Employees are more actively involved when organisations offer a more inclusive work environment. Inclusive cultures foster clear dialogue, trust, and empowerment among employees, all essential to employee engagement. A 2019 UK study showed low employee engagement could adversely affect a business’s overall performance. That makes a good case to invest in creating a more inclusive workplace culture. Continue reading to learn the best ways to achieve this.
1. Promote open dialogue
Many companies now openly advocate for a culture of honest communication, yet most fail to implement it. You must walk the walk if you genuinely want managers and workers to exchange ideas and thoughts. The fear of retribution could create a company where people are reluctant to express their thoughts, which can drag your efforts. Acknowledge that employee opinions are valuable, encourage them to participate, and engage them more personally. Some experts advise providing employees with multiple channels to offer feedback. You may use a personnel survey, business all-hands meetings, or campaigns to offer different opportunities for employees to share their opinions, perspective and stories to promote an open conversation leading to favourable outcomes.
2. Encourage diversity and inclusion
The evidence that workplace diversity boosts creativity and business results continues to mount. According to certain research, businesses with pro-diversity policies significantly outperformed and were more resilient during the financial crisis of 2008. The rationale for this is that more diversified businesses have higher levels of creativity. You can encourage diversity and inclusion by building awareness of unconscious bias, highlighting the need for managing bias, promoting equal pay and developing a tactical training program. Taking more daring steps in promoting diversity, equity, and inclusion can be tough. Fortunately, you can engage a few HR firms to assist your efforts. Small businesses can also explore how to get free HR advice on encouraging diversity and inclusion.
3. Create a non-discrimination policy
A formal anti-discrimination policy is essential to creating an inclusive culture approach. It should be publicly visible at your company’s workplace and website. You may apply it during recruitment to ensure that all candidates can apply without fear of prejudice. Another approach is having a non-discrimination policy representing your company’s commitment to addressing everyone fairly. It is also helpful in avoiding workplace harassment and bullying, particularly among underrepresented groups.
4. Offer diversity training
Diversity training seeks to overcome organisational preconceptions and stereotypes. Training program goes beyond teaching employees about diverse cultures and includes teaching them how to collaborate with other people while embracing diversity in backgrounds and opinions. A more in-depth approach would be to train employees to interact appropriately with coworkers from diverse backgrounds or perspectives. Another strategy would be eliminating prejudices and prejudice caused by age, gender, colour, ethnicity, sexual identity, religion, mental and physical ability, and economic position.
Developing a more inclusive workplace culture can take time. You may have to properly design and plan your inclusive initiatives to effect long-term change. Because inclusion and diversity are ever-changing, be ready for changes as needed.