Fostering Inclusivity in the Workplace
Inclusivity has been demonstrated to drive favorable business results, however, there seems to be a lot of confusion as to what it is, why it’s important, or how to achieve it. Many leaders confuse the topic of inclusivity with that of diversity. While these topics can be connected, they are truly different concepts.
In this article, we will explore what inclusivity is, why it’s important, and how to drive it.
What is Inclusivity
Inclusion means that people, regardless of what subgroups they may identify with, are welcomed, respected, included, and valued. They feel encouraged to contribute to discussions and they truly have a voice.
Inclusion isn’t Diversity
The topic of inclusion often overlaps in people’s minds with that of diversity. However, they are distinctly different. I once heard that diversity is like being invited to the dance whereas inclusivity is being asked to dance. To further this simile, the topic of inclusion does not necessitate that the attendees at the dance meet any particular criteria – it merely suggests that they should all be welcome to dance and feel encouraged to do so in their own way. Their contribution to the activity should be respected and valued by the other attendees.
The reason that the topic of inclusion is often related to a discussion of diversity, and applied to the treatment of marginalized groups, is because there is a need, an untapped business value, and a moral necessity in addressing the marginalization of various groups in our society. Inclusion, however, does not require diversity as a prerequisite.
Diversity Heightens the Value Potential of Inclusivity
It is more challenging to create an inclusive environment as the group becomes more diverse, and encompasses different cultures, beliefs, and values. The potential untapped value of inclusion though also increases as groups become more diverse. To gain the potential business value of having a diverse employee population, leadership must find ways to drive engagement – and engagement will be dependent upon people feeling welcome, respected, included, and valued. Thus, inclusion is a topic separate from diversity, but integral to the realization of value from diversity.
Why is Inclusion Important?
Why driving inclusion is important from a simple business value creation standpoint can be summed up in one word; engagement!
Research demonstrates that employees who feel welcomed, respected, and valued will be more engaged. This simply means that they will put more discretionary effort into their jobs. More effort generally equals better results, and thus more business value.
Employees who are encouraged to participate in discussions, debates, and decisions will feel more invested in the outcome, knowing that their opinion was considered and that they had a part in determining the path chosen. Being invested emotionally equates to better employee retention and less costly turnover!
Further, when problems need to be solved, the more input and opinions considered, the more likely we will find a better solution. This is especially true if the pool of people contributing to the decision has input based on a diversity of life experiences, cultures, approaches, and perspectives. Inclusion in problem-solving can lead to more creativity and a broader array of potential solutions.
Inclusive discussions also ensure that better communication takes place. The best way to encourage someone to listen to you and understand your perspective is to truly listen to them first. Therefore, by encouraging everyone to speak the leader is also encouraging everyone to listen and to actively participate.
How to Promote Inclusion?
Once we buy into the fact that an inclusive workplace can tap hidden business value, the obvious question is ‘How do I drive a stronger sense of inclusivity in my team?’
Leader Accountability
As with any other leadership-driven topic, the leader must first take a hard look in the mirror and evaluate their own unconscious biases. To manage our biases, leadership must become self-aware.
Leaders should start by holding themselves accountable to demonstrate the correct inclusive behavior. We also need to give our team members permission to challenge us when they feel we are not being inclusive. Our differences as individuals mean that we will experience the same situation differently. As such, someone may consider certain behavior as disrespectful that we might not have recognized as such. For leaders to be successful as inclusivity role models, they need to be open to receiving well-intended criticism, discussing it objectively, and resolving potential misunderstandings.
Inclusive Meetings - A Great Place to Start!
Meetings offer the biggest opportunity to drive an inclusive culture. Good facilitation skills are the key. The facilitator must create an environment where everyone is comfortable speaking up and also is respectful in listening, and participating.
One of the biggest opportunities in meetings is for the facilitator to make sure that anyone who is noticeably quiet, is encouraged to speak. Setting this expectation at the beginning of the meeting, and it becoming a cultural expectation, will help. If someone is still quiet, this can be handled directly by asking them a direct question, or more delicately by asking that person one-on-one during a break why they aren’t actively participating and encouraging them to speak up. The leader needs to keep in mind that the goal is not to force participation, it is to find ways to help people feel welcome to participate and that their participation is valued and respected.
Encourage Development
Leaders and managers should also remember that the biggest part of their job responsibility is to help people develop. The best way to encourage development and inclusivity is to make sure that you give people room to be themselves. Don’t expect everyone to do something exactly like you would - they might come up with a better way!
Involve Others to Drive Inclusion!
To encourage an inclusive feel to the workplace, leaders should invite input on the topic of what would make various groups feel more welcome. An example I ran into at one workplace was that the ‘Lactating Mother’s Facilities’ were not very convenient or inviting for the employees who needed to use them. As a male, I likely would never have recognized this problem, but once it was brought up, with a few small changes we were able to greatly improve the experience for employees who needed these facilities.
As I encouraged employees to raise topics that would help them feel more welcomed, the topic of cross-cultural education and awareness frequently came up. It is easy to feel uncomfortable with topics that you do not understand or have not experienced, therefore education to raise awareness can be a very valuable tool. One team determined to send out weekly communications regarding holidays that fell within the week and to explain the cultural significance and history of each. This gave employees of different backgrounds a means for expressing themselves and explaining something about their culture. I’ve seen the same done with food celebrations at workplaces where the main idea is to raise cultural awareness and celebrate our differences.
The Bottom Line!
Ultimately, a big part of creating a welcoming environment is to give people permission to be true to who they are, to bring their whole selves to work, and to have some creative fun in the process. Leaders can use positive reinforcement techniques to encourage greater participation and tolerance, thereby driving inclusion, engagement, and business results.
