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What are your best tips for creating a culture of inclusion and belonging?

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Creating a culture of inclusion and belonging is not only the right thing to do, but also a key factor for employee engagement and organizational performance. Inclusive and belonging cultures foster a sense of connection, respect, and value among employees, regardless of their backgrounds, identities, or perspectives. They also promote innovation, collaboration, and problem-solving by leveraging diverse talents and perspectives. How can you create such a culture in your workplace? Here are some best tips to get you started.

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1 Define your vision and values

The first step to creating a culture of inclusion and belonging is to define your vision and values as an organization. What is your purpose, mission, and vision? What are the core values that guide your actions and decisions? How do they align with the principles of diversity, equity, and inclusion? Communicate your vision and values clearly and consistently to your employees, and make sure they are reflected in your policies, practices, and processes. Invite feedback and input from your employees on how to align your vision and values with their needs and expectations.

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Mira H.

Product Operations and Innovation Manager at Parents at Work
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Warning: Don’t engage in DEIB efforts solely for the purpose of appearing inclusive without making systemic changes and addressing underlying inequity. It will backfire, and damage trust, reputation, organisational culture, employee morale and retention. Defining your DEIB vision and values authentically, while ensuring buy-in necessitates an inclusive approach. -Engage stakeholders and incorporate their perspectives to ensure the vision and values reflect the company’s needs and aspirations -Clarify the purpose and communicate it clearly -Align it with the company’s core values and principles -enlist leadership to model inclusive behaviour and championing diversity -define metrics to evaluate success and identify improvement areas

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2 Educate and train your leaders and employees

The second step to creating a culture of inclusion and belonging is to educate and train your leaders and employees on the importance and benefits of diversity, equity, and inclusion. Provide them with the knowledge, skills, and tools to understand, appreciate, and embrace diversity in all its forms. Help them recognize and overcome their own biases, stereotypes, and assumptions. Teach them how to communicate, collaborate, and resolve conflicts effectively across differences. Encourage them to seek out and learn from diverse perspectives and experiences.

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3 Create a safe and supportive environment

The third step to creating a culture of inclusion and belonging is to create a safe and supportive environment where employees feel comfortable and confident to express themselves, share their ideas, and contribute to the organization. Establish clear and fair rules and expectations for behavior and performance. Provide regular and constructive feedback and recognition. Address any issues or concerns promptly and respectfully. Foster a climate of trust, openness, and accountability. Provide resources and support for employees' well-being and development.

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María Márquez

Employer Branding Content Specialist at Wrike | Social Media Savvy | Employer Branding Lover | Translator | Feedback Enthusiast
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Don't create just a seat at the table. Give everyone a voice, listen, and act on their insights. Inclusive organizations listen to everyone, so leaders should invest in creating a safe environment for everyone to bring their whole self to work and celebrate their differences. Leverage a culture of continuous feedback, two-way communication, recognition, and appreciation to make everyone feel valued and included. Creating a belonging and accepting workplace is fundamental for employees to trust, engage, and thrive. In parallel, this helps businesses to achieve higher performance, productivity, and overall well-being levels of their people.

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4 Celebrate and leverage diversity

The fourth step to creating a culture of inclusion and belonging is to celebrate and leverage the diversity of your employees. Recognize and appreciate the unique strengths, skills, and contributions of each employee. Celebrate the achievements, milestones, and stories of your employees. Create opportunities for employees to interact, network, and socialize with people from different backgrounds, identities, and perspectives. Encourage employees to join or form affinity groups, mentorship programs, or employee resource groups. Support employees' involvement in community or social causes that matter to them.

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Michelle LeNore W., MBA, CQIA

Corporate Strategy & Revenue Operational Growth Executive | Driving Scalable Business Solutions & Market Expansion
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Diversity and inclusion will always be a part of our personal and business ?????? lives. We should not run from it but embrace it. At some point in any person’s life they will experience it due to age (being too young or too old), religion, gender, height, culture, status in life…and the list goes on and on. Supporting employees through these changes is listening ?? then making appropriate changes for a productive environment for success.

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5 Solicit and act on feedback

The fifth step to creating a culture of inclusion and belonging is to solicit and act on feedback from your employees. Ask your employees how they feel about the culture, climate, and practices of your organization. Listen to their opinions, suggestions, and concerns. Acknowledge their feedback and show them that you value their input. Implement changes or improvements based on their feedback. Monitor and measure the impact of your actions. Communicate your progress and results to your employees.

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Anais Babajanian

Business & Leadership Coach | Former Insurance Agency Owner (Sold 2021) | I teach small business owners and managers how to bridge the gaps in their operations and teams so they can go from surviving→THRIVING.
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This is paramount to creating a culture of inclusivity and belonging, especially considering not everyone on your team will immediately feel comfortable sharing and offering ideas. It's important to take initiative with your employees and ask them for feedback 1:1, as some of them may feel hesitant to come forward, despite the culture you've created.

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6 Model and promote inclusion and belonging

The sixth and final step to creating a culture of inclusion and belonging is to model and promote inclusion and belonging as a leader and as an employee. Demonstrate your commitment and accountability to diversity, equity, and inclusion. Lead by example and show respect, empathy, and curiosity for others. Challenge and confront any behaviors or practices that undermine inclusion and belonging. Share your own experiences and stories of inclusion and belonging. Inspire and empower others to do the same.

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Disa Nalupurakkal

HR Consultant || HR Head || IT/Non IT hiring expert || Strategy building || Diversity & Inclusion Specialist
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Creating a culture of inclusion is very much essential for fostering a diverse and equitable workplace where all employees feel valued, respected, and empowered to contribute their best of the best. Its recommended to establish Employee Resource Groups that provide employees with an open platform to connect, share their experiences and support one another. _ Disa Nalupurakkal

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Paul Everitt

Learning and OD, Culture and Employee engagement Consultant
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This is absolutely key. Culture is defined by what leaders say and do, and how they say and do it. Every decision they make, every interaction they have with others, everything they reward, or 'punish' sets the tone for what is acceptable and what is not. No amount of policies or initiatives will compensate for leaders who behave in a way that is counter-culture.

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7 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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Lopamudra Priyadarshini, SPHRi?,Prosci?

A passionate HR in between a loving WIFE & MOTHER!!
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The greatest misconception regarding culture building is that it is the responsibility of CXOs or that it flows from the top down. In contrast, establishing a culture is everyone's responsibility. Everyone, from the newest member to the CEO, is responsible for fostering an inclusive and welcoming culture. Continuous Evaluation is another important step in constructing a culture of inclusion and belonging. Initiatives and programs should be regularly evaluated and reevaluated to identify improvement opportunities.

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Scott Gould

Engagement Consultant and Keynote Speaker
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Inclusion is more than demographics. It’s also personality, perspectives, differences Inclusion means involving those you might not want to involve, or people you don’t like, as well as those who are traditionally more excluded So the work becomes bigger. It’s about working to create an environment where everyone’s best comes forward

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What are your best tips for creating a culture of inclusion and belonging?

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1 Define your vision and values

2 Educate and train your leaders and employees

3 Create a safe and supportive environment

4 Celebrate and leverage diversity

5 Solicit and act on feedback

6 Model and promote inclusion and belonging

7 Here’s what else to consider

Employee Engagement

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