7 Ways to Make Your Employees Feel Included
Everyone has experienced a moment of exclusion in their lifetime.
Maybe you weren’t invited to a dinner with friends or your coworker’s wedding?
Perhaps you weren’t given the same toys as your siblings when you were young?
No matter how big or small the act of exclusion, it can leave a lasting impact.
Exclusion stirs feelings of anger, sadness, betrayal and fear. As humans, we are hardwired to seek connection with one another. In order to avoid these feelings caused by accidental or purposeful exclusion, we must be actively inclusive.
What does it mean to be actively inclusive? Surely it involves more than sending someone an invitation to brunch. (Hint: it does!)
What is Inclusion?
When asked what it means to include someone, you may respond with something to the effect of “allowing them to be a part of something”. While this answer is correct, the definition of inclusion is much more complex.
Defined by Inclusion Action “Inclusion is a universal human right and its objective is to accept, welcome and embrace all people irrespective of race, gender, disability, medical or other need. Inclusion consists of the efforts and practices to ensure groups or individuals with different backgrounds are culturally and socially accepted, and treated equally.”
In other words, inclusion requires the use of diversity to create an equitable playing field for all. This definition is unique because it demonstrates the ineffectiveness of diversity without inclusion. That is why the two are often paired together.
Why is it Important For Employees to Feel Included?
When an employee does not feel included, several consequences may arise. First and foremost, the employee may experience psychological turmoil. They may withdraw from social situations, fail to communicate effectively, fall behind on tasks and projects, or arrive late to work.
These actions may make it difficult for team members to collaborate and complete their assignments. Additionally, these actions may make it difficult for leaders to understand and address the situation at hand. In the end, the success of a company may be negatively affected.
The Statistical Impact of Exclusion and Inclusion
❌The Bad News
In order to represent an “executive presence”, 72% of Black women, 53% of Latina women and 52% of Asian women feel that they must conform to white male standards. (Harvard Business Review)
According to 63% of Latino men, they do not feel welcome. They do not feel as though they can share their ideas and have them be heard and valued. This figure increases to 78% with regard to Latina women. (Harvard Business Review)
Despite identifying respect as the most important aspect of inclusivity, 54% of employees do not feel respected by their leaders. (Quantum Workplace)
✅The Good News
7 Ways to Practice Inclusion at Work
Recognition, Recognition, Recognition
Employees dedicate their entire lives to companies that neglect to recognize their contributions and achievements. As a leader, be sure to recognize hardworking and talented employees. This can be accomplished in a variety of ways.
For example, reward employees with an office party and present each employee with a certificate of appreciation. However you may choose to go about this task, the key is to show employees that their contributions are valued and that they matter as a person.
2. Create a Successful Onboarding Plan
If you’re onboarding new employees and they find themselves huddled in a corner, unsure of what to do or who to ask, then something needs to change. Comprehensive onboarding plans contribute greatly to inclusivity in the workplace.
Your onboarding plan should account for team introductions and socialization, executive introductions, job, policy and employee handbook training, facility tours, education regarding benefits and all relevant paperwork. Improper onboarding may set up a stellar employee for failure.
3. Make Accommodations
There may be employees who have mental or physical restrictions that require accommodations. For example, if an employee has dietary restrictions, keep this in mind when planning the next luncheon. This will show employees that they will not be excluded from activities for reasons that they cannot control.
4. Listen to Feedback
Most employees are more than willing to provide feedback regarding their experience at a company. In order to understand the experiences of employees and create meaningful change, communication is key. Employee engagement surveys and demographic surveys are an excellent way to elicit such feedback.
When creating these surveys, be sure to ask the right questions. If you’re looking to elicit feedback from employees of color regarding racism, asking about their location is less than helpful. Another way to receive feedback is to schedule one-on-one or group meetings. Some employees may feel more comfortable sharing in a private or public setting.
5. Eliminate Bias
Racism, sexism, Islamophobia, homophobia, transphobia, ableism and xenophobia have no place in the office. If you witness discrimination of any kind, hold the offender accountable. It’s important to understand that those who are discriminated against often feel as though they can’t report their experiences.
They feel as though they won’t be understood or believed, and that no action will be taken to rectify the situation. As a leader, it’s your responsibility to create a safe, discreet reporting system for those who experience acts of discrimination.
6. Representation Matters
At present, there are only 40 female CEOs of Fortune 500 companies. Read that again.
Representation is crucial in the workplace, but more often than not it is nowhere to be found. It is difficult for potential employees to envision themselves working for a company if they cannot see themselves represented in the current workforce and clientele. Furthermore, what is a diverse workforce without representation in executive, technical and managerial positions?
7. Ensure Equal Opportunities
As aforementioned, all employees should have the opportunity to climb the ladder at a company regardless of gender, ability, ethnicity or religion. Access to workshops, training, courses, meetings and other valuable, career-advancing activities should be available to all. Additionally, pay processes and promotional procedures should be transparent and without bias.
The Inclusion Conclusion
The success of your employees dictates your success as a leader and the success of your company. Remember, employees are more productive, collaborative, innovative and content when they feel welcome.
Help your employees feel included from day one by practicing active inclusion and addressing issues that create an exclusive workplace culture.
In the end, everyone will win!
