Imagine a company where every single person is made to feel included. Imagine a workplace where everybody benefits from the progress of the company. Envision how a company and people could progress so much more if every person felt they belonged to something special.

What is an inclusive workplace? It’s not about giving high fives and occasional hugs out. It’s one where everyone has a say and a sense of belonging. And it is one where everyone aspires to do better through their own their unique strengths and efforts and feels that he or she has a really good chance to step up.

Diversity and inclusion are key to any business success. As such, companies need to adopt D&I as a key strategy for growth if they are to stay in the game and ahead of the competition

People want to feel important and they can contribute heavily to the business. Research shows that employees are more dedicated, loyal, and committed to their companies’ success when they feel included. They are more likely to propose better solutions and come to the table with creative ideas where each one supports each other.

Creating an environment where everyone’ key strengths are recognized, where people feel like they are part of something special is a tall order for many, but it’s exactly what any visionary company strives towards. And this is what sets them apart from others.

So, how can a leader become more inclusive and create such an environment? Inclusive leaders do the following:

  • Many of our decisions can be prone to bias. Understanding our biases whether conscious or unconscious will help us be more inclusive of everyone and accepting diverse points of view.

  • Leaders create an environment of inclusiveness and belonging where others don’t feel threatened when someone shows stronger skills and knowledge. They tend to hire people brighter and different to themselves.

  • Inclusive leaders focus on team strengths and try to further develop them, giving employees the resources they need, including clear direction, training, ongoing open communication, and other support.

  • They value the voices and opinions of everyone, regardless of position.

  • They encourage team members to learn more about each other outside their titles and job descriptions.

  • Inclusive leaders support cultural events symbolic of someone on the team. As a result people can introduce us to their culture, and we all get a better sense of what it means to them. This is a great way to encourage closeness and understanding in the workplace.

  • They promote inclusion and diversity in the workplace by putting on special events and bringing in speakers so employees feel valued no matter of their background.

  • They create an environment where people can leave their desk and work in a different area of the office for a few hours. This allows for more interaction with people you otherwise wouldn’t normally see. This small change of scenery allows for more open communication and can certainly spark fresh new ideas.

  • Inclusive leaders often change up the dynamics by rotating who runs meetings. It allows the individual the scope to step up and be creative. It gets people engaged and sends a message that everyone’s contribution matters. It inspires more lively honest discussions and decisive actions.

 

Inclusion helps us grow. And by embracing everyone’s strengths, we can all deliver high performance – better together.

 

Stand up for inclusiveness, For equal treatment of all

Let fair decisions, Be our protocol.

What do you do to promote inclusiveness in your workplace.? Share your thoughts in the comments below.

TiQ Group was established because we wanted to create something for support staff where they also have both a sense of belonging while also being valued as individuals. They don’t particularly want to just look up the steps, they want to step up to them too. If you would like advice on how you can improve your work environment drop us an email for a consultation.  [email protected]