By Bill Swan, Principal Consultant
The modern workplace thrives on diversity. We bring unique perspectives, experiences, skills, and talents, creating a richer and more innovative workplace environment. The global economy connects multiple contact points in supply chains, means of communication, and consumer retail, which ties so many of us together. But diversity alone isn’t enough. To truly unlock its potential, we need inclusivity.
Merriam-Webster defines ‘inclusive’ (adj.) as (1) broad in orientation or scope, (2) including everyone, especially allowing and accommodating people who have historically been excluded (because of their race, gender, sexuality, or ability), (3) of or relating to education in which students with disabilities are included with the general student population, (4) including the states limits or extremes.
Why is inclusivity important?
Imagine a room full of talented people, all speaking different languages. Without a common ground, collaboration becomes difficult. Inclusivity is the bridge that allows everyone to participate, be heard, and contribute their best. Here is what inclusivity does:
- Boosts Innovation: A diverse and inclusive team will bring a wider range of ideas, leading to more creative solutions. In 2020, the World Economic Forum published a study showing improvements in key areas compared to homogeneous groups: 25-36% greater profitability, 20% greater innovation, and 30% improved decision-making to reduce risks.
- Improves Employee Engagement: When employees feel valued, heard, and respected, they’re more engaged, productive, and loyal to the organization.
- Enhances Employer Brand: Companies known for inclusivity attract better talent and strengthen their reputation in the marketplace. This is an advantage to every company.
So, how can an organization foster inclusivity within?
Here are some actionable steps to create a more inclusive workplace:
- Get Beyond Diversity Training: Diversity training is a good first step, but not enough. Take the training further to foster ongoing conversations about unconscious bias and microaggressions and build a culture of respect.
- Create inclusive recruitment practices: Review your hiring process to eliminate bias. Use technology to analyze job post language and use more neutral language that will appeal to different groups. Utilize diverse interview panels and focus more on skills, abilities, and qualifications, not background.
- Promote equal opportunities for advancement: Provide clear career development paths and opportunities for mentorship for all employees. Ensure fair evaluations and promotions based on the merit of hard, factual evidence.
- Embrace Employee Resource Groups (ERGs): Support the creation of employee-led groups that establish a sense of belonging for underrepresented groups.
- Celebrate differences: Organize events and activities that celebrate cultural and ethnic backgrounds. Recognize and value diverse perspectives and experiences.
- Provide equal access to resources: Ensure everyone has access to the tools and training they need to succeed, regardless of background or ability.
Building inclusivity is an ongoing process, not a destination with an ending point. By implementing these strategies and fostering a culture of respect and open communication, companies can create an inclusive workplace where everyone feels valued and empowered to contribute their best. If your organization could use help with inclusivity, we would love to help! Contact us, and let’s start a discussion.