admin The quality of a workplace is hinged on a number of variegated factors. Inclusivity and diversity are the dual pillars of strength for any organization’s growth. When leaders strive to create more inclusive workplaces -ones that recognize the individuality and vivacity of each contributing team member- the productive drive of the employees is automatically enhanced.
However, inclusion is not a pre-given feature of modern workplaces. Leaders have to consciously infuse the spirit of inclusivity into the work domains. Making the workplace safe and inclusive for disabled individuals, women, people of different socio-economic backgrounds and communities is necessary to augment their ability to work wholeheartedly. Studies have shown that companies that are more diverse and inclusive, earn more financial revenue and perform better than their non-inclusive counterparts. Thus, listed below are some of the ways in which this necessary element of inclusivity can be infused into an organization:
- Connect and Interact with People
One of the simplest and most nascent ways of promoting inclusion is to make an effort to connect with people. This is the first and most significant step leaders can take to ensure that the foundations of inclusion are strongly laid. By making an employee comfortable in the workplace –in terms of who they really are- the confidence and productivity of the individual will be boosted.
Leaders are tasked with the mammoth challenge of creating a workplace where individuals are seen for both their differences and similarities with others. Make sure that interactions between different groups of people in the company take place frequently to avoid the feeling of not knowing people from other departments of the same organization. This helps augment inclusion.
- Be Open Minded
Leaders have to be open minded when crafting a diverse and inclusive place of work. They must constantly fight the inherent bias that we as humans usually harbour. The most important tip to remember with regard to this arena is that they must strive to annihilate any and all stereotypes that may seep into their leadership styles or during their interactions with employees.
A good rule of thumb is to always forgo assumptions. When you are in doubt ask the individual, instead of assuming certain things about him/her. This is because usually our assumptions are projections of our biases. Thus, it’s best to banish them from the workplace.
- Create Resource Groups
A very plausible way of helping employees feel more comfortable is to initiate the organization of special resource groups. These groups can serve as places where employees can discuss their issues about inclusion in the workplace. They can also provide suggests of improving the work environment.
Resource groups can also help discuss the challenges faced by these individuals as well as their shared interests. HR representatives can also provide support to these groups to further enhance their efficacy. This can be a holistic way of practicing inclusion while simultaneously celebrating diversity in any organization.
- Schedule Events Consciously
This is another easily applicable change that companies can adopt to make their work environments better. When scheduling work events, keep in mind that all employees may not be free during the afterhours of work. When events are so scheduled, they automatically exclude employees with families, and especially working women- by intensifying the work-family conflict.
Instead, try scheduling events at other times so that the same group of employees are not excluded from all events. Events can be held during the lunchtime or during work hours to minimize this issue.
- Diversity and Inclusion Training
Each of us has certain preconceived notions that present as biases against others. It is important to review these notions and correct them to make the workplace safe and happy for all. Leaders of organizations can invest in diversity training seminars and programs where all employees are taught ways to be tolerant and compassionate towards other employees who may be different.
Such programs should be made mandatory to help every member of the team learn ways of making situations more inclusive. One has to remember that inclusivity also has to be presented as a personal responsibility to guarantee a conducive workplace.
- Celebrate Diversity
This may sound like a cliché but the best way to honour inclusive practices is to celebrate diversity. Leaders of organizations must relentlessly strive to celebrate the differences of their employees. This can be done by having a shared calendar that recognizes all religious festivals important to the employees. When deemed appropriate, many of these celebrations can be briefly held inside the office to foster cross-community knowledge and awareness.
This is a good way of showing respect for the different communities. It is equally important that the architecture of the office reflects diversity and inclusion. Offices can also have meditation rooms where employees can offer prayers or meditate on certain days. Similarly, make the office as disabled-friendly as possible by installing ramps and other architectural elements needed to include these team members.
It is seminal to cognize that inclusion is not a product of a month’s hard work or a year’s struggle. It is an ongoing process that must be diligently embraced, not just by the employees of the firm, but also the leaders. They have to hold the torch of inclusion, illuminating the path ahead to help sensitize employees about the need for diversity and inclusion. This will inevitably create a better and more conducive workplace for all.
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