Leaders in every type of organization must consistently address issues that take place internally but are influenced by external events. For many Americans, the 2016 election cycle brought to light a plethora of concerns, many of which found their way into the workplace.

While there is bound to be differences of opinion in any organization, these differences are now creating environments in which many employees feel uncomfortable at best and fearful at worst. It is imperative for company leaders not only to be keenly aware of any employees who may feel marginalized but also to recognize that although there may be no vocalized concerns, issues of acceptance are likely top of mind for many at this juncture. Here are three tips for training organizations.

Increase inclusion training.

Everyone deserves to feel safe and included at work, and whether it’s differences in political views, race, upbringing or age, many people are worried about how those differences may affect their jobs. As issues surrounding inclusion are top of mind, every organization should place a heightened focus on diversity programs, at the very least, with an exciting training curriculum. It’s important to ensure that all employees have both an understanding of and the tools to address issues as they arise.

Encourage the conversation.

Inclusiveness happens not through one conversation but through each conversation that takes place, day in and day out. Open and honest discussions, whether they are with co-workers or between employee and boss, are the cornerstone of feeling valued. It’s important to listen to each other and work together on solutions if and when they are needed. Employers who are willing to provide their employees with the tools to master these conversation skills will do well. It is also key that individuals who feel even slightly uncomfortable for any reason are prepared to confront the issue head on—either directly or through the company’s leadership.

Don’t ignore generational differences.

Millennials in general demand more from their employers than previous generations. They realize that their workplace should be aligned with their lifestyle and core beliefs, and they want to play a greater role in their own learning. These needs are reflected in everything from enabling a reasonable work/life balance to ensuring that they feel accepted and included. Their lives are more inclusive than any previous generation. It’s logical that this value would bleed into the workplace. Don’t dismiss their concerns. They are real, and by addressing them head on, you will increase employee satisfaction, thereby increasing retention and producing better business results. However, don’t overgeneralize, as it is also true that members of other generations can have these beliefs as well.

As concerns not only become more pressing but also shift with time, organizations need to keep up with both world issues and specific concerns their employees have. By facilitating honest conversation, developing inclusion initiatives and providing opportunities for self-directed learning, companies can keep up with the evolutions occurring within the workplace this year.

Chris Douglas is the executive vice president of training for Fierce, Inc., a global leadership development and training company, where she works on building a global network of top-tier training companies and Authorized Providers who share the philosophies of Fierce. Chris works with clients to overcome the challenges of a global audience, pushes boundaries that limit results and builds far-reaching organizational strategies. For more information, please visit www.fierceinc.com.