Inclusion is more than just a DEI buzzword. It's about making team members feel they belong and that their unique contributions are valued. As leaders, HR professionals, and consultants, we often focus on increasing diversity within our organizations, but true inclusion goes beyond hiring diverse individuals. It involves creating an environment where everyone feels like a valuable part of the team and their unique contributions are recognized and appreciated.
In this article, we'll use many examples related to gender when discussing diversity and inclusion. However, it's crucial to understand that gender is only one aspect of diversity. Inclusion impacts ethnicity, different cultures, different childhood backgrounds, different personality styles (such as introversion or anxiety), neuro-diverse individuals, and many other aspects of who are are that make us individuals. Inclusion is about trying to make everyone a part of the team. We all have our differences, and those differences are not negative—they're what make our teams stronger and more innovative.
Inclusion consists of two key components: a sense of belonging and feeling valued for one’s unique contributions. When team members feel included, they are more engaged, productive, and committed to the organization’s success. Studies have shown that inclusive teams are more innovative and perform better overall. According to research by Deloitte, inclusive teams outperform their peers by 80% in team-based assessments.
Importance of Inclusion:
The impact of inclusion on team performance, engagement, and overall success is profound. Research from McKinsey & Company indicates that companies in the top quartile for ethnic and cultural diversity on executive teams were 33% more likely to have industry-leading profitability. Furthermore, companies with inclusive cultures are six times more likely to be innovative and agile, according to Deloitte.
In my organization, we've seen firsthand the challenges of achieving true inclusion. While we've successfully increased the hiring of women, we've struggled with higher attrition rates among these hires. This indicates a gap between achieving diversity and fostering true inclusion. When inclusion is prioritized, organizations see higher retention rates, increased innovation, and improved performance across the board. Teams that feel included are also more likely to go above and beyond in their roles, showing higher levels of commitment and collaboration.
Inclusion Across the Stages of Team Development:
To truly understand when and how to focus on inclusion, it's essential to look at the different stages of team development. Drawing from my book, From Forming to Performing, inclusion plays a crucial role in all five stages of team development.
- Forming Stage: The Forming stage is where the foundations of a team are laid. This is the ideal time to establish an inclusive culture. Ensuring that all team members feel welcomed and valued from the start sets a positive tone for future interactions. During this stage, it's important to introduce activities and discussions that promote a sense of belonging and respect for individual contributions.
- Storming Stage: The Storming stage is characterized by conflicts and challenges as team members start to assert their ideas and personalities. Inclusion is critical here to manage conflicts constructively and foster a collaborative environment. Inclusive practices, such as encouraging open communication and addressing biases, can help navigate this stage effectively and prevent misunderstandings from escalating.
- Norming Stage: As the team moves into the Norming stage, inclusion efforts help solidify team cohesion and ensure that everyone is aligned with the shared goals. Continuous inclusion practices, such as recognizing individual achievements and providing equal opportunities for growth, reinforce the sense of belonging and commitment to the team’s success.
- Performing Stage: In the Performing stage, the team operates at a high level of efficiency and collaboration. Inclusion remains vital to sustain this performance. Leaders should continue to support diverse perspectives and innovative ideas, fostering an environment where all team members feel empowered to contribute their best work.
- Adjourning Stage: The Adjourning stage involves disbanding the team after achieving its goals. Inclusion here ensures that all contributions are acknowledged and that team members feel a sense of closure and accomplishment. Reflecting on the team’s journey and celebrating its successes can reinforce the value of each member’s contributions and maintain positive relationships for future projects.
With a clear understanding of the importance and timing of inclusion, we will next explore practical strategies that leaders can implement to foster an inclusive culture throughout the stages of team development.
How to Foster Inclusion In Your Team
Forming Stage
- Focus Area: Establishing team norms that emphasize respect and inclusivity from the start. At this stage, it’s crucial to create a welcoming environment where everyone feels safe to share and participate. Emphasizing mutual respect and open communication lays a strong foundation for team cohesion.
