9 Ways to Create a Culture of Inclusion in the Workplace

Inclusion in the workplace is essential for any company seeking to build a culture where employees feel a strong sense of connection and belonging. Studies have shown conclusively that this type of culture leads to increased personal satisfaction for employees and a competitive edge for companies. 

What Is Meant by Inclusion in the Workplace?

Diversity refers to building a workforce consisting of various races, genders, sexual orientations, religions, ethnicities, etc. However, inclusion is the special sauce that makes the member of these diverse groups feel welcome, respected, and an integral part of the organization. 

Why Is Inclusion Important?

Simply put, when employees feel included, they perform better — individually and in teams. 

A growing body of research by major consulting companies, including McKinsey, Deloitte, and Boston Consulting Group, indicates that diverse teams are better, generating significantly higher revenue and greater profitability than less diverse competitors. Diversity can lead to more efficient decision-making, greater innovation, and better insights into a diverse marketplace. However, diversity efforts fail without an inclusive culture welcoming all types of people and encouraging them to participate at their highest levels. 

How to Promote and Support Inclusive Behavior in Your Organization

Creating an inclusive environment requires effort. Other studies, including 10 years of research out of Stanford, have shown that, despite our best intentions, unconscious biases affect many of our social and business practices and personal interactions. The goal is to ensure that inclusion is a core value and a reality in your organization. All your employees should feel free to be their authentic selves and engage productively in the organization without hesitation or fear. How can you reach this goal?

1. Understand where you stand today

You can't formulate an action plan without locating the starting line. Do people feel excluded from projects because of their demographics? Is thinly veiled discriminatory speech accepted as normal? Find out by surveying your workforce and seeing the company through their eyes. 

2. Invest in education 

Your leaders, supervisors, and line employees should all be involved. Schedule cultural training and diversity workshops that educate staff on the nature of conscious and unconscious bias and the importance of overcoming these barriers to inclusion. 

3. Let your actions follow your words

Your company should lead the way with positive action. You can offer genderless restrooms, allow employees to use their preferred pronouns on their identification cards, and make sure employees have equal opportunity to take off holidays of significance to them. 

4. Set inclusion goals and measure progress

You don't say "we want to be profitable" and leave it at that — set goals. Then dedicate resources to monitor and support your progress. Do you need a leadership position or an employee committee, or both? That depends on your company, but make sure someone is accountable. 

5. Open channels for communication

An initial survey is important, but also give your employees options for ongoing input and dialogue. Regularly ask for feedback. Make sure there are anonymous options for those who are less comfortable speaking up. 

Also, provide places to share stories, articles, news, and support for your diverse workforce — from special publications to internal tools you already have. 

6. Celebrate differences

Recognize and honor days celebrated by various communities. Encourage sharing of cultural ideas through events like potluck lunches or employee-run seminars. 

7. Create a safe team environment 

Every employee needs to feel free to participate in team decision-making processes for their sake and the company's benefit. How inclusive are your meetings? Are male employees more likely to speak up? Do minority employees hesitate to voice their opinions? Create a safe, collaborative environment where all employees feel welcome to contribute and where team members are encouraged to embrace the input of people whose experiences and knowledge differ from their own. 

8. Consider a sponsorship program

Experienced sponsors can help newer employees find their way. Over time, sponsors can also promote their mentees' career advancement. Sponsorship helps diverse employees feel encouraged and optimistic about their opportunities rather than overlooked. 

9. Encourage Employee Resource Groups (ERGs)

These voluntary, employer-recognized employee-led groups. They usually consist of employees who share a characteristic — ethnicity, gender, religious affiliation, or lifestyle — and are dedicated to bringing new ways of looking at issues to light and driving change. They may help an organization accomplish many of the goals above that lead to a climate of inclusion. 

Kanarys is Your DEI Champion

At Kanarys, we are the diversity, equity, and inclusion people with the data-driven approach. Since 2018, Kanarys has aimed to change the world by creating equitable workplaces where everyone belongs. We guide your organization’s DEI path every step of the way with courage and collaboration. It starts with data, analytics and insights, and continues with recommendations and implementation. 

Our mission, as your partner and champion in the ever-evolving DEI journey: Help you understand what it takes to foster lasting, systemic change today and for tomorrow. Because when you succeed with DEI, your employees can thrive—and so can your organization.