Inclusivity is not only a major benefit to any working environment, but it’s also a key factor when employees are deciding where to work. Creating a diverse environment compared to an inclusive environment is very different. Creating a diverse environment means embracing various genders, races, and backgrounds amongst others. An inclusive company culture separates itself from any possible unconscious bias in the work environment. Employees feel includes irrespective of who they are or their position. 

Building inclusivity in your work environment not only brings a harmonious tone to the culture and higher productivity but also higher job satisfaction as a result. Perks and benefits are a great part of any employee package, but if they don’t feel valued or heard as an individual, what is the motivation for them to stay?  

Whilst the long-term benefits of inclusivity ensure a satisfied workforce, understanding the steps to building such an environment and keeping everyone happy can often be a tricky hurdle for employers to overcome. 

We’ll look at 5 steps business leaders can take to bring inclusivity into the workplace.

Introduce inclusion during onboarding

Introducing your plans for inclusion during the onboarding process will set a positive tone from the get-go. Employees will be automatically embedded into a culture of inclusion and any worries or fears about a lack of inclusion will quickly be diminished. 

When deciding how to get the message of inclusion across to new starters, this could be done in various forms. Presentations, starter packs, and initial team meetings could be a good idea. The onboarding process gives employees a taste of what life at the company will be like – ensure it’s seamless and inclusive. 

Integrate inclusivity into your core values 

Whether you decide to revamp your company culture or integrate major changes, ensuring inclusivity remains one of your core values is important. It’s not uncommon for businesses to undergo changes at the senior level, but as long as your values remain clear to all employees, there’s a good chance of stability. 

One of the best ways to carry this out is to carry out regular dialogue with employees. Along with one-to-one conversations, feedback in for form of surveys could be effective. 

Listen and speak to employees 

To build on our point of regular dialogue, building a relationship or “safe space” with employees is a good way to build an inclusive workspace. Employees who feel valued will produce higher morale and increased productivity. Understanding how your employees feel and then reacting to it is a trait of a good employer. 

If a single voice is making decisions without taking into account the thoughts or concerns of the workforce, the chances of high employee retention will be quite low. 

Recognise and reward everyone’s performance 

Employees feel valued when they are listened to and also acknowledged for their achievements. Understanding everyone’s position and their contribution to the business is valuable when showing recognition for their efforts. No matter their level of seniority, an inclusive environment contains respect and appreciation for every employee. 

With employee recognition at the forefront of company values, this is likely to increase employee satisfaction and retention. 

Create events and initiatives focused on inclusivity 

As well as incorporating your inclusivity values into the onboarding process or through internal meetings, another way to create awareness around inclusivity would be to host events. Whether it’s once a year or quarterly, events in the form of external presentations, lunches, or dinners with guest speakers to promote or support diversity. 

These events could be a good team-bonding exercise whilst celebrating your work culture.