Creating An Inclusive Culture

"Diversity is being invited to the party; inclusion is being asked to dance," Verna Myers

 

Diversity efforts and initiatives can fall flat if not accompanied by strong inclusivity initiatives, and inclusivity can be more difficult to define. In today’s world, having an inclusive and diverse culture is something everyone is searching for. According to findings from the HR Research Institute, 41% of people say that ethnic and racial minorities represent no more than 10% of leaders within a company. And 46% say women represent no more than 30% of leaders within their company. This is a key issue -- people need their job to feel like a community where they can relate to others with similar backgrounds. Having leaders who understand and respect the various backgrounds and beliefs of others is something that needs to be encouraged within work cultures. People want those resourceful leaders they can go to have conversations with these peers and not feel judged. 
 

One of the most important aspects of a company is its values. Do the leaders in your company only care about profits or do they have a clear line between successes and doing everything in a value-driven way that everyone within the company can support and be proud to be a part of? 
 

In order to create an inclusive culture within a company, people need to be open to the diversity that is in our world. Pat Wadors said, “When we listen and celebrate what is both common and different, we become a wiser, more inclusive, and better organization.” No two people are the same. Sure they may have the same interests or hobbies, but at the core of it all everyone has a different background. The quicker people are able to understand that within the company culture, the easier it is to be more inclusive and have certain conversations, the better. With the current events going on with systemic racism, conversations are more important than ever. Leaders who are able to listen to their employees’ suggestions and let them express how they feel will not only build stronger relationships, but will also help them move their company in a positive direction. 

A big challenge that people face is stepping outside of their comfort zone and bringing up these critical issues. There is that fear that they will not be heard or whatever they say will not be implemented. Research shows that organizations that have successful diversity and inclusion practices are more likely than others to have support come from the top, integrate a framework into their business strategies with diversity and inclusion at the core, provide training for inclusion awareness, communication practices, pay equity, unconscious bias, and inclusive recruitment policies, and ultimately have programs to improve diversity in the leadership ranks. 

Remember what it was like on your first day on the job. You were probably nervous, a little scared, maybe overwhelmed. After a while, you got to know people around you and break out of your shell. Now imagine having those “first day” feelings every time you go to work, because you feel like the company is not as inclusive as you hoped or does not live up to the values they claim. Imagine they do not have any of the resources or training, and more importantly, the open mind to change their organization. Being in a culture that does not feel diverse or inclusive can be overwhelming, since it may feel like your voice is not heard and you cannot fully express how you feel. That is why creating an inclusive culture is crucial in the workplace. Giving everyone the opportunity to have a voice and feel heard has its benefits, and without it those benefits will never be seen. What if you walked in every day and followed the exact same routine where you do your work, interact with the same people, and then go home. 

Research shows 52% of HR professionals say management not “buying in” to change company culture is the biggest barrier. If this barrier can be broken and everyone can have a voice no matter their role, it will bring the company closer together which is a good thing! There is no reason why a person in a higher position than you cannot also be your friend who you can talk to about certain issues arising. Having those leaders who show compassion and care for their employees and the customers they serve makes the culture feel amazing. Those leaders can be people that an employee can be proud to look up to. Working in an environment that is diverse and inclusive brings out the best in everyone. Whether your company needs to become more diverse and inclusive or your company has been practicing inclusiveness but there is still room to improve, there is no better time to start learning than today! Go out there and make your company culture better for all. 

Learn more about High-Level Wellness Through Multicultural Competency and join the next cohort