Workplace inclusivity is a project that we all share. Every workplace culture is made stronger by incorporating respect, adaptability, and the unique perspectives that each team member brings to the table. There was a time when workplace culture meant achieving a certain “look” and set of familiar values but, today, we know that growth stems from diversity.

We live in a diverse world where your next great hire might have any lifestyle, background, or ideal working conditions. They might be an introvert or extrovert, night owl or early riser, work remotely or enjoy time in the office. Making everyone feel welcome and included is essential, but creating an inclusive workplace is an ongoing process that everyone must take part in.

This article will provide essential guidelines for building a company culture of inclusion. These guidelines will help your employees and organization reach their full potential.

Remote Work and Inclusivity

When remote work was introduced into the business world en masse, there were many unexpected side-effects. One was realising that most people are more productive when working in their own private work environment. Another was a transformation in workforce inclusivity. Suddenly, thousands of people once barred from the workplace because they cannot easily commute were able to re-join the workforce. People with disabilities, family obligations, or or even those who must travel constantly can now take on important roles in remote and hybrid teams.

Remote work removed the need to drive to and from work. It also eliminated being away from home for long periods. Additionally, it removed the requirement to work in an office environment outside of each person’s control. With these barriers lifted, inclusivity blossomed. As a result, both employers and professionals everywhere have benefitted.

Inclusive and Flexible Leave Approval

Leave policies are often very specific, but this trend is changing. With the rise of work-life balance, employers have been providing more paid and unpaid time off. They are also offering opportunities to work remotely when coming into the office is not convenient or reasonable. But this is not just about self-care; it’s also important for diversity inclusion.

Many cultures put an extremely high priority on family time, and some team members would be expected to walk away from a job that did not give them time for specific holidays or family events. At the same time, employees are willing to be flexible with an employer who will be flexible with them. Approving leave for multi-culturally rooted reasons is a great way to make some employees feel that you can help them maintain work-life balance even if you don’t share the culture that defines their personal life.

Collaborate on Inclusive Language

Use inclusive language. Make sure that the way you speak to and about your workforce is uplifting and suggests that anyone could take part in any role. Use gender-neutral pronouns in all company documentation unless referring to a specific person with a clear gender identity. Refer to parental leave instead of maternity leave, and consider language fluency over native language speaking. Refer to people with disabilities instead of being disabled, and refer to households instead of families.

There will be mistakes, and that’s OK if everyone is speaking as earnestly as they can. Build your company culture around asking people about the terminology they prefer and what is or is not offensive to them. Everyone is different on this count. Collaborate on what is acceptable to say and how to politely refer to each person, origin, or condition.

Prioritise Accessibility and Ergonomics

Make disability inclusivity a priority. In addition to ensuring there are ramps and elevators, consider that there are even more “invisible disabilities” than there are disabilities you can easily see. Many people suffer from hip and back problems that limit their mobility, or from hearing and vision impairment that requires a certain amount of accommodation.

Provide Diversity Training for Everyone

Not everyone knows how to talk about or approach diversity. It’s normal for very well-meaning people to stumble over trying to be inclusive about cultures and lifestyles that they aren’t familiar with. This is why the right kind of diversity training can help to create the smooth, welcoming company culture you wish to foster.

Providing diversity training for everyone with guidelines on how to be gracefully inclusive and how to ask colleagues about their preferences for inclusivity can help everyone work together to create an inclusive workplace. This can smooth over awkward conversations, including helping those who are being included give graceful responses and pointers to colleagues who are doing their best to learn.

Celebrate Diverse Company Holidays

Expand your company holiday calendar. There’s no rule that says you have to stick only to federal and mainstream holidays. Most companies celebrate holidays the same way: With food and a passing nod to cultural relevance. This simple, enjoyable acknowledgment is also the perfect way to be inclusive to the cultural and religious holidays that are relevant to diverse members of the team.

There are two schools of thought when it comes to holiday celebrations. One is to add new holidays as you gain new cultural representatives in your company. You may even ask them how they prefer to celebrate or, if they are outgoing, to share a few features of the holiday with the company. The second school of thought is to expand your catering schedule to include a wide range of cultures and cuisines, and everyone is welcome to take part.

Create Safe Spaces that Respect Diversity

Make your workplace a safe place to be diverse, and set aside specific spaces where certain groups can be themselves without standing out. One example is providing a dual unisex/accessible bathroom. This bathroom accommodates any gender and offers extra space and privacy for employees with disabilities.

Make sure HR has a completely private place where employees can take concerns to them, no matter what that concern may be. It could be disclosing an invisible disability, a family matter, a detail about their identity, or an inclusivity concern without risk of being seen or overheard in their meeting.

Some trendy companies create literal safe spaces – enclosed soft booths where a person can have an emotional or personal moment in private without leaving the workplace.

Maintain an Active Non-Discrimination Policy

It’s one thing to make sure company documents and policies are non-discriminatory. It’s another to hold everyone to these standards at all times. An active non-discrimination policy means that the company provides guidance on avoiding discrimination. It also indicates the company is willing to take action if anyone wilfully, maliciously, or knowingly violates the policy.

An employee who insists on using a discriminatory nickname or a culturally offensive term must be aware of the risk of negative consequences. Managers must be prepared to take corrective action at any time. This helps defend the sanctity of your inclusive workspace. Many companies even hold their business partners to these standards and will actively defend their team members if discrimination happens within their purview.

Take Discrimination Reports Seriously & Investigate Privately

In the same vein, if an employee, contractor, or partner reports an incident or pattern of discrimination, have a strategic policy ready to enact.

First, provide the reporter, victim, and any witnesses with complete anonymity. Then conduct a private investigation to determine the incident and context. Always be ready to take corrective action if needed. Provide private guidance based on the nature of the incident and the attitude of the person reported. Some people are wilfully offensive, but some people make mistakes or have a hard time changing, and these should be approached differently.

This methodology will allow people to make reports without being confrontational, revealing themselves, or accidentally destroying a colleague who might be willing to change.

Hold Company Events for Multiple Locations

Bring your teams together. Every region has a unique demographic blend, and every team will, too. This means that if your company has multiple locations, you have the potential to increase everyone’s multicultural exposure and camaraderie by holding blended events. Bring teams from across the country and across the globe to one company retreat, training conference, or award dinner, and give them reasons to intermingle.

Host games, share cuisine, and introduce your leaders from every location.

Invite and Adapt to Employee Feedback

Lastly, always invite and accept feedback. You can build a more inclusive language model by asking employees how they prefer to talk about their unique qualities. Regularly gather feedback on how the program is progressing. Use this feedback to make continuous improvements to your inclusivity efforts.

You might ask everyone to submit a holiday they want to see celebrated with food in the break room or at a Friday afternoon party. Alternatively, request culturally rooted ideas for events and activities at the next company event. Invite team members to suggest improvements that would help themselves, others like them, or those they’ve gotten to know. Invite both public and anonymous feedback.

And when you get that feedback, be ready to adapt. Consider the best suggestions and most profound points made by your team and make changes. Not only will you be improving your diversity and inclusivity, you will also show your team that you are really listening and that their voice makes a difference.

Embrace Inclusivity and Foster a Sense of Belonging in Your Company Culture

Everyone deserves to feel like they belong, especially in a job that they love. By making a constant effort to create an inclusive workplace, you ensure that people of every origin, condition, and lifestyle feel valued. This effort helps everyone see themselves as a protected and integral part of the team. Contact us today to learn more about how we can bring your remote and hybrid team to life.

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