If you're heading a team or an organization in the 21st century, chances are, you are managing employees from vastly different backgrounds. As a leader, it is your responsibility to create an inclusive environment within the workplace to respect & value their diversity.
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As an English Literature Major in College, I was introduced to the concept of the "Other". Essentially, the "other" is a character who is not viewed as part of the main group. The group considers itself to be the standard and anybody who doesn't meet the norms is perceived as inferior and treated in a condescending manner.
When I started working, I realized that the concept of the "other" was not confined to my textbooks but had also entered the corporate sphere. In the 21st century workplace, the "other" refers to those employees who are marginalized by others due to their race, gender / sexual orientation, socio-cultural background, religious beliefs, etc.
These "others" are often excluded from decision-making, denied the opportunity to voice their opinions, and prevented from taking on authority roles. Due to this, the "others" feel a sense of constant persecution and view themselves as 'separate' from the organization. Over time, this will result in lower employee satisfaction, reduced engagement and greater turnover.
As leaders, it is our responsibility to create an environment that acknowledges and respects the diversity of our employees. Here are 5 ways to go about building a culture of inclusion in your workplace:
1) Let their voices be heard
It's not enough to give them a seat at the table. You need to create a culture that values their opinion. If you find that only certain sections are being vocal, it is your responsibility to ensure that the less vocal sections are getting to express their thoughts and ideas on the matter under debate.
2) Show them you are serious
There's no use talking about creating an inclusive culture if you are not willing to make changes to implement it. Ask your employees about issues they are facing and let them know what steps you will take to resolve those. Communicate a deadline by which you intend to find a solution to the problem.
3) Get senior stakeholders on board
Your new D&I initiatives need to be approved by the senior stakeholders if you're looking to make a long-term impact. Have a discussion about the benefits a more inclusive culture will result in and get their buy-in.
4) Educate everybody
D&I isn't the responsibility of HR or business leaders. It should be something that every employee feels strongly for. While workshops or seminars may be suitable in some cases, you can also get creative by organizing theme lunches to celebrate various festivals. This is a more hands-on and fun-filled way to learn about a new culture.
5) Get the ball rolling
Don't wait for stakeholder buy-in or employee training to complete to start your D&I initiatives. You can make small changes to your own practices to get the ball rolling. For e.g. if you tend to invite your team for drinks on a Friday Night to talk about new ideas, you may be unintentionally excluding those who don't drink, or have a family to look after. You can switch to a Friday afternoon lunch instead.
