How to Be a More Inclusive Workplace


According to Deloitte Australia research, inclusive work teams outperform their peers by 80% in team-based assessments. An inclusive workplace is not only a lot more likely to be innovative, but generates 2.3 times the cash flow per employee over non-inclusive workplaces.


Now more than ever, any company that hopes to realize the full potential of its employees should be taking actions to create a safe and inclusive workplace. Keep in mind that inclusivity isn’t the same as diversity. Inclusivity is the next step in supporting a successfully diverse workforce through an inclusive environment that’s welcoming to every employee.

Be a more inclusive workplace, enjoying benefits that include everything from greater employee engagement to improved business performance by taking these steps to create a more positive environment.

Get the Leadership Team On Board

Your leadership team will be your biggest ally in prioritizing inclusivity. That includes providing training in diversity and inclusivity as well as creating a safe place for leaders to ask those awkward questions before leading initiatives company-wide.

Revisit Your Core Values

It’s important to revisit the core values of your company periodically, especially when making any major changes. Be sure to include a statement on inclusive culture and get leadership on board with it too. Ask for feedback and suggestions from employees throughout the organization at every level, especially if the HR and leadership teams aren’t very diverse. This can help fill in blanks you might have missed and get everyone from the top to bottom on the same page.

You’ll want to encourage frequent check-ins too, it shouldn’t be just a one-time deal. This is the opportunity for open dialogue, allowing employees to honestly express needs and concerns, and for managers to build trust with their direct employees.

Take Advantage of Consulting Services

By taking advantage of diversity and inclusion consulting services, you can get expert advice to identify any shortfalls in hiring, promotion, and firing practices that haven’t come up through employee feedback and suggestions. Adverse impact analysis statistics can be provided as well to help develop key inclusivity initiatives.

Build a Task Force

Once leadership and all employees are on board, you’ll want to build a task force made up of key players and stakeholders who are passionate about inclusivity and are willing to put in the time and effort to realize that vision. The team should work with you in bringing new initiatives to leadership and other departments within the organization to implement and communicate any changes. The task force itself should represent varying social demographics and various job functions and office locations (if you have multiple offices).

Leaders Should be Purposeful

Just because your company is diverse doesn’t necessarily mean it’s inclusive. All leaders should be purposeful when it comes to including others who see things differently. That in turn helps them to identify their own unconscious bias. It’s important to highlight positive experiences that employees from all faiths, orientations, and backgrounds bring to the organization.

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How to Be a More Inclusive Workplace
According to Deloitte Australia research, inclusive work teams outperform their peers by 80% in team-based assessments.
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