- Daily Tip: Start each team meeting with a quick round of personal check-ins. Ask team members to share something positive about their day or week to build rapport and trust.
- Team Activity: Implement the "Shared Vision Board" activity from From Forming to Performing to align team members with collective goals. This exercise helps the team visualize their common objectives and fosters a sense of shared purpose and belonging.
Storming Stage
- Focus Area: Managing conflicts constructively and fostering a collaborative environment. During this phase, team members may clash as they assert their ideas and personalities. It’s essential to navigate these conflicts with empathy and a focus on collaboration to prevent divisions and build a stronger team.
- Daily Tip: Practice active listening during team discussions. Make it a point to acknowledge each team member’s contributions and encourage quieter members to share their thoughts.
- Team Activity: Use the "Values Alignment Exercise" from From Forming to Performing to ensure everyone's values are respected and understood. Originally designed for the Forming stage, this exercise is equally valuable in the Storming stage to help the team articulate and align their values, reducing conflicts and fostering mutual respect.
Norming Stage
- Focus Area: Solidifying team cohesion and aligning with shared goals. As the team begins to settle into their roles, it’s important to reinforce inclusive practices that ensure everyone feels valued and part of the collective effort. This stage is about strengthening the bonds that have been formed and ensuring that team dynamics are positive.
- Daily Tip: Conduct regular check-ins that include questions about inclusivity and team dynamics. This helps to continuously improve team interactions and ensures that any issues are addressed promptly.
- Team Activity: Conduct "Role Clarification Workshops" from From Forming to Performing to define clear roles and responsibilities. This activity clarifies each member’s role and contributions, reducing misunderstandings and fostering a collaborative environment.
Performing Stage
- Focus Area: Sustaining high performance through ongoing inclusion. In this stage, the team operates at a high level of efficiency and collaboration. Maintaining an inclusive environment ensures that this high performance is sustainable and that all team members continue to feel empowered and valued.
- Daily Tip: Hold innovation sessions where all ideas are welcomed and considered. Encourage team members to share their unique perspectives and build on each other’s ideas.
- Team Activity: Use "How I Work Presentations" from From Forming to Performing to share personal work preferences and enhance team dynamics. Originally a Norming activity, this exercise is also highly effective in the Performing stage to help team members understand each other’s working styles and foster a more inclusive and supportive environment.
Adjourning Stage
- Focus Area: Providing closure and recognizing contributions. As the team completes its project and prepares to disband, it’s important to acknowledge each member’s contributions and provide a sense of closure. This helps maintain positive relationships and ensures that team members feel appreciated for their efforts.
- Daily Tip: Celebrate team achievements and reflect on the inclusivity journey. Recognize individual contributions and discuss what worked well in terms of inclusion.
- Team Activity: Although originally a Forming exercise, the "Shared Vision Board" can be revisited in the Adjourning stage to reflect on the team's achievements and shared goals. This exercise provides a meaningful way to look back on the journey and celebrate the collective efforts and accomplishments of the team.
Start Building an Inclusive Team Today
Building a culture of inclusion is essential for creating high-performing teams that thrive on collaboration, respect, and mutual support. The strategies and activities outlined in this article provide practical steps to foster an inclusive culture within your team. Whether you’re just forming a new team or looking to enhance the dynamics of an existing one, these tips can help you create an environment where every team member feels valued and included.
Take the first steps towards fostering inclusivity today. Start with small daily actions, such as personal check-ins and active listening, and build up to more structured activities like vision boards and role clarification workshops. Remember, inclusion is a continuous journey, not a one-time effort. For more detailed guidelines and strategies, check out my book, From Forming to Performing: Your Team Performance Playbook. Each stage of team development is covered with step-by-step instructions to help you transform your team’s dynamics and achieve outstanding results.
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