Inclusivity at Work: What Does it Mean?

Do you agree that a work environment where diversity is embraced and celebrated is met with higher chances of success and long-term stability?

Over the years, several individuals have stepped up and shared their own experiences involving discrimination and inequality in the workplace. It is quite an astounding reality that not all workplaces have embraced nor embodied a safe space where all employees feel welcomed, accepted, and acknowledged.

Inclusivity means accepting every background, every distinction, and every characteristic that makes each employee an individual. It is synonymous with celebrating the fact that all employees within a given working space come from various walks of life.

The last thing people want to encounter while on the job is discrimination or prejudice over their race, ethnicity, gender, sexual orientation, disability, or age. Besides, they’re at work to earn a living, not to be scrutinized for things that are part of their identity and have no control over.

Otherwise, when inequality is present—whether implied or apparent—it creates a toxic atmosphere that could be detrimental to the overall well-being of those at the receiving end of office injustice.

Changing the narrative: How to start exercising inclusivity at work

Transforming into an all-encompassing company or workplace does not happen overnight. It takes a careful assessment, planning, and internal restructuring. Inclusivity should be acknowledged and practiced from the top-tiered company executives down to the rank and file staff.

So, how can this be achieved thoroughly and maintained? Consider the following steps:

Educate.

Nothing sets a stronger foundation than enriching the knowledge and background of each employee on what it means to be inclusive to each other. Define what inclusivity means. Specify diversity and what factors or characteristics make employees different from each other. Provide concrete, real-life scenarios where inclusivity is practiced as well as one where prejudice and discrimination are exercised in a given workspace.

It would also be ideal to have members of the staff share their individual experiences of inequality in the office.

Reassess.

It is inevitable that while educating the executive teams and staff about inclusivity, unhealthy practices of discrimination within the company will resurface. Whether the company is learning or re-learning what it means to embrace diversity, it also takes self-reflection and taking responsibility for unsavory actions that have led to the isolation of a specific group within the office. For instance, occasionally exchanging jokes about sexual harassment or expressing racist remarks might seem harmless, but it definitely creates an invisible wall between the staff. 

No company is perfect, and owning up to the team’s mistakes is a bitter pill to swallow. However, once the team overcomes this hurdle, then it also paves the way for effective restructuring of the company’s core values.

Identifying non-inclusive practices in the workplace pushes companies to redefine their core values. 

Plan and Implement.

Adopt a plan that works best with the company culture and dynamics.

For instance, have each member reveal which pronouns they would like to use when people refer to them, and encourage the team to use these pronouns when interacting at work, sending emails, and even when conversing through messaging apps used in the workplace.

Be open to dialogues and discussions now and then to unravel potential challenges and roadblocks that may be encountered along the way. Challenges are especially typical during the initial stages of embracing inclusivity.

Update the company calendar to make way for celebrations that represent different cultures, communities, and ethnicities. Make each celebration a themed day at work, so that each member of the team gets a first-hand experience of what the festivity or observation means to their colleague. If some employees have physical disabilities, revamp the office by adding ramps for wheelchairs or creating a bathroom designed for PWDs.

In terms of existing workplace policies, make sure that your leave management process is applicable to all employees. Check whether there is a middle ground or balance in executing procedures for performance evaluation, leave applications, and bonuses for all staff. At times, employees feel excluded when they see and feel that opportunities in their career are more accessible for their colleagues than it is for them.

Disseminate surveys and conduct individual interviews to gain feedback on the effectiveness of each inclusivity program and initiative done within the company.

Create a task force or committee.

The main role of the task force for workplace inclusivity is to embody and ensure that the company’s policies on creating an inclusive work environment are duly observed and upheld by everyone. Members of the said committee are as diverse as the different demographics and core groups that comprise the team. 

By appointing a group dedicated to applying all-inclusive actions and decision-making within the team, it increases the chances of reinforcing the initiative. This will also help broaden the scope of the company’s move towards breaking down barriers and misconceptions about what it means to be united.

Review and reward.

Do this quarterly or annually with the team. Review the company’s progress in terms of embracing diversity and practicing workplace inclusivity. Highlight strong and weak points and encourage everyone to share their feedback and experiences.  

Reward the team for their efforts, particularly the employees who went above and beyond to make inclusivity a part of the company’s biggest milestones. 

Leaders should set examples.

Here is a bonus tip: Every initiative and every step towards creating an inclusive workplace boils down to set examples. If the staff sees that their supervisors or managers are not embodying what it means to have a nondiscriminatory office environment, then it defeats the purpose of planning and discussing the subject matter in the first place. Employees who are in positions should take advantage of their influence and use it to strengthen the message and the cause.