Every employee is entitled to a work environment that is safe and welcoming. The key to creating a successful and productive workplace is to embrace one another’s differences through active steps. When employees are given the opportunities to succeed, they will be happier and more prosperous. Diversity, equity, and inclusion will change the entire atmosphere of an organization. In essence, implementing inclusive practices will help to deconstruct barriers of participation and team cohesion. It’s important to carefully strategize DEI practices, in order to create effective long-term changes. Prioritizing DEI in the workplace is not only beneficial for the well-being of employees, but also for the success of the organization.
Inclusive Recruiting and Hiring
An inclusive work culture requires inclusive hiring. During the recruitment process, it is common for unconscious biases to affect hiring decisions. A recruiter may gravitate towards a particular candidate because of their appearance, background, or connection on a personal level. Inclusive recruiting and hiring involves connecting, recruiting, and offering equal job opportunities to candidates who have the expertise needed for the position from diverse backgrounds. It creates an equitable selection process that eliminates biases.
Providing Resources and Accessibility
A work environment should be functional and welcoming for everyone. The consideration of accessibility and proper resources are crucial for creating a culture of inclusivity. When employees arrive to work, they want to feel comfortable and safe. Accommodations can be put in place to meet the needs of employees, and to support any limitations in a proactive way. Reasonable accommodations can be made to equipment/software, job tasks, schedules, products, or services. Accessibility and resources must be constantly evaluated to ensure that everyone is able to perform the essential functions of their job. Employers should provide their team with communication, structural, and environmental support. When a work space is designed to be accessible to everyone, opportunities are created.
Practice Allyship
An important part of the equity, inclusion, and diversity conversation is allyship. Allyship is a powerful tool for attaining DEI related change. Being an ally involves learning and listening. It includes supportive behaviors, actions, and practices, as well as advocating with others from underrepresented groups, such as POC (people of color), LGBTQIA+, women, or people with disabilities. Allyship represents a long-lasting commitment to overcome the systemic barriers that exist. When we support others through allyship, we can work towards creating a safer workplace. Although an ally may not be a part of the marginalized group that they are supporting, they still make the continuous effort of their energy and time.No matter who we are, we all have the potential to become better allies.
Supporting Gender Identity
Embracing the fact that people identify with diverse gender pronouns will help to incorporate equity and inclusion into the organization. Gender identity is an individual’s experience of gender, behavior, and expression. The public presentation of how an individual expresses their gender is known as gender expression. By supporting gender identity in the workplace, it will create a more accepting place for everyone, especially for people who are a part of the LGBTQIA+ community. There are many ways to support diverse gender identities, in which most of it comes down to respect and awareness.
Regular Check-Ins
To establish inclusivity, it’s important to check-in with employees regularly. Checking-in will help to understand what needs to be changed or improved, as well as the current state of the workplace culture. Inclusivity and equity cannot exist in an environment where they are not encouraged to thrive. Regular check-ins support a continuous feedback culture that will help to gauge how employees are feeling. It sends the message that everyone is being recognized and heard, through honest conversations. This creates an opportunity to build trust amongst the team. While it is important to check in with team members, it is also important to encourage them to do the same.
This post is from May’s topic on Diversity, Equity, and Inclusion, which is also a course on our Mini-MBA program online from Harvard Square.
