Shavonnah Roberts Schreiber is an independent board director, high-performance coach, advisor and Founder & CEO of SNR Creative.
If, in 2003, you asked business professionals to take a bet that all professional environments would be inclusive by 2025, most would have taken that bet. However, sadly, here we are 22 years later, and we know this is not the case.
Cultivating an inclusive environment, where people feel they belong, is paramount to building a positive work environment and a high-performing team. Before we get too deep into tactics, let’s establish what I mean by an inclusive environment. At the most rudimentary level, it means including everyone. More specifically, it means creating an environment where all employees feel seen, heard, valued, respected and empowered to contribute at their highest level.
As you can see, inclusivity runs far deeper than “check the box” diversity metrics or policies.
I recently wrote an article about navigating corporate politics. We want to ensure that all our colleagues feel included and part of the team. Leaders are in a unique position to make sure the teams under their care are operating optimally. Ensure that there is one team instead of several factions and that all team members are proud to be on the roster.
Let’s discuss four ways to foster an inclusive culture:
1. Champion Transparency And Accountability
Transparency reduces the likelihood of bias and promotes trust. As a leader, communicating decisions, explaining their rationale and asking for feedback are critical. Accountability is part of your job. When you make a decision, you need to be able to explain why. And if it is not the right one, you need to be able to fall on your sword and learn from it. Embodying these leadership qualities is what will get you to the next step.
2. Create Clear Policies And Practices
I know inclusion is not about policies. However, policies are required to govern or manage organizations, or chaos could ensue. Having guidelines outlining the “rules of engagement” is essential to promote equity, prevent discrimination and ensure fair treatment. Once you have policies outlined, put them into practice. This is how you foster inclusivity in the real world.
3. Listen And Learn
Actively asking for feedback and getting a pulse on what is happening in your office is essential. As a leader, it is sometimes hard to understand the culture within your own walls. The bigger the team, the more likely it is that certain behaviors will be “hidden” from leadership. So, talk to your team at every level. Create an actual open-door policy (which means you can’t be in back-to-back meetings and never have white space in your calendar for impromptu conversations), and make sure people feel comfortable telling you if a problem arises.
4. Train And Evaluate Leaders
Equip leaders with the tools and knowledge to identify bias, build diverse teams and create environments where everyone feels welcome and empowered to contribute. Set measurable inclusive goals for leaders, and evaluate their performance based on their commitment to an ethical and inclusive culture.
If your organization struggles with culture and inclusivity, hang in there and do not get discouraged. Positive change can begin at any moment; the best moment is always now. So how do you do it?
First, get the pulse of the problem. Is it you? Is it the leadership team? Is it a small group of people creating chaos? Or is it a systemic problem that has hit the entire company? Create a space for employees to speak up and share their experiences. Then hire, promote and evaluate employees based on competency and cultural leadership. Encourage growth based on productivity and emotional intelligence.
Second, set measurable goals for inclusivity and progress. Create surveys that allow employees to write down their thoughts and ideas. Review retention rates and see if people seem happy to work at your company. And ask for participation in work-related activities to foster inclusion and team building. Creating an inclusive environment where people feel they truly belong is a journey, not a destination. Provide ongoing evaluation and training, and work to foster an environment where someone can raise concerns without the fear of being ignored.
Finally, communicate, communicate, and communicate more. What should you communicate? Everything that impacts, or could impact, your organization’s people. In my experience, most friction occurs when there is a lack of clear, cogent communication. As a leader, your job and responsibility is to ensure your workplace is a space of productivity, positivity, and psychological and physical safety.
Are you doing your part?
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