Supporting An Inclusive Work Culture -

Professional Development

Supporting An Inclusive Work Culture

It’s encouraging to see that more organizations are taking the wellbeing of their employees seriously, with the knowledge that healthy workers are happier, more engaged, and productive.

The emphasis on wellness is often focused on fitness programs and mindfulness training. 

However, what is frequently overlooked—and underfunded—is the importance of inclusivity in the workplace for employee wellbeing. Organizations that foster an inclusive environment where employees are encouraged to be their most authentic selves will be rewarded with a healthier, happier, and more productive staff.

5 Reasons Why You Need an Inclusive Work Culture

Attract Top Talent

When companies encourage an inclusive company culture, employees are much more likely to write positive reviews about the company, attracting talented candidates who are eager to work in such an inclusive environment.

Inspire Innovation and Creativity

Employees who feel comfortable expressing their viewpoints and opinions in the workplace are more likely to share their creative and innovative ideas with their team.

Improve Employee Retention

Inclusivity can help employees feel that they are valued and appreciated by their employers. This not only improves job satisfaction but can also encourage long-lasting employee loyalty.

Reduce Recruitment Expenses

Attracting, hiring, and training employees are among any business’s greatest expenses. By improving employee retention, companies can reduce employee turnover, therefore, reducing their hiring expenses.

Increase Employee Engagement

Inclusivity encourages employees to participate in team-building activities, contribute in meetings, brainstorm with their team, and participate in social gatherings that make the office a happier place.

How to Create an Inclusive Working Environment

Recognize bias. Through debiasing training, supervisors will learn to identify and control their tendencies to promote or hire candidates who are similar to themselves. Instead, they should acknowledge a more diverse array of great candidates, including those of varying genders, ethnicities, backgrounds, and sexual orientations. 

Create a sponsorship program. Offer sponsorship programs for the underrepresented members of your staff. Aligning with an experienced mentor will help empower them and accelerate their advancement in the workspace. Access to these programs will, in turn, make these employees feel both valued and supported by leadership as it shows a commitment to diversity.

Make diversity and inclusion a business priority. Companies need to diversify their staff and leadership to reflect the changing marketplace. Companies with employees and leaders that reflect the diversity of their target demographic are more likely to develop innovative ideas and strategies that will align with their audience’s needs.

Encourage inclusivity through leadership. Leaders should welcome the input of employees with diverse backgrounds and experiences. They must make an effort to encourage collaboration among diverse staff, facilitate constructive debates, and elevate the voices of their underrepresented team members.

Hold leadership accountable. Inclusivity and diversification must be among your business’ core values. To be effective, this commitment must start from the top and be enforced throughout the different levels of leadership. A commitment to diversity and inclusion should be ongoing. Progress should be measured as part of any leadership employee’s regular evaluations.

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