partner with various sectors to develop and implement creative solutions that address systemic barriers. This leverages the strengths and resources of each sector to experiment with ideas. EX. technology firms can work with non-profits to create accessible digital platforms for marginalized communities, enhancing their access to information and services. Educational institutions can collaborate with social enterprises to develop inclusive curriculums that reflect diverse perspectives and histories. By pooling expertise and resources, these partnerships drive forward-thinking initiatives that challenge the status quo and promote inclusivity.

Organizations that have community-related DEI goals can use collective impact to strengthen the outcomes for their community goals. Ensure that the group/groups you choose to work with outside your organization share your values before collaborating to limit potential barriers.

In our experience, collective impact is about Diversity and Inclusion initiatives that may focus on things like increasing the representation of underrepresented groups in certain sectors. It recognises that for long-term systemic changes to happen there has to be an alignment of policies, and practices across different sectors and industries all with a common goal of creating a more equitable inclusive community

- Embrace vulnerability; admitting what we don't know paves the way for genuine collaboration and innovation. It invites diverse perspectives, enriching our collective approach to inclusivity. - Cultivate empathy; understanding the lived experiences of others, especially those marginalized, informs more compassionate and effective strategies for social change. - Invest in facilitative leadership; leaders who prioritize listening and inclusivity can more effectively harness the collective strength and creativity of diverse groups, steering efforts toward shared goals.

This encourages partnerships that recognize and utilize the unique assets of each community, whether they be individuals' skills, local institutions, or cultural practices. A collaboration could involve local businesses supporting community-led initiatives, or educational institutions offering spaces for community training programs. By valuing what communities already have, these collaborations empower residents, foster a sense of ownership, and build inclusive environments from the inside out. This method not only promotes inclusivity but also ensures sustainable development by relying on the community's inherent resources and resilience.

- Recognize every individual's unique value, fostering an inclusive environment where all voices are heard, leading to innovative solutions and a stronger sense of community. - Establish transparent communication channels, ensuring everyone has access to information and can participate fully in decision-making processes, enhancing trust and collaboration. - Encourage cross-sector partnerships, leveraging diverse strengths and perspectives to address social challenges more effectively, creating a unified approach to inclusivity.

What we know about asset-based community development is that if applied to diversity and inclusion, it transforms the way communities approach development by moving the focus from limiting ED&I challenges to honouring and using diversity as a powerful asset for the improvement of the community. This leads to more cohesive communities where people feel empowered and where inclusivity is promoted.

These sections all describe big models which are helpful in thinking how to approach social change in a way that is inclusive of different sectors. But when considering individual behaviour that can make a difference, the first thing I’d advise someone to do, to be more inclusive, is to suspend judgment and assume best intent. You might feel that someone is not being relevant to the discussion, or doesn't understand your point. Try to stop yourself jumping to a conclusion and believe that they are doing their best in the situation they are in. The second thing is to listen. Active listening is more important than you talking especially when in a cross-sector situation where relationships need to be forged.

When you are considering this from an organizational perspective, don't automatically rule out competing organizations as partner options. There are ways to work with them to foster inclusivity, whether in the community, your industry, or elsewhere that can have benefits for both organizations (as well as the community you are serving).