There is a lot of talk in the business sphere these days about building an inclusive workplace. What does that look like?
An inclusive workplace has:
- Diverse teams with people who represent different cultural backgrounds, gender identity, orientation, neurodiversity, people with disabilities and a mix of younger and older ages.
- A corporate culture where people from different backgrounds feel a sense of belonging.
- Team members who feel valued and supported.
- Team members who feel it is safe to learn, to contribute and to challenge ideas.
- Fair practices around hiring and promotions.
There are real benefits to driving change through diversity, equity, inclusion and belonging.
Research demonstrates that employees who work in inclusive workplaces perform well. They are typically:
- More productive and successful, bringing in higher revenues
- Confident decision makers
- Comfortable sharing different perspectives and ideas
- Inspired to reach their full potential
- Contributors to strong, collaborative teams
- Less likely to be absent
- Able to retain team members and reduce employee turnover
Diverse Workplaces Foster Creativity
Team members who feel they belong are usually more engaged and motivated. They work collaboratively, engage in productive conflict and are inspired to do well.
It’s not enough to carefully build a diverse talent pool. Building an inclusive workplace requires more than just selecting hires who create a mosaic of diversity. Leaders must model inclusive leadership to help the team perform well despite differences.
Experts say that inclusive leaders make diversity, equity, inclusion and belonging a priority. They are committed to building a diverse workplace - not just for the sake of ticking boxes but because they see the moral, social, societal and business benefits.
To be successful nurturing an inclusive workplace, leaders must:
- Encourage others to contribute and collaborate - even when those views run contrary to their own. (Pro tip: Check out our 8 tips to encourage team members to speak up.)
- Consider those other points of view and how they might contribute to better decision-making.
- Admit when they have made a mistake and handle criticism well.
- Recognize they might have personal biases.
- Listen with empathy and the intent to understand (not to reply!).
- Cultivate a sense of curiosity.
- Actively support accommodations for team members as required.
- Promote the benefits of an inclusive workplace.
- Encourage team members to participate and share ideas.
Inclusive leaders are humble, not arrogant and overbearing. They value different opinions and perspectives, taking the time to understand different viewpoints that come from different experiences. As a result, their team members feel comfortable providing honest feedback.
Coach's Questions
Have you asked your team members if they think you are inclusive? Have you asked how you can help folks feel more included? What can you do this week to foster a sense of belonging for everyone?
