Inclusion Is Not A One-Time Activity

‘Diversity is the mix. Inclusion is making the mix work’, goes a quote by Andres Tapia, Senior Partner, and Global Diversity & Inclusion Strategist. And how appropriate, right? A diverse group of people at work is meaningless unless employees feel a sense of belonging. Employees must feel like their true selves, welcomed, and valued for a workplace to be inclusive. It is where they have the same opportunities for advancement as their co-workers. People with differences feel valued for their contributions to inclusive workplaces.

Inclusion Matters. Here's Why!

Taking Maslow's hierarchy of needs into account, a sense of belonging or lack is known to be a primary reward/threat to humans, making inclusion a primary need. You can have the best of both worlds, they say. And so, one can maintain professionalism and etiquette while remaining true to oneself. Code-switching should not prevent them from expressing their authentic selves. Diversity is balanced through inclusion. Employees who do not feel a part of the tribe are bound to exist in an organization with little representation. Underrepresented employees are more likely to feel disconnected from a company and to leave. A skilled team that understands inclusive practices and conversations is known to perform better in the long run.

Here is what you can do to create Inclusion in the workplace

1.??????Make inclusion a group activity in which everyone is familiar with and understands one another. By creating a platform for your employees to express their emotions freely. With inclusion, one can learn what is most important to each team member, rather than just a few. One way to get started is to form clubs, be a part of communities, and make team bonding a mandatory activity. It will allow you to see people from various backgrounds in a new light.

2.??????Data talks: Regular inclusion data collection is required for mid to large-sized businesses. Conducting surveys (perhaps even anonymous surveys) is a good place to start so you know what to fix and work on.

3.??????Engage experts: ?Instead of assuming, hire an inclusion expert who can audit, address, and suggest changes.

4.??????Educate Leaders: For an organization to be inclusive the leaders and the people managers must be educated well on inclusion. There has to be a complete buy-in from people managers and has to be part of their annual goals, performance indicators, and promotion criteria.

5.??????Track and share the outcomes: The progress on inclusion goals/measures must be communicated to employees periodically. This is best done in a town hall and should be done by the CEO of an organization.

One of the most challenging issues businesses and HR professionals face is determining where to begin. It is not a one-time activity or a quick fix; it must be done gradually and steadily with consistent, continuous efforts. Many people are quick to act without first developing a strategy. It is critical to comprehend how DEI (Diversity, Equity, and Inclusion) can be incorporated into your company's culture. The goal is for these ideas to move from theory to practice; in recent years, employees have become more cautious than ever in selecting jobs that care for them. Employees now want to know what the company does for them and how it benefits their well-being. If one wants to attract the best talent, one must develop policies that take them into account. When it comes to DEI, organizations must show & tell.