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Creating an inclusive work environment can help to bring the best out of employees. Diversity, equity, and inclusion (DEI) are often lumped together, which can take the focus off exactly what they mean individually.
This is why Kincentric released Demystifying Inclusion — Rewards and Realities of Fostering an Inclusive Culture. The report discussed what makes inclusion and how utilising it can help to create a healthy and productive work culture.
According to the report, there are four key elements of inclusion:
- People are valued
- Enabled to use their voice
- Have decision-making influence
- Can contribute their best
But what are the tangible outcomes of an inclusive culture?
Kincentric revealed that teams that are working in an inclusive environment are four times more likely to navigate tough issues and twice as likely to stay with their employer. Also, 91 per cent of employees intend to stay when exposed to an inclusive work culture.
This is why Kincentric said that inclusion cannot be ignored. Being a part of an inclusive workplace made 80 per cent of employees feel like they belong, and 87 per cent recorded higher engagement.
Some employers are ignoring this, however. Kincentric revealed that 73 per cent of employees had experienced some form of exclusion in the past year. Another 63 per cent have witnessed somebody else face exclusion, and leaders were twice as likely to bear witness.
People from marginalised groups were more likely to face these issues. Some common forms of exclusion are:
- Ignoring
- Ideas being shut down in a group
- Bullying
- Social rejection
More can be done to prevent these issues. Kincentric revealed that just one in three employers empower inclusion in the workplace, and over 40 per cent of employees said their workplace stalls inclusion. Furthermore, just 42 per cent noted their workplace has positive inclusion.
Employers can help to reduce these issues and create a healthy work environment by unearthing issues. This can be done by taking a step back and assessing the culture. Ask workers their views and what troubles them.
From there, training and development may be beneficial. Teaching employees what’s acceptable and what is expected of them. Creating opportunities for people to connect with each other, whether through team bonding exercises or through effective onboarding.
Kincentric said it’s key that leaders get on board with solving these issues, as negative attitudes can have a trickle-down effect on the rest of the organisation. Taking a hands-on approach and leading by example can reduce issues and help employees feel valued.
To read Kincentric’s full Demystifying Inclusion — Rewards and Realities of Fostering an Inclusive Culture, click here.
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Your organization's culture determines its personality and character. The combination of your formal and informal procedures, attitudes, and beliefs results in the experience that both your workers and consumers have. Company culture is fundamentally the way things are done at work.
Jack Campbell
Jack is the editor at HR Leader.
