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How do you ensure inclusion in your team?

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Inclusion is more than just diversity. It means creating a team culture where everyone feels valued, respected, and supported to contribute their best. Inclusion can boost team performance, creativity, and innovation, as well as reduce turnover and conflict. But how do you ensure inclusion in your team? Here are some practical tips to help you foster an inclusive team environment.

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Sue Milne ACMA CGMA

Partnering with finance professionals and their teams to navigate change with confidence | Leadership Coach (ICF…
Sean McPheat

Trusted by 9,000+ Companies for Leadership & Sales Training | CEO of MTD Training & Skillshub | Speaker & Author
Trent Belz

Facilities Systems Project Manager | Security, Fire Suppression, Life Safety Systems at Corteva Agriscience

1 Assess your team's current state

Before you can improve inclusion, you need to understand where your team stands. You can use surveys, interviews, or focus groups to gather feedback from your team members on how they perceive the team culture, communication, collaboration, and decision-making. You can also use tools like the Team Inclusion Index or the Inclusive Behaviors Inventory to measure your team's level of inclusion. Based on the results, you can identify the strengths and gaps of your team's inclusiveness and set specific goals for improvement.

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???Tyler Hayden, CSP, HoF, BRM (OEE)

Hall of Fame Keynote Speaker, Bestselling Author, Motivational Speaker, Team Building Expert & Workplace Culture Consultant
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Setting goals is important- the behaviours to reach those goals are vital. Some simple things you can do to promote inclusion in your team include: ?? Be open to talking about DE&I ?? Support co-workers differences ?? Build documentation that is useful to inclusive technology (ie tagging for readers) ?? Think about how you communicate- content, style, humour, etc ?? Use pronouns ?? Empower/Support senior leadership adoption of practices It’s not an overnight process… it takes time - so lean in and invest in building meaningful teams.

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2 Communicate your commitment to inclusion

As a team leader, you have an important role in setting the tone and expectations for inclusion. It is essential to communicate your commitment to inclusion to your team through sharing your vision and values for an inclusive team culture and how they relate to the organization's mission and strategy. Additionally, it is beneficial to explain the advantages and difficulties of inclusion and how they can impact the team's performance and well-being. You should also acknowledge and address any biases, stereotypes, or assumptions that may impede inclusion, as well as how to overcome them. Finally, encouraging and rewarding inclusive behaviors and actions, such as listening, sharing, supporting, and respecting each other are essential for fostering an inclusive environment.

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Sue Milne ACMA CGMA

Partnering with finance professionals and their teams to navigate change with confidence | Leadership Coach (ICF Accredited) | Mentor | Change Delivery
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One of the quickest ways to covey what's important in terms of the team culture especially around inclusion is by modelling the behaviours in what you do every day. If what you communicate fits with how you are behaving it will be much easier for your team to understand what's important.

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Sue Milne ACMA CGMA

Partnering with finance professionals and their teams to navigate change with confidence | Leadership Coach (ICF Accredited) | Mentor | Change Delivery
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One of the quickest ways to covey what's important in terms of the team culture especially around inclusion is by modelling the behaviours in what you do every day. If what you communicate fits with how you are behaving it will be much easier for your team to understand what's important.

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Sue Milne ACMA CGMA

Partnering with finance professionals and their teams to navigate change with confidence | Leadership Coach (ICF Accredited) | Mentor | Change Delivery
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One of the quickest ways to covey what's important in terms of the team culture especially around inclusion is by modelling the behaviours in what you do every day. If what you communicate fits with how you are behaving it will be much easier for your team to understand what's important.

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3 Involve your team in creating inclusion

Inclusion is not something you can impose on your team; it is something you need to co-create with them. To do this, seek and value their input and feedback on team issues, goals, and processes. Provide them with opportunities and resources to learn and grow their skills and knowledge. Empower them to take ownership and accountability for their roles and responsibilities, while celebrating their achievements and contributions. Furthermore, recognize their strengths and differences by soliciting and acting on their suggestions and ideas for improving inclusion.

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Sue Milne ACMA CGMA

Partnering with finance professionals and their teams to navigate change with confidence | Leadership Coach (ICF Accredited) | Mentor | Change Delivery
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Always be consistent in your actions, seek the teams feedback and ensure that they feel they can provide inputs to what you are doing. Not everyone will want to feedback in the same way so make sure you can tailor the approach to what fits in with the team. Over time check back in with how you are doing as a team and make sure you have a mechanism in place for doing this.

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4 Promote inclusive communication and collaboration

Communication and collaboration are essential for any team, especially an inclusive one. To promote inclusion, you should establish and enforce norms and rules for respectful and constructive communication and feedback. Additionally, use inclusive language and avoid jargon or acronyms that could be confusing. Additionally, create a safe and trusting space for team members to express their opinions without fear of judgment or retaliation. Furthermore, encourage team members to share their perspectives, experiences, and backgrounds to learn from each other’s diversity. Finally, facilitate team meetings and discussions that ensure equal participation, representation, and voice for all team members.

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Karen Taylor, MA, ACC

Building Exciting Futures That Matter | Creating Change with Evidence-Based Coaching & Strategy | Thrive in Work, Life & Business | 1:1, Team, & Community-Powered Support | ICF Accredited Master Coach & Trainer |CIC CEO
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Key aspects here are ensuring that the environment is psychologically safe, fostering active listening, clear communication with clean language and equitable participation. However this starts with the top of the organisation and needs to be embedded within its culture, and is behaviour that needs to be modelled by the leaders not just assumed to be part of the approach but actively seen.

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5 Monitor and evaluate your team's progress

Creating an inclusive team is not a one-time event; it is an ongoing process that requires constant monitoring and evaluation. To do this, you should collect and analyze data on team performance, engagement, satisfaction, and retention. Additionally, track and measure progress towards the goals and indicators of inclusion set earlier. You should also solicit and review feedback from team members, stakeholders, and customers on how they perceive and experience your team’s inclusiveness. This will help you identify any issues, challenges, or barriers that may affect your team’s inclusion and take corrective actions. Finally, celebrate and reward your team’s achievements and successes in fostering inclusion while learning from failures and mistakes.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Sean McPheat

Trusted by 9,000+ Companies for Leadership & Sales Training | CEO of MTD Training & Skillshub | Speaker & Author
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I am so happy that this article covered more than just diversity. Inclusion is much more than that. It’s all about making sure that your team members feel included in decisions, the culture of the company, and what they do really matters.

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Trent Belz

Facilities Systems Project Manager | Security, Fire Suppression, Life Safety Systems at Corteva Agriscience
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Something that I like to do with a team is reinforce each individual member’s special credentials, backgrounds, and skill sets with the other team members. I think this helps promote the value of each member, and instills both self confidence and confidence in each other. It also helps organize, plan, and delegate responsibilities in projects.

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How do you ensure inclusion in your team?

1

2

3

4

5

6

1 Assess your team's current state

2 Communicate your commitment to inclusion

3 Involve your team in creating inclusion

4 Promote inclusive communication and collaboration

5 Monitor and evaluate your team's progress

6 Here’s what else to consider

Team Management

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How do you ensure inclusion in your team?

1

2

3

4

5

6

1 Assess your team's current state

2 Communicate your commitment to inclusion

3 Involve your team in creating inclusion

4 Promote inclusive communication and collaboration

5 Monitor and evaluate your team's progress

6 Here’s what else to consider

Team Management

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