Number two, at Nike a critical norm that is used to encourage inclusion
are Structured feedback sessions.
Which help teams establish their new foundation.
In these sessions, everyone provides a self-assessment and
an assessment of their work preferences.
This may include details, such as whether employees prefer to work autonomously or
collaboratively.
It may also include details about how employees prefer decisions to be made.
For example, by consensus or around specific roles.
After the feedback is compiled, it is used as a foundation for
the team to set its own goals, roles, and norms.
This practice of level setting at Nike allows a safe space for
ideas to be continuously generated.
Number three, a third norm at Nike is the Culture as Offense initiative or CAO.
CAO is a workshop that seeks to encourage intergenerational dialogue by bringing
experienced executives and young new Nike employees together.
The young employees are called the new crew.
The CAO session provided with the new crew are a chance for
the new crew to give feedback and share experiences with experienced executives.
The effort continues to expand across teams that each have their own new crew.
This norm reinforces Nike's stated goals of inclusivity and high performance.
And the belief that the best ideas can come from anywhere in the company
regardless of background.
Now that you know about Nike's norms and engagement around diversity and inclusion,
you can use the information provided in this module, and the previous ones,
to set the ideal goals, roles and norms that fit with the needs and
culture of your organization.
The important point is not what process you use, but that you do set goals,
rules and norms on your team and you make those explicit.
What you need to do now is focus on incorporating practices that
will establish and reinforce an inclusive environment on your team.