Cultivating an Inclusive Workplace
How would you define DEI? In your definition, are you thinking about it in practice? Are you considering its layers and complexities? As Untapped Leaders, you likely are, but to the workforce at large, diversity, equity, and inclusion have become buzzwords. They feel more like catchphrases signaling an organization’s values — whether or not their actions and practices align with diversity and inclusion.
But before we can measure whether an organization is inclusive by label or in practice, we have to unpack what true inclusivity means. What does an inclusive work environment look like, and how does it feel? What are those components to consider as we cultivate diverse and inclusive workplaces?
Elements of an inclusive environment
Of course, inclusion in practice will look different between industries, organizations, and even individual teams. But at their core, inclusive work environments will have many of the same foundational elements. These elements not only guide the organization and its actions but also set expectations and accountability posts for leaders and the decision-makers within them. Here are a few elements your workplace should have:
A culture of multi-directional feedback. Inclusivity thrives when feedback flows in all directions. An inclusive environment doesn’t solely center on top-down feedback but actively seeks input from all team members. Open communication and empowering individuals to contribute are key.
Transparent and shared decision-making. Inclusive workplaces prioritize transparency and shared decision-making. They involve people within their organization at various levels in key decisions. It’s also an environment that's intentional about ensuring diverse perspectives are welcomed and valued.
Commitment to building trust. Trust is the foundation of inclusivity. An inclusive work environment invests time and resources into trust-building initiatives. These initiatives might look like traditional team-building activities, but they can also look like opportunities for open communication and consistency in leadership.
Clear and thorough onboarding practices. Inclusive workplaces understand the impact of baking inclusivity into their first interactions with team members. This looks like providing ample resources and support to new hires, being clear about company values (along with actions that align with those values), and sharing information about the commitment to DEI.
Flexible work environments. Acknowledging and accommodating the diverse needs of employees is integral to building an inclusive workplace. Leaders dedicated to inclusivity recognize that people have varied personal and professional circumstances. Flexible work policies, like remote work options, flexible hours, and alternative work arrangements, are an inclusive practice.
Strategies to cultivate inclusion
As you consider inclusion and the elements needed to make your workplace more inclusive, you'll need to be strategic with your approach. Not every organization will be on the same page about their DEI efforts and the actions they are willing to take, so as Untapped Leaders, we have to understand the best way to move the needle forward. One way to do this is by determining whether to pursue a push, pull, or pause strategy.
When you hold traditional power, you can push for more inclusion. You know what changes need to be made, and you have the power to make those changes. This might look like ensuring someone has a seat at the decision-making table or advocating for more inclusive practices. In other situations where you might not hold power but can offer insight, you can pull for more inclusion. You can highlight areas where inclusion is needed or call in more diverse perspectives. Finally, as an Untapped Leader, there may be a time when you need to pause and consider how your actions might be excluding others and take steps to be more inclusive.
Remember, inclusive work environments are inclusive in practice. Labels are signals, but actions are where true inclusion happens. Start with the foundational elements and build from there. Be strategic in your approach to drive for more inclusion. And always take a moment to examine your own leadership practices as well.