An inclusive workplace creates a positive atmosphere where everyone feels appreciated and motivated to express their individuality.
Management experts define it as a work environment that makes every employee feel valued, while also acknowledging their differences, and how these differences contribute to the organisation's culture and business outcomes.
Most leaders agree that an inclusive workplace is important. But what being inclusive means and how it comes to life vary widely from one company to the next.
It is often believed that an inclusive workplace is one where everyone receives the same treatment. But despite moves toward diversity and inclusion, studies suggest that we still have quite a long way to go.
The key to an inclusive work environment is making sure each employee feels included, and this is exactly where many companies lose momentum. You need true commitment from everyone, every day and throughout an organisation, to create a culture of inclusion. Leaders also need to show they authentically value the people behind their ideas and experiences.
An inclusive workplace is important because it builds a positive atmosphere that all employees will enjoy being a part of. This helps boost employee morale and creates a vibrant company culture, causing you to have more fun at work while also feeling accepted by all of your coworkers.
Diverse and inclusive workplaces can also make your office more innovative and productive, as everyone will feel like their ideas matter and are well-heard, no matter their culture, gender, or ethnicity. This also typically builds confidence and self-esteem in employees to voice their opinions and produce impressive work for the company.
What are the fundamental tenets of an inclusive workplace*
*Create inclusivity goals*
Start by collaborating with your team to brainstorm goals you would like to work toward to build an inclusive and accepting work environment for all employees. From there, you can build objectives for you, and other team members to work toward that ensure a more cooperative and inclusive environment. Establish, communicate clear and measurable goals to help create a more diverse and inclusive workplace.
*Employees must be able to speak up*
When employees feel like they "have a voice," they are more likely to share their opinions. At the management level, you can give employees a voice by doing surveys, setting up weekly "check-ins" with department heads, and having regular staff meetings. Managers at all levels of the organisation should be willing to listen to inclusion-related concerns without passing judgment or trying to sweep those concerns under the rug. Whenever possible, reward employees for sharing their honest feedback and working to make the organisation more inclusive.
*Learning and development opportunities*
Employees who have access to learning and development opportunities know that their company cares about their ideas, aspirations, and growth. Provide opportunities for development by starting a mentoring program, offering ongoing training, or allowing employees to attend professional conferences related to their jobs. As your employees become more specialised and engaged, your company will grow, making this a symbiotic approach to inclusivity.
*Actively teach inclusivity*
Some employees may be unfamiliar with the true meaning of inclusivity and are unsure of how to practice it in the workplace. Make sure to educate your team members on what inclusivity is and how to use it. Set up regular training or educational programmes to teach both managers and employees what inclusivity means.
Training can be an interactive and engaging activity that explores ways to show appreciation, gratitude, and acceptance for other employees each day in the workplace. Inclusivity can be much easier to practice when all organisational members clearly understand what it means and looks like.
*Practice equity*
Equity requires you to see employees as individuals and recognise their unique needs. No two employees are exactly alike, so you shouldn't treat them exactly the same way if you want to promote equity and inclusion. If one of your employees has trouble hearing in an open office environment, for example, you may want to allow them to work from home or move to an office in a less noisy area of the building. If one of your younger employees seems a little rough around the edges, maybe they need extra opportunities for professional development.
*Be transparent with your decision making*
In a transparent organisation, employees don't have to guess what's expected of them and what's frowned upon. Instead of having "secret rules," be clear about how you evaluate employees. This promotes ethical decision-making practices and helps employees feel comfortable speaking up when they're not included.
Workplace inclusivity can seem complex, but it is easy to implement once you are aware of its three tenets – respecting each employee, celebrating individual differences, and enforcing inclusivity through real action.