10 Ways to Be More Inclusive at Work

I remember the nauseating despair I felt, faced with the idea of confessing the obstacles caused by my invisible illness... I had just recently been hired as a content creator and blog author and couldn't even read the standard computer screen due to my aggressive form of Optic Neuritis ignited by Multiple Sclerosis. I quickly searched for tools that could support my vision impairment, but when the neurological deterioration affected my mobility, this disability couldn't be hidden any longer.

My new normal was an extremely challenging adjustment, mostly because there was nothing normal about it. Some days I couldn't physically lift my legs, whereas others I could waddle into the office without too much hassle.

The perfection pressure in our society had me ashamed and hiding every detail of my unique situation... and after discussing these fears and accessibility issues with my community of chronic illness warriors, I was told to throw the towel in and just give up, "nobody is going to want to hire you with all of that damage and you better start applying for disability now because it will take you nearly three years to get accepted," someone had left in a comment.

As a young mother fresh out of college, I wasn't going to give up. This idea most adults have that disability forces you to give up your life is absolutely unacceptable and it's up to you and me to change the preconceived notions about bias around this topic.

October is National Disability Employment Awareness Month as we shine a light on how to create a safe space for all ability levels to thrive. This article is based on a previous collaboration with inclusion expert and leadership consultant, Alissa Carpenter.

1.  Call Attention to Unconscious Bias

Whether we’re aware of it or not, bias seeps into the hiring and promotion process. We unconsciously favor people who think, look, and experience life like us versus people who don’t. It is much easier to relate to these individuals and see where they would “fit” in the organization. 

Unfortunately, by doing so we’re missing out on the opportunity for more innovative ideas, unique skills, and to grow our talent pools. To hire more diverse people, we need to take a step back and look at the diversity within the organization. People need to be able to see that we’re making a conscious effort to promote based on talent and see a future for themselves.     

Take Action: Take a look at your company’s social media pages, company website, and who sits on the executive team or board of directors. Does everyone look similar? If so, it’s time to make some real changes. 

“Think of driving your car down the highway. You want to shift into the right lane, so you click your turn signal and look in your rear and side-view mirrors. It’s all clear; you start to make your way over to the next lane. A car horn blasts and you swerve back into your lane, realizing you just missed crashing into a car that was in that right lane — one you didn’t see because it was in your car’s blind spot. Just like a car, we don’t see what’s in another lane. Unconscious bias is a blind spot that can cause damage because you don’t know it’s there.” 

~ Susan Taylor, CEO of Generon International

2.   Provide a Network of Support

Community is paramount in building supportive, inclusive environments. Although we are more digitally connected than ever before, loneliness is at an all-time high with Generation Z deemed “the loneliest generation yet.” This is a problem for many reasons, including the highest suicide rates in history and the rise of chronic illness where stress plays a major role. 

Creating a warm environment where people feel more connected and able to share struggles for support is of utmost importance for diversity and inclusion efforts.

Take Action: Practice active listening. When we are better listeners, we are trusted. Ask open-ended questions and don’t interrupt. This will allow deeper connections for support and inclusion. It’s not all about what is verbal, make sure to listen to non-verbal cues as well, including emotions (tone, frequency, volume) and body language. 

3. Create Space for Open Dialogue

It’s one thing to say you’re an inclusive leader and another to be one. Creating spaces for open dialogue and small talk means conversation on both sides. Sharing information about yourself and listening to employees when they share. We can’t expect others to provide personal information if we’re not being vulnerable ourselves.

This may involve weekly one-on-ones or informal gatherings. It’s an opportunity to lighten the mood of stress and overwhelm where team members can voice opinions and challenges to find support.

Take Action: Get drinks after work or offsite coffee meetings and launch the conversation with personal updates. These small yet important tasks reinforce the human elements of business and human connection. The best ideas and connections happen at roundtable discussions free of judgment.

4. Be Open to Feedback as a Professional

Feedback is the greatest resource for growth. Particularly candid feedback where folks don’t feel pressured to provide only positive remarks. In order to grow as a leader and ensure constructive collaborations, feedback should be a foundation to your inclusion strategy.

Take Action: Recognize that you need feedback to grow as a leader. Ask human resources if there is a formal system in place where your employees can submit feedback. If there is no formal system, schedule one-on-one conversations where you express your sincere interest in receiving feedback on a consistent basis. Then provide ways for your employees to share this feedback (one-on-ones, emails, informal meetings, 360 reviews).

