Inclusivity —Ask Janea
—HR in Out of Home—Got people problems? Let’s solve them together!
by Janea S. McDonald, PhD, PHR, SHRM-CP
janea@edgehrconsulting.com www.edgehrconsulting.com
Unless you’ve been hiding under a rock lately, you’ve heard a lot about the term DEI (Diversity, Equity, and Inclusion). It’s basically become a four-letter word (yes, even though it only has three letters). This week’s article will focus not on the divisive issues surrounding this topic but rather on how you can concentrate your efforts to create a workplace where people want to work. If this is your first time reading one of my articles, here’s a hint… that’s my whole purpose, helping you create a workplace where people get what they need to love where they work so that they will be engaged… which in turn helps your company prosper.
In order to avoid the current negativity and possible liability surrounding DEI programs, companies have begun eliminating them. Companies who understand the importance of their culture have shifted away from DEI to focus on its aim – inclusion.
Inclusion is often the first step in creating an equitable workplace or community. It’s about ensuring that everyone, regardless of their background, has equal access to opportunities, resources, and support. Our inclusion efforts start with our recruitment policies: are you advertising job openings where diverse populations are present? Are your job descriptions and job ads written to expand, rather than contract, your applicant pools?
At its core, inclusion is about access. Without inclusive practices, certain groups—whether defined by race, gender, sexual orientation, disability, or socioeconomic status—are excluded from opportunities and experiences that others take for granted. Inclusion helps break down barriers, level the playing field, and ensures that everyone has the chance to contribute their talents.
However, while inclusion allows people to be a part of something, it doesn’t necessarily guarantee that they will feel valued or supported. That’s where the next layer—belonging—becomes crucial.
While inclusion sets the stage for diversity, belonging takes it one step further by making individuals feel emotionally safe and accepted for who they are. Belonging is the feeling that you are valued for your unique contributions and are an integral part of the workplace community. When people feel they belong, they are more engaged, productive, and invested in the success of the organization or workgroup.
Belonging goes beyond the policies that make someone feel included. It’s about a deep-rooted culture that supports people emotionally, socially, and professionally. Here’s how you can create a culture of belonging:
- Foster Open Communication: Encourage employees or workgroup members to share their experiences, ideas, and feedback in a safe and supportive environment. This creates trust and allows individuals to feel heard.
- Celebrate Differences: Make diversity a source of strength by celebrating unique perspectives and experiences. Organize events or initiatives that highlight various cultural traditions, histories, and identities.
- Build Support Systems: Whether through mentorship programs, employee resource groups, or peer support networks, offering avenues for individuals to connect and find camaraderie fosters a sense of belonging.
- Prioritize Psychological Safety: People are more likely to contribute if they feel safe to speak up without fear of judgment or retaliation. Cultivating an environment where it’s okay to make mistakes and learn from them encourages openness and collaboration.
Organizations that prioritize both inclusion and belonging experience stronger employee engagement, retention, and productivity. When people feel like they truly belong, they are more likely to stay with the organization, be innovative, and perform at their best. Additionally, a strong sense of belonging promotes higher levels of collaboration, which leads to more creative problem-solving and better outcomes.
Beyond the workplace, creating a culture of belonging also impacts customer relationships, brand loyalty, and reputation. People are naturally drawn to organizations where they see others like themselves and feel that the culture aligns with their own values.
While the importance of inclusion and belonging is clear, creating a culture where everyone feels like they belong is not without its challenges. Implicit biases, unconscious stereotypes, and historical inequalities can create barriers that are difficult to overcome. Moreover, the task of shifting organizational culture requires sustained effort and commitment from leadership to ensure that inclusivity is woven into every aspect of the organization.
Overcoming these challenges takes time, but it starts with a willingness to listen, learn, and continuously evolve. Leaders must be transparent about the journey, encourage accountability, and remain open to feedback.
As we continue to strive for more inclusive and diverse communities, we must remember that the work is not done once we have diverse representation at the table. The true challenge and opportunity lie in creating a culture where every individual feels that they belong. By fostering inclusion and prioritizing belonging, we build environments where people can thrive, innovate, and contribute meaningfully. Let’s commit to making belonging the cornerstone of our DEI efforts, not just for today but for the future.
Does your organization need help with inclusive hiring processes or creating a culture of belonging? I can help.
Let me know if you have a question or a people problem – I am happy to help! If you aren’t already, follow me on social media (Instagram and Facebook: janearayphd). I’ve got some exciting stuff in the pipeline… free learning opportunities! Who doesn’t love to learn? Especially when it’s free!
Please keep sending in your questions as you’re not the only one out there experiencing workplace issues, and others can benefit from reading how to handle specific situations.
This is your chance to get expert advice and see your question featured! Email me at janea@edgehrconsulting.com. Let’s work together to make people problems easier to handle. Visit www.edgehrconsulting.com
- Advertisement -
