Inclusive Workplace: Everything You Need To Know

An inclusive workplace is described as one in which all employees are respected while appreciating their uniqueness and how they offer to the organization’s culture and management objectives. Affirmative action is a hallmark of an inclusive workplace since it eliminates the impact of bias, prejudice, and uneven opportunity.

To address this and guarantee that all employees at your firm have equal opportunities without prejudice, you must create an inclusive work environment.

The Components of an Inclusive Workplace

Despite efforts to promote diversity and inclusion, statistics show that we still have a long way to go. For example, Glassdoor surveyed over 5,200 employees in 4 countries to determine how inclusive workplaces are. Over a third claimed they’ve seen or encountered ageism, 33% said they’ve dealt with gender discrimination, and 30% said they’ve seen or faced discrimination. Furthermore, 24% of respondents said they had experienced job discrimination because of their sexual orientation.

Before businesses can create workplace inclusion, you must first grasp the fundamentals: how individuals feel inclusion and the characteristics of an inclusive workplace. At both the human and corporate levels, these eight building elements form the cornerstone of inclusiveness.

  • Provide Workers with the Resources They Need to be Inclusive

Whether they are employee resource networks or technology, organic and beneficial solutions are simply beginning points for influencing individual habits. For example, encourage workers to provide agendas and resources ahead of time, so everyone feels equipped for meetings. Save time by correctly setting up devices and make sure that all members are actively involved.

  • Having a Voice

Employees need to feel like they have a say in choices that affect their jobs. Leaders and managers should also look for methods to give employees a voice regularly. Informal conversations, focus groups, and weekly polls that measure or address inclusiveness are all options. Make it clear to staff that this is not a sensitive subject and that your door is usually open.

  • Acceptance and Respect for Who and What You are

According to 48% of employees, respect is the most important component in creating an inclusive culture. Individuals must have a sense of belonging to a larger purpose while still being acknowledged for their individuality. In addition, employees must believe that their employer recognizes the various viewpoints and talents they bring to the workplace.

Have deliberate interactions with your workers in which you acknowledge and explain why you respect them and their efforts. Recognize them individually for particular accomplishments or even little victories to demonstrate that you genuinely care and are invested in their development.

  • Employee Training and Growth

Employees must believe that they have the chance to grow and improve their careers at their company. You’ll stifle employee growth and restrict creativity if you don’t include learning and development as a fundamental component of inclusiveness and broader corporate values.

Allow workers to advance their professional and personal objectives by supporting additional education, acquiring a new skill, or developing an interest or hobby, whether it takes time, money, or motivation.

  • Collaborative Atmosphere

When teams feel more connected, they are better equipped to leverage each other’s talents and abilities. Collaboration is critical to your company’s success and an important aspect of workplace inclusiveness. In a discussion, take a moment to inquire about the opinions of others. Make sure to give credit where credit is due, even if the individual who thought up the idea isn’t the one who managed to come up with it.

  • Concentrating on Inclusive Behaviors on Purpose

Take action and promote a variety of views and opinions. Concentrate your efforts on inclusive practices that become part of the routine to workers and are woven into the company’s structure, goal, and beliefs. Diverse and inclusive efforts are useful and necessary, according to 61% of employees. Make the most of the practices that already exist and consider how they might use them to educate about inclusive actions. It’s not just about asking questions of employees; it’s about asking the correct questions.

  • Creating a Sense of Community

Employees’ feelings of belonging at their workplace impact their desire to stay and their well-being, participation, and overall performance in their jobs. Make your attempts to include everyone feels exciting — something your workers will want to support. 

The Power of Inclusion

According to research, diverse workplaces are six times more likely to be innovative and twice as likely to reach or exceed financial targets. Furthermore, employees who feel free to present their entire self to work are 42 percent less likely to intend on quitting in the next year. Fundamentally, the higher the amount of inclusion, the higher the level of well-being and engagement among your staff, which may lead to improved business performance.

How Do Managers Encourage Inclusivity? 

Simple behaviors that managers may exhibit to demonstrate authenticity in an inclusive atmosphere are listed below:

  • Genuinely showing an interest. Make eye contact with people and express a want to converse and listen. Engaging with people, you don’t believe you have much in the company that can teach you a lot.
  • Asking for assistance. Other points of view might help you see an issue in a different light. When you ask someone for their help or talents to complete a project, they feel that they’re doing something to give and a part of the explanation.
  • Looking for feedback. Ascertain that everyone is aware of and engaged in critical topics. When you ask for someone else’s ideas and opinions, they will feel heard and appreciated.
  • Recognizing accomplishments is important. Employees want to be recognized regularly rather than just once a year at a performance evaluation. Pointing out everything they do correctly and how it benefits the company regularly makes individuals feel supported and valued for what they provide to the organization.

How HR Managers can help Encourage Inclusivity?

Examine the recruitment methods regularly to verify that they do not discriminate against certain groups and are universally available to all candidates. Only objective criteria determined through a comprehensive work analysis should be the emphasis of the position description.

Providing a welcoming and comfortable onboarding experience sets the tone for how connected new workers feel to the organization. From day one, a new hire’s experience at your organization will be shaped by their belief that they are valued and involved. Maintaining inclusiveness as a priority during the onboarding process creates a positive image.

Asking employees what they need to feel involved is the greatest approach to learn what they require. Making a strategy based on assumptions misses the idea of being inclusive entirely. A private survey allows your employees to express themselves freely and anonymously. Sixty percent of businesses use metrics to assess the performance of their diversity & equality programs. Format the survey to rate their responses on a 1 to 10 scale or a Rating scale.

Every company is different, so building an inclusive attitude demands a customized strategy. This goal necessitates a concerted and sustained effort, as well as a learning process that will undoubtedly change. Goals and policies must be embraced by management. Your company will need to adjust them regularly to meet the changing demands of the existing and future employees.

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Impactly’s online sexual harassment and diversity, equity & inclusion training packages are used by hundreds of organizations across the country. Impactly is powered by Get Inclusive, one of the largest providers of prevention and compliance training for colleges and universities.