Inclusivity is the practice of making marginalized groups feel togetherness. Not being discriminated against. Really feeling included. Most people think of inclusivity and think an invite to a party or meeting, or acknowledging the culture of others in the workplace; while those are light examples of what it is, the issue goes deeper. Have you ever taken a vote on a matter that will affect you and the decision was based on what the majority wants? Then other options are just thrown off the table.

An organization can preach about inclusivity and their culture but is this only based on what the majority wants? For example, a company doesn’t provide paid maternity leave because 80% of the employees are male and it isn’t deemed necessary. 20% of women’s health concerns are not being considered in the benefits plan.

The old saying “majority rules” does not fit the framework of what inclusivity means. By only considering the majority, you are excluding the rest. When it comes to benefits, does your workplace offer benefits  for everyone which only fits the needs and wants of the majority of employees?  needs? Does your workplace offer flex-holiday schedules where you can take off the days so you can observe your faith based holidays?  Does it offer paid maternity leave? Does it have paternity leave? Is telehealth an option available to employees? before a holiday, or the next workday after it?

It’s the small things in the workplace that are important. The next time you are interviewing for a role, ask these questions.

“I am expecting to grow a family at some point. What benefits do you offer for expectant parents?”

“ Would there be an issue with me taking holidays that are celebrated in my faith/religion?”

“ Do you make accommodations for employees who need it?”

 If you are an employer, think about your benefits and how much they benefit those outsides of the majority. 

“ Do our benefits cover everyone and their needs?”

“ Can we offer supplemental benefits for these employees?”

“ Do we offer flexibility on holidays, especially religious holidays” without forcing employees to use PTO benefits?”

It’s guaranteed that it will be that outside of the majority who will be searching for jobs that can fit their needs. A way to navigate this is to still ask, find out what the majority does want BUT accommodate those who are not within the majority. Offering dynamic resources for your employees, no matter what life throws at them will help them feel included.