In today’s changing world, more and more people have begun to put effort and energy into cultivating more diverse workspaces that include people from varying social, racial, and economic backgrounds. This increased focus on and investment in diversity has benefitted organizations in a number of impactful ways that are improving the way organizations function across industries.
Unfortunately, some leaders within organizations may unknowingly be making situations and work environments uncomfortable for some employees. Accordingly, having some guidance on how to create a culture of inclusion can make it easier to cultivate an ideal company culture.
Here are some vital practices for an inclusive workspace.
Be Purposeful About Crafting An Inclusive Company Culture
For some organizational leaders, it’s common practice to allow company cultures to form with little intervention. Though these leaders may have good intentions about what they would like to see in their organization, a lack of action and implementation ultimately make’s their desires null. As such, it’s important for organizational leaders to be purposeful about crafting inclusive company cultures rather than hopefully complacent.
A great place to start making company-wide cultural changes is by appointing a specific group to carry out initiatives to achieve this goal. By doing so, organizational leaders can measure the impact that their efforts are having while also having an ongoing process of evolving, advancing, and improving their company’s culture.
Have Clear Goals In Mind For An Inclusive Workspace
When setting about cultivating a more inclusive workspace, it’s imperative that an organization has clear goals that it’s trying to reach. Whether it’s encouraging more inclusive language in the workplace or providing more support to individuals with particular needs, concrete goals will act as a northstar that one’s organization can work towards.
Once specific goals for cultivating an inclusive workspace have been determined, it will be easier for organizational leaders to start creating initiatives to achieve their vision. Accordingly, having concrete goals about inclusivity in the workplace makes it more accessible for organizations to create spaces in which everyone feels comfortable, heard, and included.
Take Feedback To Heart
While organizational leaders may have their own unique vision of what an inclusive workspace looks like, one can’t be sure of their vision’s validity before getting feedback from others. Getting feedback from a diverse range of employees is a vital part of ensuring that the direction one is going in will truly result in a more inclusive workplace that is enjoyable for all types of individuals.
Rather than waiting for feedback to come organically, organizations intent on crafting more inclusive workspaces should make it a point to survey employees. Whether it’s having everyone fill out a questionnaire, having managers routinely discuss matters of inclusivity with their teams, or holding meetings asking employees to share their views, utilizing feedback from a diverse array of employees is key to pinpointing what an inclusive workspace should look and feel like.
Research And Be Mindful Of Cultural Heritage And Activities
For those with less common backgrounds in the workspace, there’s nothing worse than feeling like your values and traditions aren’t as respected as others.
In order to ensure that employees never feel this way, it’s up to organizational leaders to research and be mindful of their employees’ cultural heritages and the values and holidays associated with them.
Organizational leaders can help their employees feel celebrated and included by having work events to celebrate various cultural holidays. In addition, it’s important that organizations allow various individuals to take time off for culturally-specific holidays, events, and activities to set a precedent that everyone, no matter who they are, is valued within their organization.
Encourage Inclusive Language
A defining facet of any inclusive workspace is the consistent use of inclusive language. Whether superiors are communicating with their teams or coworkers are speaking over lunch, everyone should be expected to use inclusive language in their interactions with others. Examples of language that are not inclusive include condescending references to people with disabilities being in pain or unnecessary references to someone’s race.
A great way to streamline the practice of encouraging inclusive language in the workplace is by making it a topic that HR covers every time a new employee is hired. In addition, it’s imperative that leaders within an organization lead by example and consistently utilize inclusive language when interacting with others at work.
Have Comprehensive Training Sessions
Training sessions can be a powerful component in any significant company-wide change. This is especially true when it comes to improving company culture and ensuring that work spaces become more inclusive.
Accordingly, any organizational leader leading an initiative to improve inclusivity in their organization should organize company-wide training sessions that educate employees about inclusive workspaces.
Depending on one’s organization, the frequency of training sessions may differ. Organizations could have a large company retreat centered around inclusivity or weekly seminars in which HR staff or other professionals speak about the topic. However one chooses to go about it, training sessions are a powerful tool that can make efforts to make an organization more inclusive more effective, impactful, and lasting.
All Workspaces Should Be Inclusive
While some organizational leaders out there may have good intentions, their values won’t make workspaces inclusive unless they put time and effort into making changes. Thankfully, though it may seem like a complex task at first glance, crafting an inclusive workspace becomes easier and more doable when one becomes aware of some key practices.
Hopefully, as we move deeper into the future, all company cultures will become inclusive and the term “workspace” will become synonymous with inclusivity and the acceptance of employees regardless of who they are.