The Importance of Inclusion in the workplace: benefits, consequences, and steps to foster inclusion
When we stop to consider an inclusive workplace, what does that look like? Inclusion involves valuing and embracing diversity to ensure the active participation and feeling of belonging of all individuals and groups. It’s about creating a workplace culture that values and respects diversity, ensuring that every employee is encouraged to participate and has an equal opportunity to succeed.
Exclusion, however, is when certain employees are not included in decision-making, feel unwelcome or disrespected, and miss out on growth opportunities. Inclusion or exclusion can be identified in how managers lead meetings, who has a seat at the leadership table, and how people address acts of exclusion or marginalization.
This blog will highlight the benefits and importance of inclusion and how leaders can foster a more inclusive work environment.
The Consequences Of Exclusion In The Workplace
Exclusion can occur when managers unconsciously select employees from their own networks or cultural backgrounds. This is why companies should also focus on diversifying their leadership and management teams. Managers should be encouraged and trained to recognize and prevent exclusionary behaviors and be accountable for promoting inclusion.
The negative effects of exclusion on workplace culture and employee well-being can be significant. Being excluded registers as pain, as if you've been slapped in the face or worse. Perhaps because emotional injury is just as threatening to our survival as physical injury. Here are some of the negative effects of an exclusive work environment:
1. Reduced Productivity and Participation
When employees feel excluded, they might disengage from their work, leading to reduced productivity and poor performance. They also may be less willing to speak up or share their ideas, which should worry any organization that wants to promote innovation on their teams.
2. Increased Levels of Stress and Burnout
Exclusion can lead to feelings of isolation and stress, leading to burnout and reduced job satisfaction. The effects of long-term exclusion are even worse. Sufferers often experience anxiety and depression, which can lead to self-harm and suicide. Some victims of exclusion turn those emotions outward, becoming aggressive and violent toward others.
3. Higher Turnover Rates
Research shows that employees who feel excluded are more likely to quit their jobs, leading to increased turnover rates and recruitment costs. Organizations that don’t make the effort to promote a culture of inclusion are at risk of losing exceptional talent who will look for work where they feel a sense of value and belonging.
The Benefits Of An Inclusive Workplace
Inclusion, on the other hand, is essential for creating a positive workplace culture that encourages employee engagement, collaboration, and innovation. Employees who feel included report higher levels of job satisfaction and are more engaged in their work. Inclusion also fosters a culture of trust, teamwork, and collaboration.
A sense of belonging matters. We don't need to be popular or liked by everyone, but we do need to have a sense of belonging somewhere. This has implications for workplaces today. Employee engagement is not just a measure of work pride and productivity; it's also an indicator of inclusion and exclusion.
Here are some of the key benefits of an inclusive workplace:
1. Increased Diversity
An inclusive workplace encourages diversity by creating an environment where employees from different backgrounds feel comfortable sharing their perspectives, ideas, and unique experiences. This can lead to improved innovation, problem-solving, and decision-making.
2. Improved Employee Morale
When employees feel included, they are more likely to be satisfied with their jobs and the organization. They feel valued and supported, leading to higher levels of engagement and productivity. Employees who feel a sense of belonging are more likely to give their all at work and be better team members for it.
3. Higher Retention of Talent
Employees who feel included are less likely to leave their jobs or take extended periods off due to stress or burnout. This can save the organization a ton of time and money in recruitment and training costs, as well as create more productive teams. Organizations that show they value their employees for who they are and make them feel included will reap the benefits.
How can organizations foster a more inclusive workplace? It will require some effort, but it’s far from impossible.
Four Steps To Fostering Inclusion In The Workplace
A culture of inclusion starts with leadership that can walk the talk and truly lead by example. Inclusive leaders recognize the value of different perspectives and actively seek diversity in their teams. They are empathetic, approachable, and give recognition and feedback fairly, providing equal opportunities for everyone to advance.
Here are four steps that organizations can implement for a more inclusive work environment:
Step 1: Awareness
Be aware that employees who may be in a minority demographic, who lack quality relationships, or who have experienced a failure in the workplace, may all be at risk of experiencing a sense of not belonging.
Step 2: Support the Development of Relationships
Encourage the development of empathetic and genuine relationships in the team. Support employees in establishing social networks through informal ‘off-task’ activities or social events.
Step 3: Make People Feel Valued
Make sure employees are clear about the expectations and requirements of their job, are trained in the necessary skills to do it well, and have some level of autonomy over their role.
Step 4: Foster an Inclusive Culture of Psychological Safety
A psychologically safe culture is one where employees feel safe to contribute and comfortable expressing their concerns and vulnerabilities, as well as their diversity.
To promote inclusion, employers should offer diversity and inclusion training, establish clear policies on respect and inclusivity, and provide accommodations for employees with disabilities. They should also ask for employee feedback to communicate their questions and concerns around diversity and inclusion, and how they can do better by their teams.
Conclusion
Creating a culture of inclusion in the workplace is essential for organizations that want to attract and retain talented employees from diverse backgrounds. Inclusive practices promote higher job satisfaction and morale, better communication, and more innovation. On the other hand, exclusion can lead to missed opportunities and a less cohesive team. To better foster inclusion in the workplace, organizations must prioritize diversity, equity, and inclusion in their recruitment, policies, and training practices.