How can you create an inclusive workplace for all employees?

In my micro workplace environment, "Inclusion" means "one rule" for everyone ― nationality, race, sex, ethnicity, geography/region (minority or majority world), gender (whether solid or fluid), etc.

Define Inclusion and Diversity: Diversity: Variety of characteristics like race, gender, age, religion. Inclusion: Ensuring people feel valued and respected regardless of their diversity. Promote Awareness: Conduct training to address unconscious bias and understand different cultures. Implement Inclusive Policies: Develop flexible work arrangements and anti-discrimination policies. Encourage Open Communication: Foster an environment for employees to share ideas and concerns freely. Recognize Differences: Celebrate diverse backgrounds and contributions of all employees. Provide Equal Opportunities: Ensure equal access to advancement and professional development. Create Supportive Networks: Establish employee resource groups

It's essential upfront that there's a shared definition of what diversity and inclusion means - your country, company and culture is important. With relevant examples that demonstrate it. All workers, regardless of differences, will feel appreciated and respected if they are included. Diversity includes a range of identities and backgrounds. By accepting both, businesses create an environment where each person's distinct viewpoint is valued, making the workplace more encouraging and fair for all. What matters is how you define both terms within your context.

Recognize that people have different communication styles. People who are not communicating in their first language might seem more formal than a native speaker, for instance, and slower to respond. Taking the time to consider the extra work needed to process information and generate a response is fairer than assuming that they are cold and distant. Another example is that autistic team members tend to find it difficult to understand non-verbal and paraverbal communication, and respond only to what is spoken or written. They also often cannot use non-verbal communication effectively, such as varying tone. Willingness to consider multiple causes of a difference in communication, and assume best intent, creates a more inclusive culture.

Practice Active Listening: Listen attentively to understand and share others' feelings and perspectives. Ask Open-Ended Questions: Encourage deeper conversation and understanding. Acknowledge Emotions: Recognize and validate others' feelings to build rapport and trust. Avoid Judgments and Assumptions: Refrain from making premature conclusions or evaluations. Be Curious and Open to Learning: Engage with those from different backgrounds to broaden your knowledge and challenge biases. Build Mutual Respect: Foster an environment of mutual respect by demonstrating genuine interest and understanding.

What are words or terms that make you feel included? Consider asking this question to new audiences you are engaging. People will often tell you how to include them - just ask ??.

Avoid Gendered Terms: Use neutral terms like "chairperson" instead of "chairman" or "spokesperson" instead of "spokesman". Avoid Generalizations: Refrain from making broad statements like "all Asians are good at math". Avoid Offensive Slurs: Do not use derogatory terms like "retarded" or "crazy". Use Affirming and Respectful Terms: Use terms that affirm people's identities, preferences, and abilities, such as "team" or "neurodiverse". Avoid Stereotypes: Refrain from using oversimplified and often negative beliefs about a group of people. Prevent Microaggressions: Be mindful of unintentional acts or words that may harm or insult someone based on their diversity.

Value Feedback: Recognize feedback as an opportunity for learning and improvement. Ask Constructive Questions: Pose specific and constructive questions to gather meaningful feedback. Listen Attentively: Listen actively and respectfully to understand others' perceptions and perspectives. Show Appreciation: Thank the person for their input and insights. Act on Feedback: Implement changes based on the feedback received to improve communication and interactions. Be Open to Change: Embrace flexibility and adaptability to meet the needs and expectations of others and respond to changing circumstances.

Being part of a conference where recently a story was told without a trigger warning, that visibly upset many people in the room, was a quick way for the leadership team to get feedback they missed the mark. The senior leader immediately stepped on stage, gave an apology, explained the steps to avoid this happening, and asked for open discussions on other ways to improve. There will be (often) be issues that emerge in this space, what matters is how they are managed, and what can be learned from the experience. Everyone deserves a right to be included. We have to keep learning.

Promote Allyship: Encourage employees to act as allies to support and advocate for their colleagues from marginalized or underrepresented groups. Cultivate a Culture of Respect: Foster a culture where all employees treat each other with respect, regardless of their differences. Offer Diversity and Inclusion Training: Provide regular training sessions to educate employees on diversity, inclusion, and unconscious bias. Establish Clear Diversity and Inclusion Goals: Set measurable goals and objectives to guide diversity and inclusion initiatives and track progress over time. Create Diverse and Inclusive Hiring Practices: Implement fair and inclusive hiring practices to attract and retain a diverse workforce.

An excellent way is to use visual management tools to share information in a transparent, inclusive and light way that promotes the feeling of belonging of all employees. For example, opening shared and collaborative digital walls where everyone is called to contribute ideas, insights, generate polls, exchange information, build a collective knowledge base.