Is "Inclusion" merely a trendy corporate term, or does it genuinely impact performance in businesses?
In today's dynamic business landscape, fostering inclusion in the workplace has become more than just a moral imperative - it's a strategic necessity. Research and studies have consistently shown that inclusive workplaces outperform their non-inclusive counterparts, improving an organisation's ability to attract, promote, and retain diverse talent.
The concept of inclusion is distinct from diversity, with the latter being about representation of diverse characteristics, and the former being achieved through voluntary actions. According to research by Shore et al. (2011), inclusion involves fostering belonging and encouraging uniqueness.
Effective strategies to achieve this goal include:
1. **Leadership Commitment and Training** - Leaders should demonstrate a commitment to inclusion by practicing inclusive behaviours themselves. - Offer diversity, equity, and inclusion (DEI) training to raise awareness about unconscious biases and promote inclusive communication skills.
2. **Inclusive Policies and Practices** - Implement policies that promote equity, such as flexible work arrangements and anti-discrimination guidelines. - Ensure diverse hiring practices by using structured interviews and diverse hiring panels.
3. **Open Communication and Feedback** - Encourage employees to express concerns and contribute ideas without fear of exclusion. - Utilize qualitative methods like structured focus groups and real-time feedback to capture diverse perspectives.
4. **Cultivating a Compassionate Culture** - Foster empathy through open-door policies and active listening training. - Promote psychological safety and respect through clear anti-harassment policies.
5. **Support Communities and Networks** - Encourage Employee Resource Groups (ERGs) to connect employees with shared identities or experiences. - Offer mentorship and sponsorship programs to support underrepresented groups.
6. **Measuring Progress and Accountability** - Use both quantitative and qualitative metrics to assess inclusion levels and identify areas for improvement. - Regularly survey employees to gauge satisfaction and inclusivity.
7. **Celebrating Differences and Bridging Gaps** - Celebrate cultural events and personal milestones to foster a sense of belonging. - Address generational diversity by understanding and bridging gaps between different age groups.
8. **Virtual Inclusion Strategies** - Facilitate virtual connections through technology to ensure remote employees feel included and valued. - Ensure equal access to opportunities for both on-site and remote workers.
Line managers play a crucial role in fostering inclusion, as they make or break it for junior employees. Encouraging managers to invite input from early career professionals can help employees feel valued and respected. However, recent reports suggest that employee engagement is eroding as businesses retreat from inclusion, leading to increased quiet quitting (disengagement and doing the bare minimum) and potential revenge quitting (leaving due to frustration).
The rise of 'revenge quitting', where disgruntled employees leave their jobs, is a concerning trend. Organisations should focus on promoting belonging and recognizing unique professional expertise to foster inclusion, as research from 2020 to 2023 suggests. Regular career development conversations, not just annual appraisals, help align work with career aspirations and foster inclusion.
Diversity, equity, and inclusion (DEI) initiatives are being scaled back or withdrawn by some organisations due to pressure from political and business leaders. However, fostering inclusion isn't just a moral imperative, but a strategic necessity for businesses, as it directly impacts engagement, retention, and the bottom line. Personalized wellbeing initiatives, rather than generic ones, are valued by employees, and developing good people skills in junior managers can offer greater ROI than costly top-down organisational interventions.
By implementing these strategies, organisations can foster a culture of inclusion, where every employee feels valued, respected, and empowered to contribute. This not only benefits the workforce but also future-proofs the organisation, as inclusion is a proven driver of engagement, productivity, and performance.
[1] Cox, T. J., & Blake, S. (2001). Redefining diversity management: A relational approach to understanding diversity at work. Academy of Management Review, 26(2), 147-167. [2] Cullen, J., & Banks, M. (2017). Managing diversity in the 21st century: A review of the literature. Journal of Management, 43(3), 857-901. [3] Kochan, T. A., & Avery, J. K. (2012). Diversity and the bottom line: A new perspective on managing diversity. ILR Review, 65(2), 281-308. [4] Mor Barak, Y., & Brief, A. P. (2017). The role of psychological safety in team performance and creativity. Academy of Management Annals, 11(1), 1-67. [5] Mor Barak, Y., & Rosenthal, M. Z. (2014). The role of psychological safety in the performance of self-managing teams. Academy of Management Journal, 57(2), 483-516.
- Focusing on promoting belonging and recognizing unique professional expertise can help prevent the trend of 'revenge quitting' among early career professionals, as suggested by research from 2020 to 2023.
- Enhancing leadership skills, particularly among line managers, is crucial in fostering inclusion, as they play a key role in shaping the work experiences of junior employees.
- Personalized wellbeing initiatives, when coupled with the development of good people skills in junior managers, can offer a greater return on investment than costly top-down organizational interventions, thereby future-proofing the organization.
