Inclusion is not making people act in a certain way that will fit specific standards instead it is letting people be themselves and embrace their culture. It is about seeing everyone as human beings rather than viewing them as disabled, people of colour, etc.

In my workplace, my managers go the extra mile by holding morning and evening meetings and letting us partake in small games which help us get to know other associates better in a fun way. We are also recognized for our hard work; exceptional workers get badges and get a picture of them posted on our store Instagram so all other associates can admire their hard work and even get motivated to do better at work.

In the context of employment, having a PLN that is public and engaging, requires risk assessment and policy understanding

  • How does social media engage in and challenge communications? Is it inclusive? Does your PLN amplify the views of others?

With social media, a person can connect with professionals from anywhere across the globe. It doesn’t limit a person to just the city they live in. This includes an individual’s PLN being very diverse and consisting of multiple cultures which could lead to very interesting conversations and broadening of their viewpoints.

However, it’s very difficult to trust people online and rely on them and it is very hard to assess the value of that connection without being able to meet them in person.

  • The policies of employer social media communication expectations.

When answering questions online while representing our company we should be able to keep that “worldview” in mind. That is when answering a question even if it looks accurate to us it may even be something illegal to do in another part of the world.

If we are posting something that is work-related and we have doubts about it we should refrain from posting. Because it might lead to a negative effect on the company.

It is also important to not interact with negative posts about the company brand and leave it up to a qualified professional.