Creating A Culture of Inclusion

An inclusive workplace culture starts with the workforce. For a business to attract and retain a talented team and improve overall performance, there needs to be a strong culture of inclusion. That means, when employees show up for work, they feel safe, welcome and comfortable being their whole selves. 

The first step is to examine current representation among employees. If there is inequity in represented identities, the problem is most likely company culture. The answer lies in making intentional shifts. Having a list of actionable items is great, but it won’t work without the intentionality behind it. Employees need to feel that they work in an inclusive environment across all areas of the business: from the hiring process to salary, benefits and upward mobility. 

A customer base is not monolithic, so the workforce shouldn’t be either. In order to reach more clients and provide an authentic and rewarding experience, the business should be reflective of the audience. An inclusive culture in the workplace helps retain diverse talent that is best equipped to meet the needs of a wide range of clients –– it’s better for the employee and the customer. 

In a more inclusive workplace, employees are also more likely to feel comfortable sharing their input and expressing ideas. According to a study by the Deloitte Review, diverse teams and inclusive organizations are two times as likely to exceed financial targets, three times as likely to be high-performing, six times more likely to be agile and innovative and eight times more likely to achieve better business outcomes. Investing in your employees means more productivity, more innovative ideas and more engagement. 

Moving toward an inclusive culture is as simple as starting the conversation with team members and incorporating inclusive behaviors. Ask questions about how employees feel and be prepared to really listen to the feedback. This can be done in a group setting, an anonymous survey or a one-on-one meeting. One of the tenets of allyship is being comfortable being uncomfortable. It might be tough to hear some of the responses but recognize that the employee is providing a generous service by offering their perspective. 

Once you have feedback, make a plan: schedule follow-up meetings, set long-term and short-term goals and, most importantly, determine what inclusivity means to your business and write it down. Policy holds you accountable. Write a mission statement that prioritizes diversity and inclusion and outline the ways your organization is actively working to implement those goals. Make it visible on your website, social media and job boards so prospective employees know they are welcome. 

Inclusivity is an essential and powerful investment all business should make –– those that do, will have a clear advantage.