Nowadays, companies rely heavily on diverse and inclusive employees as well as a commitment to eliminating unconscious bias. Companies that strive for these KPIs are almost always innovative and high-performing. And they gain from diverse viewpoints and rich collective intelligence. That is how inclusive company culture is built, which we will help you with today.
Therefore this article will assist you in taking a new look at your company to make sure you have the mentality necessary to create inclusive, diverse teams at all levels.
This article will be helpful for all kinds of executives, HR professionals, and recruiting managers because they offer practical tactics, policy direction, and business insights.
What is an inclusive workspace?
A workplace with an inclusive culture accepts and values employees from many backgrounds.
Research shows that the most diverse businesses are more likely than ever to beat their less varied competitors in terms of profitability.
In addition to greater profitability, an inclusive workplace offers the following additional advantages:
- Increased employee engagement – studies have shown that diverse workplaces have more creative workers because they have a wider range of ideas, viewpoints, abilities, and job experiences.
- Improved employee retention – enhancing inclusiveness means creating a culture where everyone feels at home and welcome to work. Employee retention is improved since it helps workers feel appreciated and cared for.
Employees are less inclined to leave their jobs when they sense a connection to the organizations they work for. They not only assist their employers in achieving their objectives, but they also reward them by continuing to work for them and turning down job offers from other organizations.
Signs of inclusive company culture
How can you genuinely recognize an inclusive workplace now that you are aware of its advantages?
Here are some signs to watch out for to gain a deeper knowledge of an inclusive company culture.
1. Feeling of belonging
When workers feel safe and encouraged, they develop a sense of belonging. They’re accepted by their coworkers and managers. They experience a sense of inclusion and are able to relate to specific team members.
Being able to be one’s “authentic self” at work is what it means to belong. Employee engagement and drive increase when they experience a strong feeling of belonging with their companies.
2. Being heard
When employees are free to share their concerns without fear of criticism or repercussions, they feel as though they “have a voice” within their organizations.
It has a good effect on their job when staff members feel comfortable speaking their thoughts. Their suggestions can entail a novel approach to problems, original concepts that could enhance the operations and workflow of the organization, or even the resolution of internal conflicts.
3. Culture focused on teamwork
To fully utilize each person’s particular skills and abilities, a collaborative work atmosphere is required. Also, it removes obstacles and promotes inclusion across the board of the organization.
The foundation of effective teamwork is mutual respect and open-mindedness. Make sure that everyone has a chance to be heard, and that everyone is given credit for their efforts and suggestions.
4. Getting hold of resources
Give workers the assistance they require to be inclusive. It could be the moral support from managers, employee resource groups (ERGS), or diversity or affinity groups in your company. They are great to show the dedication of the business to the development and well-being of their personnel.
Technology that allows everyone to complete their tasks also qualifies as a good resource.
5. Feel valued
People should be thanked for the contributions they make to the business. Companies with a diverse workforce must consider each employee’s individual contributions more than just productivity.
The unique combination of abilities and viewpoints fosters the greater levels of creativity and innovation needed to advance the organization.
So for example, regular feedback meetings between managers and direct reports, as well as among peers, should be used to celebrate and reinforce each person’s distinctive skills and talents. This is something that should become a normal part of businesses inclusive company culture.
Tips for building inclusive company culture
After getting to know how inclusive company culture should look like, you might wonder where to start from. To help you with that, we have compiled a list of our TOP 8 tips for creating a truly inclusive company culture.
Check them out!
1. Start with hiring practices
Develop a strong diversity and inclusion policy that extends to your hiring practices. This can include things like ensuring job postings are accessible and appealing to a diverse range of candidates. It can also be conducting blind resume reviews to prevent unconscious bias. Or maybe even implementing a structured interviewing process to make sure all candidates are evaluated based on the same criteria.
Our main tip is to always aim for a rich blend of different backgrounds, experiences, and perspectives to build a well-rounded team.
2. Use inclusive language
The next tip is to try and encourage inclusive language and communication within the workplace. It’s essential that everyone feels seen, heard, and valued in every discussion, meeting, or project.
So encourage employees to express their thoughts and ideas, and respect everyone’s input. Consider investing in communication skills training, emphasizing empathetic and respectful dialogue.
And remember that inclusivity is not just about listening to everyone’s voice but about integrating those voices into decision-making processes. Make sure your employees know how to resolve conflicts and do it without fear of getting in trouble.
3. Take care of proper education and training
Invest in ongoing diversity, equity, and inclusion training for all employees. This can help to challenge and change any unconscious biases that may exist within your workforce and can lead to a more inclusive environment.
Also ensure that the training is comprehensive, addressing different types of bias and providing tools for staff to engage in self-reflection and behavior modification.
4. Always promote equity
Our next piece of advice is to create some specific policies and practices that ensure everyone has equal access to opportunities in your company.
This mainly includes making sure that promotions, rewards, and recognition are fairly distributed. So implement a transparent career development plan that will give all employees a clear view of their growth opportunities.
Overall, recognize employees’ unique contributions, and ensure these recognitions are based on merit, not favoritism.
5. Create employee resource groups (ERGs)
Establish employee resource groups where team members can connect around shared experiences or identities.
These groups will end up being very beneficial because they provide a safe, supportive space for employees to voice concerns. In them your employees will be able to share experiences, and propose changes that can enhance inclusivity.
And keep in mind that ERGs can lead to increased employee engagement, satisfaction, and retention.
6. Encourage flexibility
Create a flexible work environment that respects and acknowledges the different needs and lifestyles of your employees. This may include flexible work hours, remote work opportunities, and policies accommodating personal and family needs.
An overall flexible work environment can help employees to maintain a good work-life balance. And that will, in turn, increase their job satisfaction and productivity. That is how inclusive company culture is made!
7. Remember that open feedback is important
Another idea to implement in your company culture is to encourage a culture where feedback is not only accepted but actively sought.
Make sure to regularly ask your employees for input on various aspects of the company. Similarly you have to make sure they feel safe to provide honest feedback without fear of repercussions.
Implement anonymous surveys if necessary, and show that you are open to criticism and willing to make changes based on employees’ feedback.
8. Create committed leadership
Finally, ensure that your leadership is committed to and actively promotes an inclusive culture. Leaders should serve as role models for inclusion, demonstrating through their actions and words the importance of diversity and respect.
Make sure they are held accountable for maintaining an inclusive environment. Without buy-in and active participation from leadership, efforts to create an inclusive culture may fall flat.
In conclusion
Inclusive companies are the modern way that every business will eventually turn out to be like. There is no going back anymore, only forwards. So make sure you jump on the inclusivity train as soon as you possibly can because, we will say it once again, it is simply the right thing to do.
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Thank you for reading our articles!
