Here’s How to Create an Inclusive Workplace Environment

Developing an inclusive workplace environment is every manager’s dream. A workplace in which every employee feels like they belong and are valued. But it is difficult to create such an environment as a workplace is made up of a wide variety of individuals. Each individual is unique in their personality and how they wished to be perceived. As such, it is a challenging task for a manager to make every employee feel included in the workplace.

However, this is not to suggest that developing an inclusive workplace environment is completely impossible. There are plenty of organizations that have managed to harbor the trust and loyalty of their employees through making them feel included. This inclusivity, in turn, results in better individual and team performance and improved financial results for the company,

Now with the pandemic looming large, the need for an inclusive workplace environment is greater than ever before. That’s because many employees are working remotely and the threat of feeling isolated is very much real. As such, it is up to the managers to develop a wholly inclusive workplace environment so that employees can continue to perform optimally.

We’ve gathered some of the top ways of developing an inclusive workplace environment. These methods will help managers make each employee feel right at home in the workplace. So let’s dive in.

Read more about
The Digital Transformation of Business Amid & After COVID-19

• Start with the Leadership

The first step to developing an inclusive workplace environment is to start with people in positions of power and leadership. For stakeholders and the chief executives, this means incorporating the essence of inclusivity among managers. This is because managers come into contact with employees on an everyday basis. As such, they have the power to convert the workplace into either a discriminatory or an inclusive space.

The best way to instill values of inclusivity in leadership is to hire diverse leaders. The more diversity there is among the executives and managers, the easier it will be to make inclusivity a part of the leadership DNA. This is because leaders from diverse backgrounds would know why it is important to develop an inclusive workplace. 

• Include Inclusivity in Company Values

The next step to developing an inclusive culture in the workplace is to make inclusivity a part of company values. This step relates directly to the previous one. That’s because it’s almost impossible to get leaders motivated about inclusivity without it being a part of the company fabric. The most effective way to incorporate inclusive leadership is through company values.

The organization should also take care to make company values as visible as possible, and do so frequently. An easy way of doing this is by putting company values up on general announcement boards. Or company values can be conveyed through HR training and meetings. 

• Promote an Inclusive Workplace through Language

Words matter, and that’s why using inclusive language in the workplace is an important way to promote inclusivity. Both as a manager and as an HR professional, learning and using the proper terms to include everyone in speech is imperative. One common manifestation of such language is the use of the word “spouse” or “partner” instead of “husband” or “wife”.

Similarly, it is crucial for managers to know what pronouns their employees prefer to go by. An effective way to ensure that everyone uses the right pronouns is by writing the pronouns in front of names in communication channels. So for example, Mary Wastson – she/her/hers or Ulrich Hampton – they/them/theirs would help ensure that no mistakes are made.

• Create Inclusive Spaces in the Workplace

It’s not uncommon for workplaces to have a break room or a space where employees can relax. However, inclusive spaces in the workplace can be much more fundamental than that. Restrooms, for example, are a space that most managers overlook when it comes to inclusivity. Gender-neutral restrooms would make gender-neutral employees feel valued and acknowledged. 

Similarly, there are a number of spaces that an organization could introduce to promote inclusivity. Case in point – prayer or meditation rooms, lactation rooms for new mothers or silent workrooms for employees with social anxiety. These safe spaces also extend to digital spaces where managers can encourage employees to put pronouns in email signatures.

• Small Inclusions Go A Long Way

Sometimes it’s the little things that count the most. Small inclusions can help employees feel that their organization values and cares for them. But what are small inclusions? Think of calendar updates. For employees belonging to different religions, updating the calendar to mark holy days, events or festivals can make them feel at home. 

Similarly, if you have employees from different countries, adding that country’s events and festivals to the calendar can help the employees feel included. As such, HR professionals need to stay in close contact with managers about how the company can show employee inclusivity in small ways.

• Make Sure to Reward Each Employee

Managers play the most crucial role in including employees into the organization. A manager can make employees feel appreciated and valued or sidelined and ignored through their behavior and policies. One of the most common ways managers can create an inclusive workplace environment is through reward and recognition. 

It is advisable for managers to base their reward on tangible as well as intangible efforts of employees. This ensures that every employee is rewarded for what they contribute to the firm. This allows them to feel included based on what they have contributed to the firm. Rewarding employees like this also lets the manager take a closer look at their own biases and ensure that those employees that make less visible contributions can also be celebrated.

• Embrace & Celebrate Employee Differences

Working in a diverse environment can be both challenging and rewarding. But embracing the differences among employees can actually be a strength for the organization. Not only does this allow managers to capitalize on the different strengths of each employee, but also lets employees feel appreciated and included in the organization. 

Bringing up specific strengths of employees during performance appraisals is usually a good idea. But managers can build a cadence with employees by publicly appreciating them on their strengths. These gestures go a long way in developing a long term bond between the employee and the company. 

Read more about
Best Ways to Reduce Job Stress in 2021

• Ensure Employees Attend Inclusive Events

Finally, managers can create an inclusive workplace environment by conducting inclusivity events. These events can either take place within the office or remotely, depending on the lockdown restrictions in your area. These events can help employees get to know each other, and that’s why it’s important that every employee attends these events, at least once. 

This may be inconvenient for some, especially introverts. However, managers can actually use these events to help introverts engage in conversations with fellow employees. This not only improves teamwork and cooperation but helps employees bond with each other.

Conclusion

There are any number of steps managers can take to help employees integrate with the organization and create an inclusive workplace. But at the end of the day, it’s important to remember that employees need to feel as if they belong. 

That feeling can only be created if their differences are embraced, celebrated and recognized within the company. It is up to the managers to perform this crucial albeit complex task. The steps described above may help in this process.