It’s crucial that organizations implement effective EDI (Equity, Diversity, and Inclusion) policies to make their working culture more inclusive for all. Hence, the responsibility of implementing these policies lies with your organization—and rightly so. However, you also have an important part to play in shaping your company’s culture in a positive way. Discover how in this article.
Diversity and inclusion: how are they different?
Diversity and inclusion are often lumped together, but in reality, they are two very different things. Think of it this way: diversity is getting a dinner invitation; inclusion is making sure everyone enjoys the meal.
Greater diversity at work benefits everyone, but you don’t get those benefits without focusing on inclusion. And when it comes to making our workplaces more inclusive, it’s not just those at the top who can make a big difference.
We all have a part to play in fostering inclusivity, and we can drive major change as individuals simply by getting involved, being open to hearing new perspectives, and doing right by our colleagues.
What we do on a day-to-day basis can have an incredibly powerful impact on those around us; even the smallest of gestures can move the needle in creating a welcoming, supportive environment where everyone can thrive. For instance, did you know that employees who actively promote inclusivity can increase their colleagues’ sense of belonging by 25%?
When our colleagues feel valued, they perform up to 56% better and are more innovative. What’s more, inclusive behaviors such as soliciting input from diverse team members have been proven to enhance team innovation by 20%. Inclusivity boosts retention too; employees who feel included are 3.5 times more likely to be satisfied with their jobs and are three times more likely to stay on with their current employer.
Ready to do your part to create a more inclusive, more productive, and more engaged workplace? Let’s take a look at a few things you can do within your organization to drive progress for all.
5 things you can do to make your workplace more inclusive
1. Advocate for and participate in EDI initiatives
Inclusivity is for everyone, and the more people we have who actively support and contribute to EDI efforts within their organizations, the better the outcomes will be for all. So why not…
- Participate in or help establish Employee Resource Groups (ERGs) for various underrepresented groups, such as racial minorities, LGBTQIA+ employees, and people with disabilities. These groups can provide encouragement, advocacy, as well as a sense of community and belonging. Plus, the more people engage with them, the more connected and supported employees from minority groups will feel.
- Be a good role model by encouraging the adoption of inclusive practices in team meetings, project assignments, and company events. This might come in the form of setting clear meeting objectives and agendas to ensure that as many voices as possible are being heard and valued; putting forward diverse candidates for leadership positions; or supporting initiatives that foster an inclusive working environment.
- Participate in any available EDI training sessions to improve your personal understanding of diversity and inclusion issues, as well as to learn how to be an ally and support an inclusive workplace. Encourage your colleagues to join in and be positive about the value that training provides to everyone.
2. Be an ally for your underrepresented colleagues
Being an ally means actively supporting and advocating for the rights and opportunities of underrepresented groups. But remember, being a good ally means making space for your colleagues’ voices, not speaking for them.
Make sure that you:
- Identify and address instances of bias, discrimination, or microaggressions that you see in the workplace to help create a safer and more inclusive environment for all employees. If, for example, someone interrupts your colleague, circle back and say: “Hold on, I don’t think Joe was finished” or “I’d like to hear what Soo was going to say.”
As CEO of Paradigm and former human rights lawyer Joelle Emerson says, you should be thinking to yourself: “Is this an organization where people feel like they can speak up and their ideas are going to be heard and valued? And you can imagine why in an organization where that’s the case, harassment is less likely to happen because you’re going to have a culture where people are speaking up when they see things that are potentially problematic.”
- Advocate for and support the career development of underrepresented colleagues by mentoring, sponsoring, or providing opportunities for skill-building and networking. This can help reduce barriers to advancement and create a more equitable workplace. Even small acts, like making sure credit is given where it’s due or redirecting people when they ask misplaced questions to the wrong person, cost you nothing, yet can make people around you feel much more valued and appreciated.
- Actively seek and value diverse perspectives in decision-making processes by including diverse team members in discussions, projects, and leadership opportunities. Establishing clear agendas for meetings ahead of time (and sticking to those) can also help ensure that everyone gets a voice or knows when they may have opportunities to contribute.
Ryan Carson, founder of online technology school Treehouse, shares his take on why cognitive and experiential diversity is so important. “If we only build products for white people, then we limit our market. And so, there’s no way that I as a white guy understand what a black woman needs and wants. And so, if I don’t have any black women on my development team and my engineering team, how are we going to build products to actually meet those needs?”
3. Educate yourself and foster an inclusive mindset
Personal education and a commitment to fostering an inclusive mindset are crucial for promoting diversity and inclusion. If we all do a little bit of self-improvement, our collective gains made for everyone will be enormous.
- Continuously educate yourself on issues related to diversity, equity, and inclusion by reading books, attending seminars, and following thought leaders in the EDI space to build a deeper understanding of the challenges and opportunities related to inclusivity. It’s especially important that you take the initiative to do this on your own and don’t expect marginalized people to spoon-feed you the information.
