Here is How You Can Create a More Inclusive Workplace
An inclusive workplace is one where people of all kinds are respected and differences are appreciated. The diversity of different backgrounds is embraced and everyone is given the same opportunities to flourish regardless of who they are and where they come from.
An inclusive workplace makes everyone feel valued, welcomed and included. There is shared accountability and responsibility, everyone parts with information freely and there is a sense of camaraderie among everyone.
Here is how you can create an inclusive workplace:
Start from the top
Your organisation’s management needs to think that your office should be an inclusive space. Leaders in an organisation have a lot to worry about, which is why creating an inclusive workplace doesn’t become a priority. The importance of inclusivity and the kind of positive atmosphere that it creates should be explained to the team. The top management should be held accountable and the message of inclusivity should be spread across the entire workforce with the help of managers at different levels.
Celebrate the differences of employees
One of the best ways that businesses can show that they respect the differences of each of their employees is to allow them to share their backgrounds and traditions in the office. Create a meditation room or prayer room where people of different faiths can pray. Celebrate the food habits of people who come from different cultures by inviting everyone for a potluck lunch.
Conduct effective meetings
Meetings are a prime example of an instance where contributions from everyone can be encouraged. To take effective meetings, you can do the following:
Ensure that everyone is on the same page about the agenda of the meeting so that people who are not familiar with the common language used can be familiar with the proceedings.
If you have remote workers in different time zones, find a time that doesn’t do a lot of damage to their sleep patterns.
Do not assume that others know more than you by explaining them every little detail. There is even a word for that: mansplaining. Men are guilty of doing it to women.
Be courteous with everyone.
Do not belittle anyone’s accent or the way in which they put across their points.
Be committed to gender inclusivity in your hiring and promotion process
Creating an inclusive workplace starts with your hiring policies. Avoid unconscious bias by writing detailed job descriptions. Ensure that you have a gender-diverse pool of candidates. When candidates see your commitment towards inclusivity, even they would want to be a part of the organisation. Since women statistically make less money than their male peers, ensure that you do not show any bias like that.
Be aware of gendered language and practices
Using gendered language reinforces stereotypes that can be hurtful to women. Even binary-based assumptions can hurt the sentiments of people who do not identify themselves as male or female. Ensure that your marketing copy, internal newsletters, memos, etc., have no semblance of gendered-language. Here is one more thing that you should do: educate all employees about using gender-inclusive language.
Provide inclusive facilities
For people who do not identify themselves by any gender, allocate at least one bathroom as gender-neutral. Ensure that there is availability of sanitary products in the all-gender restroom and women’s restroom. Provide space for lactation and nursing; it sends a clear message that nursing employees are welcome.
Welcome open dialogue
Inclusivity isn’t something that can be nurtured overnight. It takes a lot of time before everyone in the office can relate to it. Conduct internal engagement surveys where you can ask your employees for ideas on how to be more inclusive. Ask them how they will feel more valued and appreciated for their contribution. Encourage open dialogue by giving people a space to share their opinions and beliefs.
Make inclusivity a part of your culture
For inclusivity to be a habit, it should be a part of your organisation’s culture. Even people who are outside the organization will be calling you an inclusive organisation when it is a part of your DNA. It should be the foundational value that drives your workplace.
Ensuring an inclusive workspace has a trickle-down effect across the entire organisation. It makes everyone who is a part of it feel good. It is a win-win for both, employees and the organisation. By being inclusive, the organisation has access to a wider talent pool, decreases employee turnover, greater profitability, better reputation, and so on.
According to a study, the total spends on gender diversity by India Inc has increased from 23 percent in 2016 to 32 percent in 2019. The study also revealed that 98 percent of companies in India Inc are offering programmes to identify women who have high potential. It shows that businesses are not shying away from spending on gender-diversity activities.
(Edited by Teja Lele)
