All evidence proves that organizations focused on building a more inclusive culture attract and retain a wider diversity of talent.

The inclusive culture then empowers diverse talent to think differently and share their experiences and perspectives, which in turn is a key driver for innovation, development, and engagement.

Inclusive cultures enable our colleagues to do things differently, working in ways that suit them, flexing working patterns to ensure their life-work balance is healthy and that they are able to deliver their best for their organization.

This focus on Inclusion equips the organization to make a difference in the well-being of employees which shall lead to—- the success of our organizations.

The world is changing, and Inclusion is imperative to future-proof our workplaces, with many organizations priding themselves as an inclusive workplace model. However, true Inclusion is always an ongoing process and it is about consistent learning.

8 Components that indicate Inclusion in the workplace

Having A Voice

When employees feel like they have a voice, they are more likely to put their views, idea, and opinions in front of others.

Sense of Belonging

An employee’s sense of connection to their company is built on belonging and the feeling that every individual matters and organization values every individual.

Sense of Uniqueness

Just like an employee need belonging and connection, they also need to feel unique among their peers and that their company cares about their individual strengths and experiences. An organization where differences are celebrated helps employees take pride in their differences.

Feeling valued

When an employee feels that their voice and unique self are appreciated, there’s a greater sense of value and satisfaction. Every diverse employee brings with him a different educational background, culture, ways of problem solving etc.

Learning & Development

The employee who has access to learning and development opportunities know that their company cares about their ideas, growth, and success

Collaborative environment

Regardless of your role or department, a collaborative environment can help break down silos and promote organizational wide Inclusion

Access to Resources

The resources like support from managers or diversity and affinity groups help employees know their organization is committed to their growth.

Strategic Alignment

Strategic alignment requires companies to explain why an inclusive workplace is important so that leaders, managers, and employees can put the strategy into action.

Ways to Implement Inclusion in the workplace

Educate Managers About Inclusion at The Workplace
Creating Inclusive Workplace Culture Through Rethinking Workforce Policies
Communicate Inclusion Goals and Measure Progress
Celebrate Differences to Make Everyone Feel Included
Diverse Opportunities for Employee Engagement
Early Introduction to Inclusion (At On boarding!)
Make Pronouns Matter
Diversity And Inclusion (D&I) Communication Channel
Form A Diversity and Inclusion (D&I) Committee
Meetings in which every opinion matters
Tie D&I Efforts to Everyday Conversations

Inclusion is the way to implement diversity for its utmost outcome. Inclusion at the workplace makes everyone feel part of an organization that values their inputs, suggestions, and creativity.