5. Open Up Seats at the Table

Take a look around. Does everyone think and act like you? Do you all prefer coffee over tea? Cookies over cake? Do you all wear the same colors to work? It’s funny to analyze the similarities with people who have worked together over the years as they become more and more alike. Performing a room analysis on the community and determining whom you could ask that could provide a fresh perspective could allow serious insight. Mix it up a bit and change your routine to include new thoughts and perspectives.

Take Action: Identify employees who have gone above and beyond and have ideas to share. Look to your organization’s ERG groups for ideas and insight. Then check out your calendar for upcoming meetings or networking events and invite them to come along. Let them know how valuable their ideas and opinions are and that you value their contribution.

6. Challenge the Status Quo with New Ideas

Vulnerability brings BIG business. Without practicing vulnerability and connecting on a level deeper than the surface, we block ourselves off from friendships and growth opportunities. And if we don’t share our ideas and the ideas of others (while giving credit), our organizations won’t grow. We’ll be stagnant and miss out on opportunities to take things to the next level.

“Worrying about scarcity is our culture’s version of post-traumatic stress. It happens when you’ve been through too much, and rather than coming together to heal (which requires vulnerability), we’re angry and scared and at each other’s throats.” ~Brene Brown, Daring Greatly

Take Action: Take a deep breath and embrace vulnerability. Bring a new idea to the table or share someone else’s at the next meeting.

7. Be Transparent with Clear Communication

Communication is the foundation for success. We’ve seen all too often a message taken out of context, especially in politics. Documentation has been a clear defining element in process and procedures maintenance and establishing routine.

Creating clear communication channels with access to information, shows that you not only care about the people who work with and for you, but that you want them to be a part of the process. No ones likes to be the last one to find something out, especially if they’re on the front lines and need to be the one delivering the message.

Take Action: Create a clear process for sharing and disseminating information with your team. Use design thinking for each individual to come up with their ideas and come together to find common threads and where there is a disconnect.

8. Understand That You Don’t Know Everything

The beauty of bioindividuality is that every single person on this planet has their own, unique story. That makes each contribution is pretty special and learning opportunities are everywhere. One of the biggest obstacles is when people have the, “this is how we’ve always done it” mentality.

“Once you stop learning, you start dying.” ~Albert Einstein

If we don’t open our minds up to other thoughts, opinions, and ideas, we’ll keep nipping our success in the buds, preventing growth and innovation. And the “fake it till you make it leader” never gets far. If you don’t know the answers, let your employees know you’re looking into it and actually deliver. No one knows everything and the sooner we admit it, the better! 

Action items: The next time someone asks you a question you don’t know the answer to, own it. Share that you’re not sure and let them know how you plan to find out the information they’re looking for. This may involve giving credit to someone who does know the answer and including them in the process.

9. Embrace Collaboration

Collaboration is the best secret weapon! You can get insight and expertise from professionals outside of your realm which expands your opportunity for growth and wisdom. 

But we must make sure we’re not misusing the word, to the point where it just means we’re all getting more work. Collaboration is a mutually beneficial opportunity for all parties involved to work together to accomplish something. Working across teams, divisions, and silos can create more innovative products, services, and processes for your organization.

Take Action: Identify a project/assignment/task you’re working on right now that may benefit from collaboration. Have an open conversation with your potential collaborators about the benefits of working together and create a game plan together. Then demonstrate when you mean. It’s more about showing then it is about telling.

10. Keep a Constant Gauge on Inclusion

Inclusion isn’t a “set it and forget it” project. It requires as much care and attention as your sales strategy. You must nurture your employees and team members just as you would nurture a prospective client or business lead. Talent should never be wasted and it’s critical to fan the flame of creativity and empowerment.

And just because you included someone on a project once, doesn’t mean you’re an inclusive leader. Continue to find opportunities to involve others and ask for feedback. It’s easy to fall into old habits and difficult to create new ones. People come and go for managers and when employees feel valued, heard, and included; they’re more likely to stay with your organization long term.

Take Action: Be proactive and set quarterly reviews for your team to brainstorm team-building opportunities. You can also take a step back at your regular meetings and during conversations and be more aware of how you are (or are not) including people. Is there a way to get a different perspective? Did you leave someone out of a meeting? Can you share a new idea?

Thank you for reading this article and all ten tips to be a more effective leader and team member. We hope that you will be more intentional about the safe space you create and the relationships you build to create an environment for all abilities to thrive.