Building a culture of inclusion begins when leadership is on board. Their commitment is essential to sustaining a positive culture in the long run.
Although the responsibility for inclusion sits on the shoulders of the CEO, the only way for any diversity and inclusion program to survive and be effective is through leadership commitment. When employees see the behaviors and actions of inclusive leaders, they will be more engaged and productive, helping to grow and contribute to a workplace that is inclusive. Now that why know why it’s important, let’s ask the next logical question: how can you promote an inclusive company culture starting from the top?
How to Build a Culture of Inclusion
Build relationships. An inclusive culture requires a solid foundation of trust. By making efforts to authentically connect with employees and ensure psychological safety for them, leaders can build trust. When employees trust their leadership, they are more likely to share exciting and new ideas, as well as offer fresh perspectives that may have otherwise gone unheard.
Own it. Diversity and inclusion are often treated as a single initiative owned exclusively by HR; however, only when leadership steps up to own and drive diversity and inclusion will a company’s diversity and inclusion practices thrive. Leaders should be the first to role model inclusive behavior, and this will allow employees to feel safe enough to do the same.
Hold inclusion training for leaders. Don’t assume that leaders understand what it means to be inclusive; take the initiative and educate them how to cultivate an inclusive culture. Through inclusion training, they can grow emotional intelligence and better understand unconscious bias, giving them the confidence and skills to make fast, efficient and effective decisions as a people leader.
Practice inclusive leadership. Inclusive leaders actively seek out and consider different perspectives to inform their decision-making. This enables them to collaborate more effectively with others, facilitate constructive conversations, give actionable feedback, and act upon the advice of diverse employees. Leaders should be inclusive of the multiple viewpoints, perspectives and styles that are a part of diverse teams. Inclusive leadership makes diversity matter.
Form an inclusion council. One of the first steps you can take toward establishing a more inclusive organizational culture is to establish an inclusion, diversity, and equity (IDE) council/taskforce. These groups can be involved in goal-setting around hiring, retaining and advancing a diverse workforce and in furthering other IDE efforts. Carefully select employees (including leaders) who are not only passionate about building a diverse and inclusive organization, but also have the respect and trust of your people.
Hold leaders accountable. Make inclusion a core value of the organization — not just something you do to “check a box.” Increase accountability by tying a portion of leaders’ bonuses to diversity and inclusion goals. This sends a strong signal that the company takes the goals seriously. It also pushes leaders to be accountable for their behaviors.
Representation matters. Women and people from marginalized groups are still underpaid and underrepresented in higher level positions compared to their white, male counterparts. Employees should see diversity represented in senior leadership. While finding ways to attract diverse leaders is important, an inclusive culture will help retain that diversity.
No diversity and inclusion efforts and initiatives will be successful without buy-in from leadership. As with any culture change, if you want to develop a culture of inclusion, you must start from the top of the organization. Inclusive leadership is the key to not just creating a culture of inclusion; it is one if the most a crucial elements in fostering an innovative and productive workforce. If you’re interested in working with your leadership to foster a culture of inclusion, Inclusity is here to help.
