Workplace inclusion can often be multifaceted and, working in parallel with diversity, is a crucial factor for businesses in obtaining and retaining a dynamic, high-performing, and valued team.
A recent report, Diversity Matters, examined proprietary data sets for 366 public companies across a range of industries in Canada, Latin America, and the UK. It highlighted that ‘companies in the bottom quartile both for gender and ethnicity and race, are statistically less likely to achieve above-average financial returns than the average companies in the data set.’
Further data also reveals employees who identify as a racial or ethnic minority report a less positive experience than that of their white counterparts in key areas, such as fairness, promotions, equal pay, and fair treatment. It also indicates white employees are far less likely than minorities to experience racism at work.
Reports like these clearly demonstrate an undeniable link between business performance and diversity and inclusion.
The most successful businesses are ones with a workforce consisting of underrepresented groups and, therefore, companies cannot afford to underestimate the important role that inclusion plays.
What is an inclusive workplace?
An inclusive workplace is one that embraces all people, irrespective of their race, gender, disability, medical or other needs, and that provides equal access and opportunities, eliminating prejudice, discrimination, and intolerance.
On this basis, an inclusive workplace represents people of all beliefs, backgrounds and groups and embraces their differences and individuality.
Psychological theories have suggested people assess their social environment to understand how they ‘fit’. In this theory, an inclusive workplace was found to be ‘where staff feel valued and accepted in their team and in the wider organisation, without having to conform’.
However, inclusivity should not lie solely in obtaining a diverse team; it needs to be instilled from the top down and throughout the organisation, including management, and communicated effectively.
How can we communicate inclusion in the workplace?
As a business owner, ensuring a comprehensive D&I policy is in place is the most responsive way to demonstrate and communicate your workplace inclusion policy and should educate employees and new starters on the strategies, policies, and importance that your company places on D&I.
That said, workplace inclusion cannot be obtained by simply implementing policies and procedures – diversity and inclusion in the workplace must be more than just a ‘tick-in-the-box’.
Here are some other ways inclusion can be communicated in the workplace:
1. Diversity and inclusion training
D&I training is a valuable, interactive way of teaching employees about workplace inclusion and communicating its importance.
Whether this is carried out in group sessions, allowing team members to collectively contribute their ideas and learn from each other, or as an individual training module to ensure compliance; D&I training provides a way of ensuring all members of your workforce understand its significance and put it into practice throughout all operations.
The main objective of D&I training is to achieve workplace prosperity, create an equal footing for employees to contribute, and gain knowledge and awareness of cultural, religious, or racial differences while delivering information about how a person can change their behaviours to be more inclusive.
Tailoring training to areas that your organisation needs to improve regarding inclusion is a great way of ensuring compliance among employees. By gaining insight into specific areas for improvement, you can guarantee these aspects are focused on, strengthened, and enhanced.
2. Feedback and questionnaires
One of the biggest pitfalls for many businesses is the belief that they are already providing an inclusive workplace. Meanwhile, statistics show only 40 per cent of employees agree that their manager cultivates an inclusive environment.
To properly implement and communicate workplace inclusion, the CIPD concludes that ‘organisations need to think about what inclusion means to employees, as well as evaluating people management practices and line management capability’.
In other words, you should obtain data from the best resource available – your team – and take a responsive stance by demonstrating you are open to listening and learning from employees.
Offering diversity and inclusion surveys is a great way of doing this and enables each member of your team to contribute their ideas for improvement. Once the data is collected, this can be passed onto a training provider or internally, to inform strategic training that addresses all issues raised.
Survey questions could include:
- What makes a comfortable place for someone to work?
- Which behaviours make people feel included?
- How do you build a safe and inclusive culture?
- Which leadership behaviours do people need to see to believe in an inclusive culture?
Using questions like this to gather insight directly from employees is a proven way of incorporating their feelings and opinions into your communication around inclusivity which, in turn, will ensure all members of your workforce feel heard, involved and understood.
3. Events
D&I events are another highly effective way of communicating inclusivity to your employees and providing them with an insight and education around its importance.
These events often offer a whole wealth of resources, from expert speakers and educational talks, to insight into best practice, and can be attended by the whole team and management, ensuring your organisation is collectively benefitting, learning, and embracing inclusive workplace culture.
Regardless of your sector, diversity and inclusion are applicable to all businesses and, by attending D&I events, you will be able to demonstrate to your staff that championing inclusivity and diversity for all people in your organisation is a priority.
Conclusion
A multitude of reports, statistics and data suggest there is a direct correlation between workplace inclusion and business success.
By making a conscious effort to improve inclusion in the workplace and communicate it effectively, you can ensure you retain a loyal and diverse workforce and secure a prosperous, successful and happy business for the long term.
Meena Chander is CEO and Founder of Events Together and This Is Us Conference and Awards.