Here are a few resources you can use to grow your knowledge and awareness of EDI:
- Regularly reflect on your own biases and behaviors. You can use tools such as implicit bias tests to become more aware of unconscious biases and take steps to mitigate their impact on your actions and decisions.
- Create an environment where open and respectful dialogue about diversity and inclusion is encouraged by facilitating or participating in discussions about EDI topics and being open to feedback and new perspectives.
Dame Inga Beale, the first female CEO of Lloyd’s of London, said this about embracing tough conversations: “We all have the ability to promote a culture of acceptance and inclusion—and that is something I believe every leader has a responsibility to do. It starts with having a dialogue until we are all comfortable and no longer have the fear of saying the wrong thing.”
4. Recognize that everyone works differently
Neurodivergent employees are just like any other employee in your team—we come with both strengths and struggles! Yes, there are some things we find trickier in the workplace. But if you can accommodate and support us with those things, you’ll unlock a whole load of skills and abilities that make up a great employee.
What works for you might not work for everyone else. Creating an inclusive environment where everyone can perform at their best might mean changing the way you communicate with certain colleagues, or adapting certain processes to ensure they are inclusive of everyone.
- Be open to alternatives when it comes to communicating, sharing information, and handling work. If a colleague asks to converse through e-mail rather than a phone call, try to accommodate them. Better yet, get into the habit of asking people what works best. You don’t know how much easier it might make their lives and how much they’ll appreciate you making things more inclusive for them.
- Don’t ‘other’ or exclude colleagues who might not go along with stereotypical workplace norms. Appreciate that everyone is unique, and they have the right to go about their business however they feel most comfortable, without being made to feel different. Just because your colleague doesn’t come to after-work drinks or wants to chat extensively about their weekend doesn’t mean they’re not a valuable part of the team.
- If you’re not sure what someone needs to be at their best, just ask. All too often, we assume that traditional (and often outdated) ways of working are suitable for everyone, so don’t be afraid to challenge the status quo. “But that’s how we’ve always done it” doesn’t do anything to boost inclusivity. After all, only good things can come from removing barriers so that everyone can perform better.
5. Stay curious!
Most people like to talk and share things about themselves, especially things that they’re interested in, excited about, or proud of. But when you’re the minority in your workplace (whether that’s due to race, sexuality, or your neurotype), it can be difficult to be open about yourself.
Often, people hold back due to fear of being judged, misinterpreted, or made to feel like an outsider because of people’s lack of understanding about what makes them different from their colleagues. Breaking down this barrier of silence can be a huge step towards a more inclusive workplace. Remember, inclusion isn’t about pretending we’re all the same; it’s about understanding our differences, appreciating them, and acknowledging the value they bring.
If I get to be me, I belong.
If I have to be like you, I fit in.
Grab a coffee (in-person or virtual), have a chat, and get to know the people you work with. As long as you’re not being intrusive and your interest is genuine and good-natured, you’ll help your colleagues feel more comfortable with sharing their whole, authentic selves.
The knowledge that they can share things with their team without repercussions (conscious or otherwise) will build a sense of belonging while also helping you grow your own understanding of your co-workers and their lives.
As the legendary voice on inclusion, Vernā Myers, once said: “Biases are stories we make up about people before we know who they actually are.” So, take some advice from Vernā:
“So much about getting good at this work has nothing to do with cognitive intelligence. In fact, real progress usually begins when we develop emotional, social, and spiritual intelligence—when we humble ourselves to learn what we don’t know.”
If you spend a little time getting to know people better, you can find out their coffee order, which holidays they celebrate, and how they like to be addressed. And these little things really do add up to big changes and a better working environment for everyone.
Top inclusion influencers to follow
The best way to learn more about inclusivity is by hearing directly from those from marginalized communities. Here are just a few brilliant, informative activists and influencers to follow right now.
Equity, Diversity & Inclusion Partner at GV
Candice works with Google Ventures to expand diversity and inclusion among the entrepreneurs they fund.
Founder at Shiso
Founder of an intersectional equity consulting firm, Aerica helps create systems and frameworks to restore equity in our institutions.
Co-founder and co-CEO of Untapped
Tariq helps brands create more opportunities for historically overlooked employees by implementing equitable policies and practices.
Co-founder and CEO of Awaken
An immigrant queer woman of color, Michelle advises organizations to spark personal and organizational change.
EDI Advisor and Strategist
An author and highly sought-after consultant, Vernā became the first VP of Inclusion Strategy at Netflix in 2018.
Author, speaker, and influencer
Ellie is a leading influencer, empowering neurodivergent people to thrive in and out of the workplace.
CEO of Trans in the City
Bobbi is a DEI professional and a recognized global expert in trans and non-binary inclusion in business.
Advocate and non-profit executive
Jonathan has served as Senior Vice President of the National LGBT Chamber of Commerce since 2015, and was previously Communications Director of StartOut.
Diversity & Inclusion Advisor
Toby helps companies implement effective diversity and inclusion policies, particularly around disability and LGBTQIA+ rights in the workplace.
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