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You’re struggling to create a culture of inclusion. What can you do to change that?

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Creating a culture of inclusion is not only the right thing to do, but also a smart way to boost performance, innovation, and engagement. However, many leaders and organizations struggle to make inclusion a reality, especially in times of change and uncertainty. How can you overcome the common barriers and challenges that prevent you from fostering a more inclusive culture? Here are some practical tips and strategies that you can apply to your situation.

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Luisa Bernhardt Franco

| Cultura organizacional | RRHH | HR influencer 2022/23/24 | Desarrollo y bienestar organizacional | Team Building |…
Joanne Lockwood ??s? ??s? ?????

The Inclusive Culture Expert @ SEE Change Happen | Promoting Positive People Experiences | Keynote Speaker | Writer |…
Achim Arnold

Top Corporate Sustainability Voice | Chief Commercial Officer | Systemic Coach, Sustainable Strategies & Cultures | SDG…

1 Assess your current state

The first step to creating a culture of inclusion is to understand where you are and where you want to go. You need to gather data and feedback from your employees, customers, and stakeholders to identify the gaps and opportunities for improvement. You can use surveys, interviews, focus groups, or other methods to collect quantitative and qualitative information. You should also review your policies, practices, and processes to see how they support or hinder inclusion. For example, how do you recruit, train, reward, and promote your staff? How do you communicate, collaborate, and make decisions? How do you handle conflicts, complaints, and feedback?

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Achim Arnold

Top Corporate Sustainability Voice | Chief Commercial Officer | Systemic Coach, Sustainable Strategies & Cultures | SDG & IDG I Uni Coaching Programme Lead
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In our community of practice we put an emphasis on selecting appropriate stakeholders on a range of criteria (department/function/business unit) demographic factors - but also less common criteria of people who are likely to have sharper lenses on norm behaviours (of individuals, department and the company as a whole) and what values that indicates to them. In a holistic SDG culture review these would also include NGOs, GOV (or those close to it), and vulnerable people/ecosystems (or their advocates).

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Eileen Grimes
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Your current state starts at who you are as a leader and a company at your very core. What are the values you say you have and what are the values you live by? Those two may be very different things and understanding the delta between will shine light on some of the behaviors, processes, and beliefs that continue to uphold your culture as it currently exists. When you gather data, you need to be prepared for the feedback...yes...really prepared. Assess where you are for hearing the things that might sting and that bring up the things you fear the most. This goes back to doing your own work as a leader. Knowing who you are, what you stand for, and where you have opportunities to grow yourself (hint: this never ends, ever.)

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2 Define your vision and goals

The next step is to articulate a clear and compelling vision and goals for inclusion. You need to communicate why inclusion matters to your organization, what it means in practice, and how it aligns with your mission, values, and strategy. You also need to set specific, measurable, achievable, relevant, and time-bound (SMART) goals that reflect your desired outcomes and indicators. For example, you might want to increase the representation and retention of diverse groups, enhance the sense of belonging and trust among your staff, or improve the quality and creativity of your products and services.

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Alejandro Brice?o

Business Development Manager @ Amazon Web Services (AWS) | Business Leadership
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Para superar los desafíos en la creación de una cultura de inclusión, es esencial comprometerse con un enfoque multifacético. Comienza por realizar una auditoría de cultura inclusiva para comprender las áreas de mejora. Desarrolla políticas claras de inclusión y diversidad y ofrece formación y sensibilización para toda la organización. Asegúrate de que la inclusión se integre en los procesos de reclutamiento y desarrollo profesional, promoviendo la equidad en todas las oportunidades. Fomenta la creación de grupos de recursos para empleados y canales que celebren la diversidad

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3 Engage your stakeholders

The third step is to engage your stakeholders in the process of creating a culture of inclusion. You need to involve your employees, customers, and partners in the design, implementation, and evaluation of your inclusion initiatives. You need to listen to their perspectives, needs, and expectations, and address their concerns and questions. You also need to empower them to take action and contribute to the change. For example, you might want to create cross-functional teams, networks, or committees to lead and support your inclusion efforts, or provide training, coaching, or mentoring opportunities to develop your staff's skills and awareness.

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4 Implement your action plan

The fourth step is to implement your action plan for inclusion. You need to prioritize your actions, allocate your resources, and assign your responsibilities. You also need to monitor your progress, track your results, and adjust your plan as needed. You should use a variety of tools and techniques to promote and sustain inclusion in your organization. For example, you might want to revise your policies, practices, and processes to make them more inclusive, or introduce new programs, events, or activities to celebrate and leverage diversity.

