Promoting inclusion at work is more than just a box-ticking exercise. Most HR professionals are familiar with the common strategies: unconscious bias training, diversity hiring initiatives, and celebrating various cultural holidays. While these steps are important, they often only scratch the surface. True inclusion is deeper and more complex, requiring a thoughtful approach that goes beyond the obvious.
Inclusion is not just about meeting quotas or ticking boxes. It’s about creating an environment where every employee feels valued, respected, and able to contribute their best work. This is not only the right thing to do, but it also brings significant commercial benefits. Companies with inclusive cultures are more innovative, more engaged, and ultimately more successful. With this in mind, let’s explore some strategies that can help build a more inclusive workplace—approaches that are not as widely discussed but are just as crucial.
1. Foster psychological safety
One of the most critical, yet often overlooked, aspects of an inclusive workplace is psychological safety. This is the belief that one can speak up, share ideas, and take risks without fear of embarrassment, ridicule, or retribution. When employees feel psychologically safe, they are more likely to contribute innovative ideas and collaborate effectively, which drives the business forward.
How to implement it:
- Train leaders and managers to model vulnerability and encourage open dialogue. Leaders who admit mistakes and ask for feedback create a culture where employees feel safe to do the same.
- Establish clear channels for feedback, including anonymous options, so employees can voice concerns without fear.
- Regularly check in with teams to assess the level of psychological safety and take action to address any issues.
2. Redesign decision-making processes
Decision-making processes in many organisations are often dominated by a small, homogeneous group. This can inadvertently lead to biased decisions and the exclusion of diverse perspectives, which can stifle innovation and growth.
How to implement it:
- Involve a more diverse group of employees in key decisions, particularly those that impact the whole organisation.
- Rotate leadership roles in meetings to ensure that different voices are heard and valued.
- Make decision-making processes transparent and documented to reduce the influence of unconscious bias and ensure accountability.
3. Leverage employee resource groups (ERGs) strategically
Employee Resource Groups (ERGs) are often seen as support networks for specific demographic groups within an organisation. While this is important, ERGs can also be powerful drivers of business strategy and innovation if used strategically.
How to implement it:
- Integrate ERG insights into broader business strategies. ERGs can provide valuable perspectives on product development, marketing, and customer engagement.
- Provide ERG leaders with opportunities for leadership development and ensure their contributions are recognised and rewarded within the organisation.
- Encourage ERGs to play a role in shaping company policies and practices, ensuring that they reflect the needs and perspectives of all employees.
4. Promote intersectionality in inclusion efforts
Inclusion efforts often focus on single aspects of identity, such as race, gender, or disability. However, employees have multiple, overlapping identities that intersect and influence their experiences at work. Addressing these intersections is essential for creating an environment where everyone feels included.
How to implement it:
- Conduct training on the concept of intersectionality, helping HR and leadership understand how overlapping identities can create unique challenges and opportunities for employees.
- Tailor mentorship programmes, benefits, and development opportunities to address the specific needs of employees with intersecting identities.
- Ensure that inclusion initiatives are flexible and adaptable, rather than one-size-fits-all, so they can meet the diverse needs of the workforce.
5. Regularly audit and challenge cultural norms
Every organisation has its own set of cultural norms—unspoken rules about how things are done. These norms can sometimes exclude those who don’t fit the mould, even if unintentionally. Regularly auditing and challenging these norms is crucial for building a truly inclusive workplace.
How to implement it:
- Conduct regular cultural audits to identify norms that might be unintentionally exclusive. This could include everything from communication styles to social activities.
- Involve a diverse group of employees in these audits to gain a wide range of perspectives and insights.
- Be proactive in making adjustments to company culture. For instance, reconsider team-building activities to ensure they are inclusive and accessible for everyone, not just a select group.
Creating a genuinely inclusive workplace requires more than just the obvious solutions. It demands a deeper, more strategic approach that addresses the underlying cultural and systemic factors that can lead to exclusion. By fostering psychological safety, redesigning decision-making processes, leveraging ERGs strategically, promoting intersectionality, and regularly auditing cultural norms, organisations can build an environment where every employee feels valued and empowered to contribute.
The commercial benefits of this approach are clear. Companies that prioritise inclusion are not only more innovative and agile, but they also enjoy higher employee engagement and retention. Inclusion is not just a moral imperative; it’s a business imperative. By thinking more broadly and implementing these strategies, HR professionals can lead the way in creating workplaces that are not just diverse, but truly inclusive.
What are your plans for Inclusion for the remainder of the year? Tell Jane’s online workshops offer leaders and employees the chance to develop and embed inclusive habits, such as managing relationships, effective communication, and proactive listening. Email hello@telljane.co.uk to find out more.
