How to improve your organization by creating a diverse and inclusive workplace

How to improve your organization by creating a diverse and inclusive workplace

Diversity is an important issue for any modern business, but it’s not enough to simply hire people of different nationalities, races, genders and sexual orientations. Everyone needs to feel welcome, safe and free to be themselves in the workplace. If you focus on diversity, equity and inclusion (DEI) in your workplace, your business’s culture and bottom line will benefit.

How do you create an inclusive work culture?
Although many businesses are moving toward more inclusive and diverse workforces, there is much progress to be made. Here are some simple steps you can take as a business leader to promote an inclusive company culture. Proceed with the understanding that communication and involvement matter most when promoting diversity.

1. Start from the top.
As with any facet of company culture, creating and encouraging a sense of belonging in your workplace begins with leadership. The company’s founders and executive team need to have the desire to build a diverse culture and hire people who are open to working with people of all different nationalities, skin colors, genders and sexual orientations, said Eloise Bune D’Agostino, founder of Tentrr.

“If diversity is not a company goal … it just won’t happen,” she said. “People tend to hire people like them so they are comfortable and rarely challenged. It is human nature.”

Jason Beckerman, CEO of Unified, said a healthy business begins with a healthy company culture that is welcoming and demonstrated by leaders.

“We strive to provide all of our employees with the tools and skills necessary to shine, and that starts with letting your employees know that yes, you can be exactly who you are here,” Beckerman said.

2. Focus on inclusive recruitment strategies.
Once your company’s leadership sets the tone, it’s critical to extend that attitude throughout the organization.

“What is great about creating a culture of belonging is that it can be fostered peer-to-peer, bottom-up and top-down,” said Alexandre Ullmann, head of human resources at LinkedIn.

Ullmann recommends taking a close look at your company’s recruiting tactics to make sure you’re approaching hiring with the goal of facilitating diversity and inclusion.

“Make inclusive recruitment an integral part of your company’s DNA to amplify your company’s future, cultivate your workforce, and invest in the community as a whole,” he said. [See tips for improving your hiring process.]

3. Provide safe spaces for employees.
Inclusive workplaces go the extra mile to consider the safety and comfortability of all employees, especially those in marginalized groups. For example, gendered bathrooms have the potential to make transgender and gender-nonconforming employees uncomfortable, especially in light of controversial “bathroom bills” in multiple states that could or already do impact transgender people’s rights. One easy way to signal a progressive, inclusive workplace is to offer unisex bathrooms in your office, said D’Agostino.

On a broader level, inclusive spaces can be created simply by spending time with one another. Consider hosting team lunches and other informal events where employees can casually connect with each other. If your company is bigger, creating an in-office support group or network for diverse employees can help them connect with others who share their experiences.

“Employee networks can provide a safe, open environment to spark conversations and discuss the topics that are important to the community,” said Miguel Castro, the global lead for diversity and inclusion at SAP.

4. Connect with employees (but be sensitive).
One of the best ways to signal to your employees that it’s OK to be themselves is to connect with them on a personal level. Be transparent with them about your own life. “If you are real with them, chances are you will get the same in return,” said D’Agostino.

Simple gestures like asking about “spouses” or “partners,” rather than assuming someone’s sexual orientation and using gendered terms, can encourage LGBTQ employees to open up about their personal lives and feel included in nonwork discussions. However, it’s crucial not to be insensitive about their identities.

“Be sure to treat LGBTQ employees like everyone else in the office, and do not ask inappropriate questions like, ‘How did you come out?’ unless you have a close relationship with the person,” D’Agostino said. “This is a very personal question.”

5. Give employees multiple ways to provide feedback.
Ullmann advised giving employees an outlet for connecting with others and sharing their stories.

“Whether it’s an employee survey, company all-hands discussions or campaigns, giving your employees multiple ways to share their feedback, their perspective and their stories will create an open dialogue that can lead to more positive outcomes,” he said.

An inclusive culture is a work in progress, said Ullmann, and you should constantly be revisiting your policies and programs to create a more tolerant, diverse environment.

“There is always something that can be improved upon,” he said. “Make it your company’s priority to take action to close any gaps so that all employees feel like they belong and are supported to thrive.”

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