What are the best ways to promote a culture of inclusion?

Your vision should also include your stakeholders. How will we make sure customers feel like they belong? How will develop a procurement practice where all suppliers have an equal chance. An inclusion vision should not only include employees, but all of the stakeholders who care about the organization's success.

To promote cultural inclusion, embrace diversity as a strength and create an environment where everyone feels valued, fostering a workplace where all voices are heard and appreciated for their unique perspectives. Inclusion is an ongoing journey that thrives on commitment to diversity, empathy, and the belief that it drives innovation and progress.

I believe that you can never be a "DEI expert" because our culture and society is constantly evolving. Encouraging people to have the eagerness to learn whether that may be to financially support education budget or for people leaders to set an example through sharing something they learned recently are some ways to foster an inclusive environment where practicing embracing the unknown is effective.

Training is the foundation. It is a good place to start. Ensure your facilitators have learned inclusive facilitation techniques and know how to balance power dynamics in these crucial conversations. Push your participants commit to taking action to check their bias and serve as allies to their peers.

Employee Resource Groups (ERGs) is one tool organizations can use to harness the power of their employees. They can also serve as feedback and communication hubs for the company's inclusion efforts. Leaders of ERGs should be supported to ensure they have the skills and support they need to support these groups.

We must not forget the power of role modeling. When team members see leaders consistently providing an inclusive environment, they repeat their actions. Leaders can increase inclusivity by seeking diverse perspectives from populations that are not represented in the meeting rooms, asking questions to increase their knowledge and awareness, and applying feedback or input as appropriate. As a leader, ask yourself, "Which perspectives are not represented in the room," and actively seek the input. Taking an extra step to make sure that a variety of populations have the opportunity to contribute beyond their daily activities can help propel the culture of inclusion and increase employee engagement.

One additional way a leader can lead by example is to apologize when they cause harm. By not dismissing a micro-aggression, the leader is modeling the behavior that the team should embrace.

Ensure your engagement surveys have questions measuring the level of inclusion and belonging in the organization. Hold leaders accountable for their scores and provide tools to help them grow in this area.

Just like the article shares, promoting a culture of inclusion isn't just a one time thing but rather builds over time. One way I try to foster a inclusive and safe space both personally and professionally, is to practice active listening skills, nonverbal cues to be open, and show that I care. That can be by asking how to pronounce their name or what their pronouns are to make sure that folks feel that I value and respect them.

The pitfalls of not promoting a culture of inclusion in the organizations include: Limited Diversity of Thought: A lack of diversity in perspectives and experiences can hinder innovation and creative problem-solving and Stifled Growth. Legal and Reputational Risks: Discrimination or exclusionary practices can lead to legal issues and damage the organization's reputation. Missed Opportunities: Failing to embrace diversity may result in missing out on valuable talent and market opportunities. Ineffective Decision-Making: A lack of diverse viewpoints can lead to poor decision-making and suboptimal solutions to problems. Negative Public Perception: Organisations that are not inclusive may be viewed unfavorably by customers and the public.

Curiosity and cultural humility are a very important part of promoting a culture of inclusion. Cultural humility is the willingness to learn about and respect other cultures. It is also the recognition that we all have different experiences and perspectives, and that we should be open to learning from others. Curiosity, respect, and humility are the keys to unlocking an inclusive workforce.