10 ways to create an inclusive workplace 

Diversity and Inclusion (D&I) is the new hum for the emerging compassionate corporates. Following the buzz, the million-dollar question is how to build an inclusive workplace? Is meeting the diversity-hiring target enough? Does the company benefit from an inclusivity program or is it just a glorified term used by human resource management prodigally. What does it mean to have an inclusive workplace?

D&I is a real hot-button issue for companies. A February 2017 report by Deloitte Insights stated that over 69 percent of executives rate D&I as an important workplace element. A study conducted by Mingle in 2016 states that millennials are keen to work with a diverse workplace. However, practicing diversity is pointless if your company is not practicing inclusivity. Though these terms look broadly similar they aren’t the same thing.  A diverse workforce is one that includes a mix of genders, cultures, religions, ethnicities, and ableness. Diversity brings rich history and varied skill set to a company, but that is not all. These people need to be valued, leveraged, and welcomed into the company as well. Diversity is the first step in building an inclusive workplace. 

In this write-up, we are sharing a few simple techniques that you can adopt to create an inclusive workplace – 

Adopt a strong Anti-Discriminatory Policy 

India is the most diverse country where people from different ethnicities, religions and, states come together to create a workforce and hence it is imperative to have a strong anti-discrimination policy at the workplace. Such a policy would protect individuals from workplace harassment and discrimination — whether because of age, race, gender or religious views — and promote a congenial work environment for employees. All employers should have an anti-discrimination policy in place and should distribute a copy of the document to each employee to foster understanding and compliance. 

Build a sense of belongingness for your employees

Whether you have a north Indian working in a Chennai-based company or a north-eastern working in Delhi or a Bengali working in a Gujarati company, as an employer it is your duty to breed a culture where everyone feels at home irrespective of where they come from. For each individual to bring their best self forward at work, a sense of belonging must first be established. Having a connection to an organization or group of people that make you feel you can be yourself not only results in greater engagement and creativity in the workplace, it is a psychological need.

Appoint a mentor for minority groups 

In case if there is a minority in your organisation the best way to make them feel inclusive is to appoint a mentor for them exclusively. A mentor can function as a “social vaccine” that inoculates you from some of the self-doubt or alienation you might otherwise face in such a situation.

Introduce gender-neutral washrooms  

Gone are the days when gender was considered binary. 2019 has been the Year of the Queer, sex is a complex spectrum of color-full rainbow and cannot be limited to “male” or “female” check -boxes. Using a gender-specific washroom can be intimidating. Companies are on a spree of building gender-neutral washrooms promoting it in a way that there is no stigma attached to it. It didn’t require huge financial costs or major infrastructural change just a little change in the signage and it can send a strong positive message. 

Invest in Diversity training

Diversity training benefits a workplace by allowing employees to let their guards down and build healthy business relationships, as well as decreasing at-work bullying and discrimination. The plans turn complacent employees into passionate, well-adjusted and comfortable employees by decreasing non-work-related pressures.

Put an end to culture fit

More and more companies started to prioritize building a mission-driven workplace. By extension, they began to hire for “culture fit” to ensure that every candidate they hire buys into their vision. But today, critics claim it reinforces lack of diversity, creates corporate monocultures, and feeds groupthink. Facebook has prohibited the use of the term “culture fit” when interviewers provide feedback on candidates. As more companies strive for diversity and inclusion, the term “culture fit” is falling out of favor. Let your employees be the way they are. For instance, let’s say the majority of women in your organisation wear ‘salwar-kameez’. 

Rotate who runs your meetings 

Let’s face it, most meetings are either too long or end up rehashing the same topics again and again. In some cases, you may have the same people talking and talking and talking, while others remain silent or disengaged. Change up the dynamic by rotating who runs meetings. Give that individual the leeway to be creative, while ensuring you’re in alignment on the goals of the meeting. This gets people engaged and sends a signal that everyone’s contribution matters. When done well, this creates openings for everyone to weigh in and, hopefully, inspire lively discussions and decisive actions.

Don’t carry your assumptions at the workplace 

It is easy and often natural to make assumptions about others in the workplace, leading to misunderstandings, biases and often wrong conclusions. The next time you find yourself assuming something of someone — even if it’s as simple as “She’s probably too busy” — stop yourself. And ask the question first of that individual. Even if you confirm your assumption, you now have an informed understanding as a basis for further exploration and clarity. 

Inclusion is not a one-time thing

It isn’t enough to teach employees what it means to be inclusive. Like any form of behavior change, inclusion requires individuals to identify key moments in which to build new habits or “micro-behaviors” (daily actions that can be practiced and measured). And when these habits are put into action in an environment that supports honest conversations and healthy tension, real change becomes possible.

Formation of an inclusion council 

An inclusion council consists of basically mid and junior level workers who share common backgrounds. The council should be as diverse as possible with members representing different ethnicities, gender, business function, location,  etc. Council should have a goal to hire, retain and advance a diverse workforce and address employee-related problems. They must review the organisational feedback, solve the challenges faced by different persons and carry messages about work to their senior peers.