Studies show that inclusive workplaces are more likely to surpass their financial goals. Employees who feel that they are able to bring their “whole selves” to work are more likely to stay for longer than a year. Inclusion in the workplace begins from the interview process and goes through the employee’s last day. Inclusivity creates an open space for those who would usually be marginalized to have a voice, be presented the same opportunities as their non-marginalized peers, and more. 

Inclusion is the sense of belonging, connection and the community one can engage with at work. It’s primarily about how an employee has the opportunity to engage in their workplace and with the people around them. A company has its inclusion in place when people can come to work and be themselves, voice diverse views without fear, and have equal opportunities. This practice is still finding its way in many organizations and digital life will complicate it. How do you make an inclusive workplace during a time of panic or change? 

Commitment from Leadership – Intentionally focusing on inclusive practices:

Change starts from the top. The strength of the change carries down into the rest of the organization. Leaders need to be committed to inclusivity during a pandemic. Modeling behaviors and setting expectations for management and executives and holding them accountable is key.  

Furthermore, leaders need to be cognizant of issues that may impact marginalized groups and create a response that shows that they are with their employees. Staying silent is agreeing. During the #BlackLivesMatter protests for George Floyd, many companies have remained silent when it is corporate-social responsibility to respond to these social issues, internally and externally. As a leader, create an open space for employees to voice their opinions and check in on their mental health. Make sure you are not staying silent, and silencing your employees.

Provide Resources 

With all the major change happening, it is important to provide your employees with the resources they need to succeed and be inclusive. Provide team chats through MS Teams or Slack to make sure that everyone is included and can get involved. 

Additionally, learning and development is a major component of inclusion. This is the perfect time for employees to advance and develop their careers at home. Providing opportunities for your team to learn, even while at home, will go a long way.  Encouraging them to pursue educational opportunities, during a time of stress will allow them to magnify their growth and innovation. Without learning and development as a key component of inclusion and broader company values, you’ll stunt employee growth and limit innovation.

Respect 

Create an open space for employees to know that their opinions are valued and respected at the organization. In order for this to work management teams should practice empathy and reversing personal biases. No one wants to work for a company and be a robot. Having respect for your employees and valuing their opinion will go a long way for the company. You can measure this tool by accepting anonymous feedback, informal group conversations, and making yourself available online.

Create a Sense of Belonging 

Everyone needs to feel a sense of connection – whether it is personal, or within their work, it is human nature to crave that connection to something bigger than themselves. This connection will vary and that’s okay – employees need to feel that their organization values their unique culture, values,  perspective, and skills that are brought to the table. Whether you are a manager or a peer. An employee’s sense of belonging can affect their longevity at a company, their well-being, productivity, engagement, and more.   Whenever you can communicate with a team member, let them know what you value about them. Bring your inclusive

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