You may feel like your company offers an inclusive workplace where employees feel valued. Would your employees, on the other hand, agree? Certainly not.
According to a recent McKinsey & Company survey, about 55% of people believe their employer includes them. On closer examination, however, not all respondents believe they are given equal opportunities and respect at work.
For example, while 70% of senior executives consider their organization to be inclusive, only 44% of those in lower-level positions agree.
In other words, your measures of inclusivity may have worked out well so far. That isn’t to say you can’t make some changes. Consider implementing a few of the strategies and measures listed below. They’ll assist you in achieving your inclusive workspace objectives.
1. Put an end to discrimination against people with disabilities
Even if you believe you are following all hiring laws and expectations, you may be excluding disabled job candidates.
A BBC podcast on the subject demonstrates how easily businesses can fall into the trap of assuming that applicants with disabilities are unable to perform specific tasks.
Caroline Casey discusses how she has been denied job opportunities due to her vision impairment in the podcast. Casey’s experiences inspired her to found The Valuable 500, a global business collective comprised of corporate members who have pledged to support disability inclusion.
Hank Prybylski, Global Vice Chair of Transformation at EY, a member of The Valuable 500, explains why his company’s commitment to ending disability exclusion makes perfect sense during the podcast.
Prybylski says, “It really goes back to our base.” “Arthur Young, one of our co-founders, was deaf and had low vision. We have over 300,000 employees…if we want to keep growing, we need to be a leader in this area. This isn’t a ‘nice to have’ situation. It’s good for our employees, good for our company, and even better for the communities we serve.”
2. Eliminate the inexcusable pay disparities between men and women
Despite a quarter-century of efforts to close the pay gap between men and women, The New York Times reports that little has changed.
So far, the needle has moved just eight cents for full-time workers. For nearly two generations, the gap has shrunk by roughly one-third of a cent per year.
This is not only shocking but also unfathomable. Many companies are completely unaware that they are penalizing their female employees, lending credence to claims of a “motherhood penalty.”
To be sure, some industries pay men and women salaries that are roughly equal. For example, whether a man or a woman works in housekeeping, the pay is roughly the same. However, as one moves closer to the C-suite, the pay disparity widens.
Though experts predict that this problem will correct itself within the next four decades, it shouldn’t take that long. If enough progressive companies like yours make changes, this issue could be put into the history books sooner rather than later.
3. Lift and celebrate all voices
Is having a seat at the table enough to be included in the conversation? Certainly not.
It’s one thing to be invited to important meetings. Allowing one’s full voice to be heard and having everyone listen is another.
Consider how you interact with the people around you. Do you, for example, pay equal attention to everyone’s viewpoint? Or do you give some people’s opinions more weight than others?
You might also think about how much you let certain employees talk during regular meetings.
Assume you’re not urging everyone to fully participate. In that case, you’ll never reap the benefits of a truly diverse, inclusive team, such as a two-fold increased likelihood of meeting your ambitious profit targets.
4. Eliminate bias from the hiring process
Even if you don’t think you’re biased when recruiting for job openings, you might be. AI software, on the other hand, has the potential to cause more harm than good.
According to Thomson Reuters research, even the most advanced, streamlined technology can be biased against candidates who represent a specific group.
As a result, if bias can show up in a technology tool, it can show up anywhere, including during your interviewing and selection processes.
Though identifying and eliminating hiring bias can be difficult, it is necessary if you want an inclusive workplace.
You might even want to hire a consultant who specializes in this field. After all, there’s nothing wrong with seeking assistance.
You can also automate your recruitment processes to ensure that you always choose the best candidate for the job based on objective criteria.
5. Conduct “pulse of inclusivity” surveys on a regular basis
Asking your employees for feedback is one of the simplest ways to determine how inclusive your company is. Sending out surveys once or twice a year can help with this.
The data you gather, particularly on topics like diversity and inclusion, can help you plan future strategies, such as training and development opportunities for your employees. Simply be cautious when surveying to avoid common blunders.
Accepting data but never providing feedback or making changes is an excellent example of a surveying blunder. Nobody enjoys being asked for their opinion only to have it seemingly dismissed.
Allow enough time for workers to complete their surveys. Don’t pressure people to finish surveys in an ill-advised timeframe. You want the information you collect to be accurate and representative, not hurried and filled with holes.
6. Turn yourself into an inclusive leader
It’s very hard to get your team excited about inclusivity if you don’t practice what you preach.
Read books, articles, and DE&I workshops at in-person and virtual conferences. The more you learn about inclusive best practices, the more confident you will feel about becoming an inclusive leader.
Are you unsure if you’re making progress? You may occasionally feel as if you’re stumbling or missing the mark. However, no one is perfect.
It is your responsibility to serve as a role model for those around you. Staff will notice and echo the changes you’ve made to your attitudes and behavior over time.
A diverse workplace isn’t something that happens by accident. Instead, inclusion is a never-ending journey that necessitates top-down commitment. So begin today by cultivating the inclusive workplace you desire, rather than the one you assume you already have.
Learn more from business and read 4 Elements That Will Help You Create a Professional Atmosphere in Your Office.
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