Culture Belongs to Everyone

The online Marriam-Webster Dictionary defines culture as ‘the set of shared attitudes, values, goals, and practices that characterizes an institution or organization.’ When we share, we interact with others, with give and take. In an organisation, these interactions, be they between two people or amongst two hundred people, form the organisation’s culture, since it is through such interactions that a set of attitudes, values, goals and practices develops and sustains over time.

Since culture is dependent on human interaction, it is a no-brainer that every human plays a role in creating the culture they are part of. But how do we create a shared language, and identify useful, practical and sustainable ways to effectively and respectfully interact with one another, to create a positive and productive culture?

This chapter seeks to make culture accessible to everyone, by inviting everyone to contribute, regardless of their role, work function, salary level or experience. It is not just about HR, or DEI professionals or the organisational leadership. It is about every single person, and their contribution, be it big or small, made in the way they feel most comfortable – culture belongs to everyone.

We will create an accessible, inclusive and respectful environment where we explore various concepts and terms in culture and diversity, equity and inclusion (DEI), breaking down the jargon and talking in real terms about what it all means in the workplace and in our communities. By doing so, we identify and co-create tools and approaches for a better world of work - and life! Because culture belongs to everyone.

Our chapter seeks to enable meaningful and sustainable practices to build enabling workplace cultures by:

• Modelling inclusive behaviours in the chapter.
• Inviting anyone to attend, outside of the usual suspects of HR, DEI professionals and traditional organisational leaders.
• Practising compassion.
• Approaching each interaction in the chapter with humility and respect, seeking to listen and learn.
• Encouraging an outlook of curiosity – ‘there are no stupid questions’.

Our chapter discussions will involve exploration of one current DEI/culture concept each session. We will hear from speakers with professional experience in DEI or HR and speakers with work or lived experience relevant to that concept, with group discussion and exploration being the primary focus of each session. Listening, learning, co-creation and sharing are the cornerstones of our chapter.

Topics might include:

• Intersectionality.
• Equity.
• Belonging.
• Respect.
• Anti-racism.
• Privilege.
• Power.
• Gender affirmation.

Please reach out if you wish to talk about your own experience that is relevant to any of the above topics, or any others in the culture/DEI space. And please come along to share and contribute, bringing friends and colleagues.

Why this Chapter, and why me?

As someone who has spent his life working across large and complex organisations, in teams big and small and in several countries, I have observed a great deal of human interactions, environments and cultures. I have had the privilege of living and learning in diverse settings and cultures, ingraining in me a love for diversity and a recognition of its strength in driving innovation and sustainable growth. But I also recognise the challenges inherent in building inclusion and ensuring opportunity for everyone, when people come from various backgrounds, have different abilities, have unique and different experiences.

I have been a participant and contributor to DEI programs to build understanding, inclusion and respect but note that so often the programs can be inaccessible due to the language used, with the jargon used alienating people if it is not part of their everyday vocabulary. This serves to create a barrier for many people, with a reliance on standard training and compliance as a means to demonstrate engagement rather than talking about things in real terms. 
- Ayan Dasvarma