Key Traits of an Inclusive Workplace
Creating an inclusive workplace is a fundamental aspect of building a thriving business. The stats speak for themselves. Inclusive workplaces not only cultivate enriching environments where creativity thrives and employees feel empowered and respected, but they drive bottom-line performance.
As I continue exploring the nuances of diversity, inclusion, equity, and belonging, let’s delve into the “I” in DEIB. We’ll talk about the key traits of an inclusive workplace and how you can foster one in your own team and organization.
What Is an Inclusive Workplace?
An inclusive workplace is defined by the individual and collective actions leaders take to make everyone in the organization feel valued.
It means implementing programs, policies, and practices that make people feel like they can bring their whole selves to work every day.
Not only that, inclusive workplaces remain vigilant and proactive about removing systemic barriers to inclusion. They assess their cultures regularly to understand how employees experience it and what ways they can improve to ensure inclusion is ever-present.
Why Does Diversity and Inclusion Matter?
Increased Creativity and Innovation
Think about your own experience when you feel included in a group. Were you able to share your thoughts freely without fear of ridicule or diminishment? That same feeling is what happens when you create an inclusive workplace.
People feel safe to share their thoughts and push boundaries to help drive the business forward. They’re invested in the success of the company because they feel the company is invested in them. This means they’re more apt to spot process improvements that can help save time and money. They’re more engaged in their work so they’re regularly brainstorming new ways to improve products or close new client deals.
When you have employees with varied backgrounds and experiences, the ideas they bring to the table reflect the richness of their differences. And these differences are what illuminate unique insights that aren’t present in homogenous organization populations.
In short, inclusion allows you to see and do things differently so you can innovate for the future.
Improved Employee Satisfaction and Retention
This might be a no-brainer, but when people feel valued, they tend to stick around. Again, reflect on your own experiences. When you feel like you’re respected in a relationship, do you tend to stay? The answer is typically yes.
Respecting your people makes them more likely to remain loyal and committed. There’s no reason for them to leave because you’re showing them that their contributions are a meaningful part of your team’s success.
This also has an impact on talent attraction. The more your current employees like working with you, the more likely they are to refer their friends, colleagues, and family members to work with you, too. Inclusive workplaces enjoy the benefits of employee advocacy, where people share their positive experiences working at your company with their networks. The ROI for your employer brand is almost immeasurable.
On the flip side, if you fail to create an inclusive environment, your people are more likely to seek another place to work. It’s hard to overstate the volatility and disruption caused by increased turnover. It often creates a snowball effect that creates a sense of unease and uncertainty that spreads like wildfire. You’ll be
Better Decision-Making
When you allow everyone’s voices to be heard, you’ll make more sound decisions. This is because you’re open to dissenting opinions, which will save you from the trap of an echo chamber. You create a space where people bring unique insights and anticipate a broader range of risks than you would in an environment where everyone thinks the same way. Diverse perspectives mean richer, more informed, and more effective outcomes.
Key Traits of an Inclusive Workplace
Diverse Representation
First things first. In order to have an inclusive workplace, you need to begin by cultivating a diverse workforce. This means attracting and retaining talent that represents a wide range of race, gender, sexual orientation, disability, and other demographics. Not only should you hire diverse folks, but they need to be included at all levels of leadership, from entry-level associates to your C-suite. I mentioned the glass ceiling and broken rung that plagues women in the workplace in a previous article. These are the types of systemic barriers you should proactively avoid.
Equitable Opportunities for Growth
Learning and development opportunities should be made available to everyone in your organization. From formal trainings to mentorship and sponsorship programs, ensure you’re giving your people multiple paths to grow in their careers.
Open and Honest Communication
Transparency, open dialogue, and two-way communication are hallmarks of an inclusive workplace. Not only do leaders say what they mean and mean what they say, but they also encourage people to speak up, share their thoughts, and voice dissent without fear of reprisal. Organizing regular company-wide meetings, like all-hands and town halls, along with team discussions on a smaller scale are great starting points to create a culture where open and honest communication is prevalent. Set up mechanisms for feedback, like surveys or Ask Me Anything forums, and act on the input you receive. Share summaries of employee surveys, your action plans, and progress against goals on a regular basis so people can see that you’re walking the talk.
Inclusive Leadership
As leaders, we set the tone from the top. Saying you value inclusivity is one thing, but modeling inclusive behaviors consistently is quite another. We should be holding ourselves and our leadership colleagues accountable to upholding inclusive values in the workplace.
This means actively seeking diverse opinions and perspectives when launching projects or making decisions. It means being accessible, approachable, and open to feedback from your people. It means continually assessing, reflecting, and evolving your behavior so you can inspire others to follow suit.
Listening and Responding to Employees’ Needs
Your employees don’t have one-size-fits-all needs and these needs don’t remain static over time. Inclusive workplaces are constantly listening to their people and responding to them in real time by creating short-term and long-term support systems to make them feel included and seen. Examples of such interventions are programs that help women going through menopause, support circles for people who are neuro-divergent, or creating a benefits package that is suited to the unique needs of an employee. It’s thinking about how to set people up for success and feel invested. And when managers really, deeply listen to the needs of their people and respond to those needs, it creates more involvement and engagement.
Policies and Practices that Support Inclusion
Your policies and practices should hardwire inclusion into your organizational DNA. This means providing formal support in the form of anti-discrimination policies, flexible work arrangements, and diversity training programs at a minimum. Building on the baseline set by policies such as these will help you show your people you prioritize inclusion through your formal, company-wide actions.
How to Foster an Inclusive Workplace
Celebrate Diverse Cultures and Traditions
Celebrating diverse cultures is one way to joyfully add to your inclusion practices and it’s a great way to get creative. Whether it’s hosting events, informative talks with guest speakers, or highlighting holidays, the sky is the limit for how you can uplift and honor diversity. In addition to formally organized events, encourage your people to share their traditions and cultural experiences so their contributions can further enrich your workplace culture.
Encourage Employee Resource Groups
Employee Resource Groups (ERGs) are a way to empower employees to get involved in celebrating diversity and cultivating an inclusive workplace. These groups serve as platforms for employees to share experiences, connect with one another, and offer support. These groups are also great ways for allies to get involved in amplifying their work. ERGs are also a valuable conduit between employees and leadership that can offer insights and recommendations for improving inclusivity efforts.
Regularly Assess and Improve Inclusion Efforts
Inclusion is a living thing, which means leaders should regularly check in on how their practices, programs, and policies are working. Establish touchpoints for your leadership team to share ideas for improvements along with feedback loops for employees to share their input, too. When and if updates are made, create a clear plan for communication so everyone in your organization is informed and your leadership team can effectively cascade the information to their teams.
By regularly assessing the effectiveness of your efforts, you reinforce to your people that creating an inclusive workplace is a top priority for you.
If you’re looking for support on how to improve your workplace inclusiveness, schedule a call with me.