Inclusive culture, better business: Unlocking the benefits of an inclusive workplace

25 September 2024

Diversity, equity and inclusion in the workplace represent a commitment to making staff feel valued, while also driving better business outcomes. But what does inclusivity really look like, and how can firms work towards building a company culture that truly feels inclusive to all?

Inclusivity in action

An inclusive workplace welcomes and supports everyone, no matter their age, race, gender, disability, religion or background. But true inclusivity goes beyond what your staff look like or where they come from, it means creating a working environment where everyone feels valued, safe and respected, and where their voices are heard.

In an inclusive workplace, judgement is left at the door and staff feel comfortable to be themselves. In practice, this means doing your best to accommodate all needs and perspectives, often including:

• Open communication, where all voices are heard and respected, and employees feel empowered to speak up.
• Equal opportunities for training, career growth, promotion, and access to leadership positions, regardless of a person’s appearance or background.
• Flexibility in office policies to accommodate different needs, such as flexible working arrangements, mental health support, and accessibility adjustments.
• A zero-tolerance attitude when issues of discrimination or harassment arise.

These are just a few of the indicators of an inclusive workplace, but what are the benefits to you and your staff?

Staff retention and satisfaction

Many people have experienced a toxic workplace or manager where we feel underappreciated and ignored. Research by Chartered Management Institute (CMI) found that a third of the UK workforce have quit a job because of a negative work culture. And part of what makes a work culture negative is lack of inclusion.

Staff who feel listened to and valued by their managers, their colleagues and their employers are not only far more likely to be engaged during the workday, but are more likely to stick with their organisation for longer. In this win-win scenario, employees feel happy and appreciated, and employers benefit from a motivated workforce and low turnover rates.

Attracting star talent

In today’s competitive job market, attracting top talent goes beyond things like salary, annual leave and other benefits. Now more than ever, working people are looking for employers that value diversity and inclusion, with a YouGov survey finding that almost 70% of UK workers say that inclusion of employees from all backgrounds is important to them when searching for a new job.

This shift is particularly significant with Generation Z, the future of the workforce. A study by Meta found that 96% of Gen Z workers emphasised the importance of feeling valued, included, and empowered at work.

Companies that actively encourage inclusivity at work are not only more likely to attract and retain the top talent in their sector, but talent that feels happy and respected at work and that are likely to stay with the organisation.

Diverse workforce, diverse ideas

Imagine a room full of people facing a problem that needs solving. If everyone in that room shares similar backgrounds, experiences, and ways of thinking, how many ways of solving that problem could they come up with?

Now imagine a different room. This one is filled with people of all ages, genders, ethnicities and backgrounds. Some are university graduates, some are not. Some come from working class backgrounds, and some come from a more privileged background. Some have strong religious beliefs, and some have no religion at all. These people all experience the world differently and bring different perspectives to the table.

When we create a work environment that encourages, values, and respects individuals from all walks of life, we open the door to more diverse ideas and solutions.

Building inclusivity in your firm

There are lots of ways, from small steps to major changes, to make your workplace more inclusive and supportive for all…

1. Revisit your recruitment process

Your recruitment process should be fair and equal to everyone that applies. For example, by using inclusive, gender-neutral language in your job descriptions and advertising your available roles on diverse platforms to reach a wider audience.

You could also reduce bias in the recruitment process by encouraging applicants to remove their names and any dates from their CV that may give away their gender or their age.

When it comes to interviewing, consider using standardised questions to level the playing field, and ensure to offer flexible interview formats and accommodate candidates with different needs so that everyone has an equal opportunity to succeed.

2. Review your policies

It is worth regularly reviewing your company policies to ensure they promote inclusivity. This could include things like policies on parental leave, flexible working, and mental health support. Anti-discrimination and harassment policies should also be clear and understood by your staff.

3. Act on discrimination

Having the right policies in place is just the first step in creating an inclusive workplace. But these policies mean nothing if they aren't actively enforced.

It is essential to listen to your employees when they voice concerns, and act on any instances of discrimination properly. This means taking a zero-tolerance approach to discrimination and harassment, ensuring that all employees feel safe, valued, and supported.

4. Offer staff training opportunities

There are lots of different types of training that will encourage your staff to consider diversity and inclusion in the workplace, including unconscious bias training, inclusive leadership training, and workshops on cultural awareness, disability, neurodiversity, and mental health.

These initiatives will help your workforce understand the importance of embracing different perspectives, promoting equality, and creating a supportive environment where everyone feels comfortable and included.

5. Encourage an open dialogue

Diversity and inclusion should not be a taboo subject in your office. Your employees should feel safe discussing their experiences and sharing feedback, whether positive or negative.

Consider adding diversity and inclusion to the agenda of your next all-company meeting, and encourage managers and leaders to regularly check in with their teams to ensure that staff always know they have a trusted space to voice any concerns or suggestions related to inclusivity.

6. Consider your social activities

It’s fantastic to reward your staff with social events like retreats, Christmas parties and staff away days, but you should always keep inclusivity in mind when planning these events.

For example, do you cater for different dietary requirements? Are a lot of your social activities centred around alcohol, which may exclude people who are pregnant or who don’t drink at all? Are the activities you plan very physical, which may not accommodate for people with disabilities? By getting to know your staff and actually asking them what they enjoy, you’ll create a happier workforce that feels heard and included.

Inclusivity also means valuing employees for their contributions during working hours and not for their ability to socialise outside of them, like showing up for after work drinks or events. Many people have commitments that may prevent them from attending, but this should never impact their chances for promotions or recognition.

7. Lead by example

Inclusivity starts at the top. Leaders and managers should actively promote inclusivity by setting the tone, leading by example, and holding others accountable.