The A, B, C for inclusive companies

As you might know, problems related to discrimination in companies and working places around the world is an important issue to take care about.  The need to adopt better mechanisms that fulfill the employees’ rights is real. Since diversity and inclusion go hand in hand; without them organizations cannot become inclusive.

Leaders and their companies need to incorporate better methodologies to encourage an inclusive mindset in their employee´s. This can be done by adapting their structures, administrative procedures, anti-discrimination policies, defense mechanisms, attention to cases, privacy policies, recruitment/hiring processes, and internal communication messages, among others.

In a perfect world, every company needs to be aligned with inclusion policies. Unfortunately, some of them aren’t. Companies need to have a workforce that includes all types of diversity if they want to be regarded by their employees as neutral, understanding, inclusive, and interested in their needs and rights.

An inclusive work culture requires that every employee avoids behaviors that may damage their working environment. Everyone needs to feel included in every space, in each activity, to have a better working experience.

Recently, Deloitte (professional services industry of accounting services) carried out a survey1 about why inclusion matters in the workplace. It explains that individuals want to be their authentic selves at work and that 80% of their respondents consider inclusion as an essential factor when choosing an employer.

To achieve a successful policy of inclusion at work, it is recommended:

1.    Educate your managers on the importance of inclusion at work.

2.    Create an Inclusive workplace culture by rethinking your workforce policies.

3.    Communicate the company´s inclusion goals to measure your progress.

4.    Celebrate the differences.

5.    Make everyone feel included.

6.    Diversify your opportunities for a real employee engagement.

7.    Make an early introduction to inclusion for new workers.

8.    Make pronouns matter.

9.    Create and promote a diversity and inclusion (D&I) communication channel.

10. Form a Diversity and Inclusion (D&I) Committee.

11. Make sure that workplace inclusion becomes part of your everyday work-life culture.

And remember:

“Inclusion is not a matter of political correctness. It is the key to growth.”

-Rev. Jesse Jackson.