Moving the needle towards inclusivity in the workplace

When we try to create change in the world, the most effective change happens when people appreciate and understand what’s in it for them. For some of us, we are driven by the fact that creating inclusivity in the workplace is morally the right thing to do, but for some (I’m looking at CEOs and CFOs here), we need a bit more. We need to know how inclusivity in our organisations, will benefit our businesses.

We’ve said again and again, and I’m more than happy to keep saying it. Diverse and inclusive workplaces lead to increased innovation, higher employee engagement, and better business outcomes. In other words, inclusivity makes good business sense.

This article follows on from last weeks episode of 'The Organisational Inclusionist' podcast episode https://gracemosuro.podbean.com/e/moving-the-needle-marc-malloy/ with guest Marc Molloy and delves into the latest research and insights from studies conducted in both the United States and the United Kingdom, shedding light on the importance of inclusivity and how organisations can take meaningful steps to promote it.

Let’s start with the Business Case for Inclusivity:

Numerous studies from both the US and UK underline the business advantages of an inclusive workplace. Research consistently shows that diverse teams are more likely to outperform homogeneous ones in terms of creativity, problem-solving, and overall financial performance. A diverse workforce brings a range of perspectives, skills, and experiences that can drive innovation and competitive advantage. If your customer base is diverse, then having them represented in your workforce means that you’ll meet their needs more effectively.

Overcoming Challenges and Barriers to Inclusivity:

Despite the clear benefits, achieving inclusivity in the workplace is not without its challenges. Studies indicate that unconscious biases, lack of diversity in leadership positions, and a hostile work environment are major barriers to creating an inclusive culture. Organisations need to proactively address these obstacles to ensure a level playing field for all employees. Providing training that is compulsory (like health & safety), and delivered with real thought to speaking to your people’s hearts and minds. Leading from the front, with targets to create diverse leadership teams that represent your workforce and the communities you operate in, appreciating that you may need external help to do this effectively.

Creating Effective Strategies for Inclusivity:

Research suggests several strategies that organisations can adopt to foster inclusivity:

a. Diversity Training and Awareness: Providing training on unconscious bias and diversity awareness can help employees recognise their biases, enable communal learning and open discourse, promoting a more inclusive environment.

b. Inclusive Leadership Development: Investing in leadership development programs that emphasise inclusivity and diversity is crucial for creating an organisational culture that values and supports diversity at all levels. Coaching is an excellent addition to this, to provide managers with coaches with lived experience that can support them along the journey.

c. Transparent Policies and Practices: Clearly defined policies and practices related to diversity and inclusion, such as hiring, promotions, and compensation, can ensure fairness and equal opportunities for all employees. Let’s stop hiding what we pay people, and give employees confidence that they can trust in your hiring practices and have equal access to promotion opportunities.

d. Employee Resource Groups (ERGs): Establishing ERGs that allow employees to connect and collaborate based on shared identities or experiences can foster a sense of belonging and inclusion within the organisation. Take this to the next level by having senior leadership sponsor these groups.

Legislation and Regulatory Framework:

Both the US and UK have laws and regulations in place to promote inclusivity and combat discrimination in the workplace. Understanding and complying with these legal frameworks is essential for organisations seeking to create a fair and inclusive workplace. Why not go one step ahead of this and seek to create your own additional policies and measures to create equity and inclusivity. Not everyone is starting from the same marker in the race, so how can you support underrepresented groups in your organisation, to catch up?

Measuring Inclusivity and Progress:

We’ve all heard that ‘what is measured, gets done’. How do you measure inclusivity in your organisation? Effective measurement is key to driving progress. Organisations should establish clear metrics and regularly assess their progress towards inclusivity goals. Aligning these measures with Leadership and recruitment KPIs is a brilliant way to make sure that this responsibility sits with everyone, not just HR. Feedback from employees, surveys, and diversity metrics can also provide valuable insights and help refine strategies for continuous improvement.

In conclusion, promoting inclusivity in the workplace is a journey that requires dedication, commitment, and a genuine desire to make a difference. By working with consultancies like Aquaintz Consulting and leveraging insights from studies conducted in the US and UK, organisations can develop informed strategies to move the needle towards a more inclusive workplace, ultimately benefiting employees, businesses, and society as a whole.