Inclusion: There’s more work to be done…

London was absolutely buzzing with energy as over a million people hit the streets to celebrate the inclusive spirit of the 2023 Pride Parade. Throughout June, you could feel the unwavering support for LGBTQ+ Pride Month just about everywhere you turned. Big-time brands like Apple, Nike, and Google showed their solidarity with rainbow-themed products and virtual parades. Many companies even organised in-house programs to educate and promote the LGBTQ+ perspective.

Now that July has arrived, what’s next?

Inclusive workplaces shouldn’t be limited to a single month or event like Pride Month. They need to thrive year-round, nurturing an environment where everyone feels respected and valued. Lucky for you, there are simple yet powerful strategies that can help you make this happen. So, let’s dive in together and unlock the transformative power of inclusion.

Related: 8 Practical Steps for Supporting Ramadan in the Workplace

The Power of Inclusion in Enhancing Employee Experience

Inclusion isn’t and should never be about ticking checkboxes — it has the potential to revolutionise your employee experience AND affect your company’s bottom line. Research shows that companies with inclusive cultures outperform their competitors in terms of profitability and productivity. You’d think this would mean every company is dedicated to inclusion, right? Sadly not.

Results from more than 150 recent People Insight surveys have found that over a quarter of employees still do not feel they can be their true selves at work or like they don’t belong in their work environment (People Insight, 2023). These findings provide clarity, emphasising that although there is an increasing recognition and emphasis on inclusion, it is far from being a universally experienced reality for employees in the workplace.

Beyond Tokenism: Creating a Culture of Inclusion

Creating a culture of inclusion starts with setting a crystal-clear vision and making sure every single member of your team gets the memo loud and clear: diversity and inclusivity matter! Remember, it’s not just about talking though, it’s about listening too. Employees have a voice – they’ve got their own needs, insights, and perspectives that can truly make a difference. Open up that conversation, build a safe space, and empower those voices. The good news is that this seems to be progressing already – the percentage of employees who feel confident that their concerns will be treated fairly and taken seriously has increased from 72% in 2021 to 76% in 2023 (People Insight, 2023).

Cultivating Inclusive Leadership

Leadership plays a pivotal role in driving inclusive practices throughout the organisation. Inclusive leaders prioritise empathy, actively listen to diverse viewpoints, and promote a culture of respect and fairness. By investing in effective employee-centric programs such as 1:1 coaching or 360° feedback, you can cultivate a robust leadership pipeline that drives employee engagement and fosters an inclusive workplace.

But here’s the thing – even though these programs are there, it seems like senior leaders supporting inclusion might have hit a snag. The percentage of employees who think that senior leaders are actively backing diversity and inclusion has actually dropped by 8% in the past couple of years (People Insight, 2023). This change is worrying because it raises questions about how long the progress we’ve made can last. We need to tackle this issue head-on and make sure we don’t lose the momentum towards inclusion.

“Everything that happens within a business starts with its leaders. If you want a workplace with a culture that’s diverse, inclusive and engaged, you’ve got to start with those up top – they’re the tone setters. But it’s not always easy; the demands being placed on managers and leaders has changed dramatically post-covid in this new hybrid world, and managers are expected to find a way of balancing people with performance and profit. That’s why external leadership training programs can have such value – helping teach managers how to lead with confidence and care.”

– George Bell, Senior Brand & Marketing Manager at Sanctus

Building Inclusive Policies and Practices

When it comes to fostering inclusivity, it’s crucial to review and update your policies and practices. Be on the lookout for any sneaky biases or barriers hiding within existing policies, and don’t hesitate to make some tweaks where necessary. Bring a modern twist to your mission by incorporating newer ideas like flexible work arrangements, family-friendly policies, and inclusive hiring practices like blind CV screening. Don’t forget to keep the communication flowing – regularly share these policies with your team to keep things transparent and hold yourself accountable. By putting together an inclusive policy framework, you’re showing the world that you’re all about fairness and respect for every single employee.

Continuous Learning and Growth: Sustaining Inclusion for Lasting Employee Experience

Inclusion is not a destination; it’s a journey of continuous learning and growth. Innovators like EW Group can offer awesome diversity and inclusion training programs that are suitable for everyone on your team, no matter their level. These programs should be all about raising awareness, challenging biases, and boosting that cultural intelligence. Regularly monitor the impact of the training and any other inclusion strategies you’ve implemented. And hey, don’t be afraid to evaluate and grow to be better where needed. That’s how you keep pushing forward and create an environment that’s adaptable to changing needs.

Conclusion

We all have the power to shape an awesome workplace that celebrates diversity, promotes inclusion, and takes the employee experience to the next level. But here’s the secret sauce: listen up and tune in to your staff! By tapping into the magic of organisational psychology, diversity and inclusion surveys can become your go-to tool for gathering all the workplace data you need. Once that info is in, it’s time to roll up your sleeves and cherry-pick the strategies that suit you best.

Consider building inclusive leadership, shaking up policies and practices, and how your company can push for continuous learning. It’s all about being in control and making informed decisions based on the insights you’ve gathered. That’s how you create an environment where every employee feels like a rockstar – valued, respected, and totally empowered to reach for the stars.

By Ryan Pearson, Content Marketing Manager @ People Insight