Growing inclusion in the workplace is not only the right thing to do, studies show it provides a host of business benefits too.
Want to disrupt or innovate in your industry, attract millennials or improve your financial performance? Improving inclusion has been shown to help.
We have looked at inclusion best practice but what are some of the things that can stop businesses from achieving inclusion? Your business may be aware of some while others might surprise you. By changing these practices your business is starting its journey towards a more varied workforce:
Distinct from a formal mentoring programme, informal mentoring occurs when a senior employee chooses to guide, advise and assist in the career development of a junior team member. The unplanned nature of this kind of mentoring can be a barrier to inclusion because, unconsciously, we are more likely to assist a colleague in this way if we can see ourselves in them. Change this natural tendency by making employees aware of it. Suggest they consider approaching the person on their team or in the office who adds the greatest inclusion for informal assistance instead.
Having diverse leadership and middle management is a key component to supporting inclusion. Seeing those of the same race, gender or background succeed is reassuring and empowering to others in your organisation. Having diverse role models will positively shape the experience for younger, less experienced diverse employees. Building a work environment where diverse employees know if they experience a microaggression, they have allies in management who will support them really matters.
