How to Create an Inclusive and Diverse Employee Environment
In the 21st century, diversity is generally welcomed and usually celebrated in the workplace. Business leaders recognize the incredible value of having a pool of employees of different genders, creeds, ethnicities, and lifestyles. It helps keep the staff well-rounded and gives a business perspective when dealing with clients around the world. But while a diverse workplace is important, it is meaningless if your employees who have minority statues do not feel included.
Inclusion is more personal than diversity. You may be proud to have Muslim employees, but if they don’t feel comfortable dressing or praying as they wish at work, they are not included. You may be boastful and feel open-minded about having LGBTQ employees, but are their spouses or partners welcome to accompany them to company outings? Employers need to honestly reflect on whether they are encouraging inclusion as well as diversity. Here are three ways to start that process.
Survey Staff about Engagement
It’s important to give employees a chance to anonymously speak up about concerns at the office. While surveys aren’t perfect, people tend to be more direct and honest when they feel they are writing a one-way conversation than necessarily discussing with a supervisor. Ask open-ended, but non-threatening questions like “In what ways could our company make you feel more comfortable at work?” or “Is there anything about your working environment that makes you feel uncomfortable about being yourself? If so, what?” Be prepared to take the good with the bad, but more importantly, act on any reasonable item that is revealed.
Have a Neutral Third-Party Conduct Focus Groups
An outside perspective is also a good idea. Once every few years, if budget allows, bring in an HR or PR firm that can break people into small groups and lead conversations. These are professionals who know how to get employees to warm up to them. They also know the right kinds of questions to ask and can interpret the data for you.
Have One-On-One Meetings (Effectively)
Finally, every manager should have a one-on-one meeting with their employees at least bi-weekly. These meetings are only effective, however, if you conduct them as an open conversation, and allow the employee to direct the topics and vent or complain. Make sure they understand that it’s a judgment-free zone, and you want to get to know them and support their work.
A truly diverse and inclusive office is an inspiring place to work. Use these tips to create and maintain one.
