How To Create A Culture Of Inclusiveness For All
In a country that thrives on diversity, it is imperative that we create workplaces where everyone has a great experience – regardless of who they are, and what they do in the organization. Thus, the vision to create workplaces that are a Great Place To Work® For All™ must be a necessity, leading to increased financial growth and innovation for organizations.
However, employees belonging to a few demographics fall short in great workplace experience than others. For example, in 2023, there is a generational divide in workplaces today where employee experience varies between different gender groups and seniority levels. Additionally, driven by inconsistencies experienced by younger age groups, non-managerial roles, and female gender, aspects of fairness are the least positive perception of employees. While fair treatment regardless of gender, sexual orientation, race, or caste is becoming a norm in workplaces, differentiators of Best Workplaces remain equity in pay, transparency in performance management, and managers avoiding favoritism.
To bridge this gap, we must remove barriers and ensure everyone has an equal opportunity to contribute their unique talents and ideas. By doing so, we unleash the full potential of all individuals and drive progress for everyone.
In the following part of the article, we explore three action items to create an inclusive workplace for all.
1. Devise Inclusive Practices
The first step towards developing an inclusive workplace that works for everyone is that organizations should re-look at people practices ensuring they cover all employee groups. This involves:
a) Devising intentional strategies for accountability and success in key areas such as fair hiring, pay, promotions, and resources allocation.
b) Ensuring a sense of belongingness for all individuals
c) Valuing the uniqueness of individuals, and leveraging varied experiences and talents for business improvement
d) Intentionally hiring, developing, and holding a diverse range of great leaders accountable
e) Clearly define what inclusive leadership means to you.
Likewise, in these aspects, employees from the construction, infrastructure, real estate, health care, retail, and transportation industry report devising inclusive programs and practices as an area of improvement.
2. Ensure Equitable Experience
Ensuring practices that reach all individuals and also deliver equitable experiences, unlocks the full potential of the organization. When everyone brings their best to work, organizations experience increased productivity and innovation.
For All Organizations that are able to close the gaps in employee experience result in 8% higher productivity and 10% innovation at the workplace through For All Leadership.
In 2023, biotechnology and pharmaceuticals, financial services, information technology, manufacturing and production, and professional services showcase a stronger need for consistency of experience that reaches everyone.
3. Develop For All Leaders
With For All Leadership, everyone experiences a great workplace. In today’s rapidly evolving world, priorities are shifting. Purpose has taken the lead. Sustainability is no longer optional; it is necessary. Belonging emerges as the driving force for progress, and flexibility is a default expectation.
These facets are transforming how we lead, how we operate, and how we thrive.
Hence, the future of workplaces is one where leaders and employees transcend biases, where workplaces embody equity and foster a better work environment, and where people leaders stand as advocates of For All Leadership.
Thus, developing a For All leader is a must, where everyone feels included and experiences a great workplace. From an Unintentional Leader (Level 1) to a For All leader (Level 5), 56% more employees experience special meaning in their job, 44% more feel an increased sense of contribution to society, 78% more can be themselves at work, and 71% more respond to being able to take time off when necessary.
In addition, they should encourage fairness, ensure their actions match their words, demonstrate competence in running the business, and show sincere interest in employees. Setting these aspects as priorities will enable leaders to foster an environment where all individuals and the organization can thrive.
