The Texthelp Team

How to Solidify Inclusion in the Workplace


Diversity and inclusion are invaluable in the workplace in numerous ways. Recent studies have shown that diversity pays off: diverse workplaces generate 19% more revenue than a non-diverse one. But diversity is only the first step. If diversity is being invited to the party, inclusion is being asked to dance. Diversity without inclusion is not enough. You’re going to need both if you want either to work at all.

So, what exactly is the latter half of diversity and inclusion? Inclusion is the feeling that each member of your organisation has a place at the table, no matter their title. You want your employees to feel that their voice is being heard because then it’s more likely they’re going to speak in the first place. As Juliet Bourke and Bernadette Dillon say in their piece on inclusion and diversity, being an ‘inclusive leader casts a long shadow’. This means that by being an inclusive leader, it says to your employees what they can expect from you as a leader in the workplace. This makes them feel included and therefore, more likely to speak.

So, are you ready to learn how to solidify inclusion and diversity in your workplace? Below, we’ve put together some tips on how to do just that.


Support Your Staff

Check-In With Your Internal Processes

First things first: Do you already employ a diverse workforce or do you need to improve your staffing? Do you know how your employees feel about their work environment? These are only some of the questions you need to ask yourself in order to understand where you currently stand with inclusion. Some start-ups or smaller companies may already have fostered a sense of inclusion, thanks to their size. Other companies might have to work a little bit harder.

For an idea of what an inclusive company culture looks like, the Deloitte study states that: ‘employees believe an inclusive culture can be described as fair, respectful, belonging, empowered, and growing’.  This is something to keep in mind when touching base with your employees.

One of the ways to get a good scope on how your employees feel is by conducting an anonymous survey on a regular basis. When your employees know they are going to be heard, they’ll share what they really feel. This helps guarantee improvement in the workplace as well as promises to maintain that inclusion you are striving for.

Another option is making yourself available to your employees. Let them know your door is open for those one-on-one meetings so they can speak directly to you. This helps form a relationship between the two of you and gives you an inside look into what they experience on the daily.

By touching base with your employees, it is made clear that you are active in maintaining an inclusive culture and that your employees’ voices are valued as well as being heard.
 

Set Tangible Goals and Achieve Them - Little By Little

Organisation-wide, inclusion won’t happen overnight, but little changes can. On their own, these little changes may not seem like they amount to much, but in the long run, they build up a strong and long-lasting foundation for the diversity and team spirit you want in your company. Below is an excerpt from the Society for Human Resource Management’s Inclusivity Checklist to get an idea of where you can start making those little changes:
  • Make sure company leaders understand that inclusion is about ensuring that everyone’s voice is heard, opinions are considered and value to the team is evident.
  • Train managers—and hold them accountable—to show that inclusivity is a core competency.
  • Value differences and create an environment where people can feel comfortable bringing their “full selves” to work.
  • Remember daily interactions are the most telling sign of whether or not your company has an inclusive culture.
 

Why Forming an Inclusive Culture is Necessary

In the end, remember that an inclusive culture is important to being successful in today’s business world. It’s not simply about checking off goals on a checklist or having bragging rights. It’s the right thing to do. Not to mention, inclusivity pays off in more ways than one.

Here at Texthelp, we help companies overcome challenges of making the workplace inclusive:

“Employers are beginning to learn that they need the benefits that diversity and inclusion can bring. For example, individuals with a hidden disability may not flourish in a traditional interview format, but they still have lots to bring to the table, including the ability to approach problems from a different angle and consider innovative solutions to business challenges.

In order to promote inclusion with diverse candidates and employees, support needs to be effective right from the hiring process through to helping an employee to work in a way that suits them best, and then with further help day-to-day - whether that’s technological, practical, or otherwise. In doing so, organizations not only create a more diverse, talented, and capable staff base, but also support their culture of inclusion, becoming a more attractive place of business to prospective customers, clients, and employees.

Diversity and inclusion are rapidly moving up the C-suite agenda, and what I would say to organisations is, don’t be afraid of recruiting diverse candidates. With the right inclusive culture, they can bring a great strength and a real depth to your business that you’ve never had before. This can enable your organisation to be more productive, more creative and experience more success in the future.”  - Louise McQuillan, Workplace Solutions Manager at Texthelp
 

Contact our Inclusion experts to find out how our technology can play a vital role in supporting diversity, productivity, and those with hidden disabilities in your workplace.

>>No-obligation consultation<<

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