Natalie Baumgartner, Ph.D. is Chief Workforce Scientist at Achievers Workforce Institute.
getty
Most business leaders today agree that providing an inclusive workplace—that is, one in which employees feel valued and accepted without reservation—is critical in ensuring both employee and business success. Achieving this goal, however, is more challenging than it appears at first glance. Designing and delivering on the promise of a truly inclusive workplace requires securing both buy-in and commitment across the entire organization, which is a daunting task.
To achieve success, organizations need to do the heavy lifting of reinforcing an experience of inclusion that is aligned with concrete business processes, such as reframed internal communications and adapted management styles. However, when the benefits of an inclusive workplace come to life, these “daunting tasks” transform into an opportunity for growth and engagement.
To deliver an inclusive experience, here are five actionable steps that can help foster a culture where all employees feel safe and welcome.
Ask
Regularly gather feedback and share results at the team level. When company leaders are consistently open to receiving feedback—constructive and positive—the door to achieving substantive progress is opened. Research from UKG shows that employees with high senses of "belonging (95%) and engagement (92%) are significantly more likely to feel heard than those with very low belonging (25%) or engagement (30%)." However, asking alone is not enough. Leaders must not only directly ask what employees need to feel included but they must also take action on that feedback. Taking the initiative to directly acknowledge how people are feeling and then acting to solve identified issues is crucial in ensuring people feel both heard and valued.
Empower
At any organization, employees, regardless of title, should feel comfortable asking questions. To help foster this mentality, companies can provide education and training around encouraging and accepting constructive disagreement so everyone feels supported in sharing their authentic perspective. This is especially important for underrepresented groups who may not feel as safe in voicing their point of view or dissenting opinions. For example, my organization found that women are 25% less likely to say they feel comfortable sharing a differing opinion and knowing it will be valued and accepted.
Cultural events over the last few years have sparked critical inclusion conversations that are taking place in the workplace more often now compared to years past. Keeping that in mind, unless employees are given the opportunity and the platform to address issues related to exclusion or disparity or to provide authentic, candid feedback, companies can unintentionally isolate employees and prevent the achievement of inclusion goals.
Integrate
Creating genuine workplace connections between employees is fundamental to an inclusive workplace. Empowering the development of meaningful relationships at work fosters a greater sense of belonging for employees, a strong predictor of productivity and tenure. Companies need to provide a wide variety of connection opportunities—social clubs, events and more—and must ensure everyone is invited and feels truly welcomed. If opportunities feel lacking, employees need to be empowered to start new groups or gatherings that inspire and engage them.
But don’t forget: Change starts at the top. Leaders must authentically invest in this effort by starting, supporting and joining groups—thereby also encouraging others to take part. When leadership sets the example, your employees will follow.
Invite
Introducing employee resource groups (ERGs) can make a significant impact in developing an inclusive organization. ERGs bring together employees with comparable life experiences to share stories and act as advocates for their organization and the wider industry. Organizations with ERGs demonstrate to their employees that there is a place for them in the company, where they can feel welcomed, safe and valued.
Not only do ERGs help cultivate a sense of belonging for employees, but the coaching and mentorship opportunities they offer also help improve the rate of retention for a diverse body of employees.
Recognize
The final action item in providing an inclusive work experience has a powerful impact on many levels. Research from my organization found that employees recognized weekly are twice as likely to say they feel a strong sense of inclusion. According to Gallup, impactful recognition is honest, authentic and individualized.
Recognizing behaviors that promote a diversity of input and perspective, recognizing the people creating groups that include a diverse group of colleagues and recognizing those who have the courage to voice a differing opinion all serve to encourage and sustain organizational change. Acknowledging an employee's work promotes future success, boosts morale and subsequently creates a more engaged workforce.
Making a strategic effort to leverage the right resources to build a culture of inclusion is imperative in the business arena today. Employees are asking for environments that welcome, appreciate and honor all individuals. So, creating an inclusive workplace ensures the success of not only every employee but also sets organizations up for exceptional business performance.
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
