7 steps to make your workplace more inclusive for introverts

Following on from my other newsletters on how introversion is a form of neurodiversity , why it should be on DEI agendas and how to make meetings more inclusive, this edition of This is Me focuses on how to address the workplace bias towards extroversion, and which simple adaptations that can result in true inclusion for introverts.

Remove affinity bias from hiring

Often introverts are overlooked when hiring or promoting is taking place due to the unconscious bias, and misconceptions, that surround introversion.

I have received messages from introverts who have been told in feedback, following an unsuccessful job interview, that they demonstrated the required skillset but were not hired as they came across as 'too introverted' - and this is even for roles where very little interaction with others is required.

Similarly, potentially great leaders have been rejected from leadership roles as many people mistakenly consider typically introverted traits as a weakness, and typically extroverted traits as fundamental to being a leader (yet research substantiates that introverted leaders mostly outperform their extroverted peers).

For a truly diverse workplace, anyone involved in the hiring process (from recruiters, to HR, to anyone leading or managing others) should undertake unconscious and affinity bias training, so that they're not unconsciously rejecting those who are different to themselves, or rejecting talent based on misconceptions.

Foster inclusive leadership

Encourage managers and leaders to actively create a culture that values and respects introverts.

This includes:

• Checking their own bias around introversion.
• Educating themselves on what introversion truly is and how best to support introverted employees.
• Speaking to introverted colleagues, to understand their specific needs.
• Leading conversations about introversion with their teams.
• Being an ally: correcting misconceptions, raising awareness around introversion, modelling best practice (for example, with meeting structures), providing training where relevant and checking unconscious biases regarding quieter team members.
• Recognise and appreciate, diverse contributions: celebrate the unique qualities and skills introverts bring to the workplace.

Managers and leaders have a responsibility to model what it takes to be truly inclusive and to lead on challenging the established misconceptions surrounding introversion.

Provide quiet spaces, and/ or flexible working options

Most workplaces, especially those in open offices, can be extremely over-stimulating and overwhelming for introverts.

This means they actually hinder productivity and can be damaging to introverted employees' wellbeing.

Offering the option to work from home, or a hybrid model, may enable introverted employees to thrive.

However, hybrid, or WFH, models won't be possible for every workplace (and not all introverted employees will want the option), so designate quiet areas in offices that employees can use when they want to remove themselves from noise and distractions.

Noise-cancelling headphones may also help with preventing overstimulation.

You may also find that providing flexible working hours, or a 'no meetings before lunch' rule leads to more positive outcomes.

Normalise individual boundaries and preferences

Engaging in water cooler chatter and attending every after-work drinks session doesn't necessarily mean someone is better at their job, or has stronger relationships with their colleagues.

Encourage employees to take breaks, rest, and to do whatever feels authentic to them.

Introverts may require more time and space to recharge and being forced to bond with their colleagues at lunches, team-building events and drinks is likely to not only make them feel extremely uncomfortable but actually make them feel less connected to their peers.

So, if they prefer to have lunch alone and go for a walk: that's okay!

If they want to opt-out of the after-work drinks: that's okay!

Let's move away from the perception of not wanting to participate in these things as being anti-social or 'weird'.

Try not to schedule back-to-back meetings, or events, that are heavily biased in favour of extroverted preferences.

Making employees feel safe enough to set boundaries and make authentic choices is how you will bring out the best in them.

Stop doing things just because that's how they've always been done

Audit how much of your businesses' systems are in place because that's how they've always been done - and take time to consider how many of those systems actually work and, more importantly, are also inclusive.

• Are your meetings structured in an inclusive way?
• Is your training scheduled to run from 9am - 5pm by default?
• Do you always start with an ice breaker?
• How do you organise projects?

Ensuring meetings are only scheduled if necessary, that an agenda is shared in advance, a facilitator ensures all voices can be heard and that additional thoughts can be captured post-meeting will mean that your meetings are inclusive and likely to produce the best outcomes.

Training should never run for the entire length of a corporate day; it's just not how brains work and for introverts and neurodivergent employees it can be incredibly draining. Similarly, carefully consider the activities you are using to generate the desired learning outcomes as most of them are almost certainly not inclusive.

The creeping death of ice breakers can even be felt by extroverts, but for introverts they're especially excruciating. Worse still, they generally don't fulfil their intended purpose and there are better ways to get colleagues connected and comfortable.

Consider providing alternative ways of working on projects; having the option for employees to work alone on a specific task can often result in better outcomes. Working in non-traditional ways also helps all employees to showcase their true talent and have their ideas heard, not just the loudest voices. Allowing introverts to work on projects independently, while also offering opportunities for collaboration when appropriate, ensures a balanced work experience.

Encourage written communication

Introverts often require more time to process new information and formulate a response, so being 'put on the spot' and asked for a response in the moment is unlikely to get the best from them.

Enabling colleagues to also communicate via email, messaging, or collaborative document sharing platforms provides introverts with time to express their ideas more comfortably and articulately, without feeling pressured to speak up in meetings.

Personally, I'm really uncomfortable with calls and will always provide a better quality in writing.

One of the most powerful things you can do is to send an email instead of a meeting invite: carefully consider if that meeting really needs to happen!

Evaluate based on performance

Introverts tend to be overlooked, or discredited, in the workplace due to their quieter nature.

Almost every introvert has experienced being told that they need to work on being less quiet in a performance review, even though how quiet they are (or aren't) has no relation to their performance - and often they're exceeding their actual deliverables.

The unique strengths of introverts also tend to go unnoticed.

Unfortunately, an introvert's inclination to be less sociable in the workplace can be misconstrued as a lack of confidence, shyness, hesitancy, or even diminished competence.

It is crucial to broaden the concept of self-confidence to foster inclusivity and challenge conventional notions that typically extroverted traits are synonymous with high confidence.

Research points to significant positive perceptions related to being outspoken, energetic, and overtly enthusiastic and participative - even though these traits often don't actually result in better outcomes.

To be truly inclusive, evaluate based on performance and not personality.

Why you need to make these changes

Making these changes guarantees you are setting your company up for long-term success: all the research surrounding inclusion and diversity strongly evidences that the most diverse and inclusive businesses are also the most innovative and productive, with less turnover and absence.

You'll be creating an environment that harnesses the potential of all your employees, not just the half that are extroverted.

Your introverted talent will be able to perform at their best as they'll truly feel they belong - and you'll be more likely to hold on to your A-players.

Conversely, what will be the cost to your business if you don't?

I help companies create true inclusion and equity for introverts through consultancy, training and coaching: DM me for more information.

Please comment below with your experience of inclusion for introverts in the workplace and share if you found this content helpful ??

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About Me

I help introverts develop authentic confidence, through coaching, training and digital products, so that they can thrive without having to change who they are, and companies through training, coaching and consultancy, to address the workplace bias towards extroversion.

Through developing my own authentic confidence I have been able to build a life on my terms, working part-time for full-time income, travel solo around the world, work with companies like Google and speak, with confidence, to entire auditoriums. I've already helped thousands of individuals, across 169 countries globally, to develop confidence and communication skills, as well as manage Imposter Syndrome and limiting beliefs. Helping others feel enough is my passion.

If you are an?introvert looking to feel more confident, set boundaries to help you balance your time and be able to understand, and communicate, your value to others; a leader looking to better support your introverted talent;?or?a company committed to achieving intersectional equity and inclusion,?DM me?or?visit my website , to find out more about how I can help you.

Alternatively, you can?subscribe to my email list?for additional updates and inspiration; I periodically send out free tools and resources to my email subscribers to help with their transformation. Sign up?here .