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Luisa Bernhardt Franco

| Cultura organizacional | RRHH | HR influencer 2022/23/24 | Desarrollo y bienestar organizacional | Team Building | Consultoría en LinkedIn | Formaciones corporativas | Speaker | Más de 3000 colaboradores impactados |
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Para crear una cultura de inclusión, es fundamental realizar un diagnóstico inicial de la cultura organizacional, comprometer a la alta dirección, ofrecer formación sobre diversidad e inclusión, establecer políticas claras contra la discriminación, promover la inclusión en la toma de decisiones, celebrar la diversidad, fomentar programas de mentoría, y medir el progreso mediante indicadores específicos. Este enfoque integral requiere una comunicación abierta, el compromiso de todos los niveles de la organización y la disposición para ajustar estrategias basadas en retroalimentación y resultados, impulsando así un ambiente laboral más inclusivo y productivo.

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Ivette Milander

Consultora Gestión Humana y Desarrollo Organizacional | Dise?o organizacional | Compensación y beneficios | Gestión del desempe?o | Más de 15 a?os de experiencia directiva al servicio de las PYMES.
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También es importante definir cuál es el alcance de esta inclusión. Cómo lo haremos visible y palpable? Cuáles ritos y simbolos incorporaremos a nuestra cultura para que la inclusión y diversidad sea una vivencia cotidiana más allá del discurso? Cuando se trata de cultura lo que se vive diariamente en las organizaciones es tan contundente que ni siquiera permite que se escuche lo que se alega en contra.

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Alejandro Brice?o

Business Development Manager @ Amazon Web Services (AWS) | Business Leadership
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Para superar los desafíos en la creación de una cultura de inclusión, es esencial comprometerse con un enfoque multifacético. Comienza por realizar una auditoría de cultura inclusiva para comprender las áreas de mejora. Desarrolla políticas claras de inclusión y diversidad y ofrece formación y sensibilización para toda la organización. Asegúrate de que la inclusión se integre en los procesos de reclutamiento y desarrollo profesional, promoviendo la equidad en todas las oportunidades. Fomenta la creación de grupos de recursos para empleados y canales que celebren la diversidad.

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5 Celebrate your successes and learn from your failures

The fifth step is to celebrate your successes and learn from your failures. You need to recognize and reward your achievements, both big and small, and share your stories and best practices with others. You also need to acknowledge and learn from your mistakes, challenges, and setbacks, and seek feedback and support to improve. You should use a continuous improvement mindset to keep learning and growing as an inclusive leader and organization. For example, you might want to conduct regular reviews, surveys, or audits to measure your impact and satisfaction, or seek external recognition, accreditation, or certification to benchmark your performance.

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Joanne Lockwood ??s? ??s? ?????

The Inclusive Culture Expert @ SEE Change Happen | Promoting Positive People Experiences | Keynote Speaker | Writer | Podcaster
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I commit to actively recognising and valuing the diverse contributions of all team members, ensuring that successes, big or small, are celebrated in a way that reflects our collective achievement and diversity. Equally, I see the power in openly addressing and learning from our failures, treating them as invaluable opportunities for growth and understanding. By fostering an environment where both successes and failures are shared experiences, I aim to build stronger bonds of trust and mutual respect. This approach encourages a more inclusive atmosphere, where every team member feels valued and integral to our journey.

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6 Keep the momentum going

The final step is to keep the momentum going. You need to maintain your commitment, enthusiasm, and action for inclusion. You also need to adapt to the changing needs, expectations, and opportunities of your stakeholders and environment. You should use a proactive and agile approach to anticipate and respond to the emerging trends, issues, and challenges that affect your inclusion goals and strategies. For example, you might want to expand your scope, reach, or impact of your inclusion initiatives, or explore new partnerships, collaborations, or innovations to enhance your inclusion outcomes.

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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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You’re struggling to create a culture of inclusion. What can you do to change that?

1

2

3

4

5

6

7

1 Assess your current state

2 Define your vision and goals

3 Engage your stakeholders

4 Implement your action plan

5 Celebrate your successes and learn from your failures

6 Keep the momentum going

7 Here’s what else to consider

Culture Change

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You’re struggling to create a culture of inclusion. What can you do to change that?

1

2

3

4

5

6

7

1 Assess your current state

2 Define your vision and goals

3 Engage your stakeholders

4 Implement your action plan

5 Celebrate your successes and learn from your failures

6 Keep the momentum going

7 Here’s what else to consider

Culture Change

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