For an organization to be truly inclusive, supporting all employees and becoming a more supportive and more effective place to work, leaders must have certain traits and skills.
As humans, we want to be included in decisions that impact us, our teams and our organizations as a whole, but often, we leave out integral people. Intentional or not, this exclusion leads to disengagement, turnover, office gossip and avoidable errors.
There may be some signs of inclusion and certainly there is more diversity, but are people working in more inclusive workplaces?
Organizations that are moving the needle on inclusion know that it is important to create a shared understanding of inclusive behaviors and the benefits of having a diverse workforce.
Businesses should reorient their approach to tangibly harness the all-encompassing, dynamic power of what D&I ultimately promotes: equality.
In their simplest terms, diversity is the “what” (gender, race, age, disability, religion, sexual orientation, etc.), and inclusion is the “how” (measure of culture that enables diversity to thrive).