How to Build an Inclusive Workplace Culture
About one in five employees in the U.S. experience discrimination based on their race or ethnicity, according to Gallup. AARP research found that over two-thirds of working women experience discrimination that affects their earnings. Approximately 75 percent of adults in the U.S. have a disability; however, according to U.S. Bureau of Labor Statistics data, only 18 percent of working-age individuals with disabilities are part of the workforce.
These numbers underscore the need for more inclusive workplace cultures. A comprehensive DEI certificate program can empower leaders to challenge discriminatory practices and biases and foster work environments where everyone can thrive—irrespective of their race, ethnicity, gender, or disability.
Understanding Inclusive Workplace Culture
At the core of an inclusive workplace culture lies a commitment to breaking down barriers, promoting equity, and providing equal opportunities for the personal and professional growth of all employees. Inclusive work environments mirror the diverse fabric of society and within them, people of different races, genders, ages, sexual orientations, religions, abilities, and backgrounds can feel respected, supported, and empowered to contribute their unique perspectives and talents.
To achieve the full potential of workplace diversity and inclusion, organizations need to focus on various dimensions of diversity, including those related to:
- Gender: Women fill only 36 percent of upper management roles, according to a recent McKinsey study. 83 percent of transgender individuals face discrimination that affects their prospects of being hired, according to a Center for American Progress survey. Clearly, leaders need to work toward ensuring equitable representation and treatment of all genders across every level of their organizations.
- Race and Ethnicity: Despite progress, racial discrimination continues to persist in the American workplace, with only a limited number of Fortune 500 and S&P 500 companies having Black CEOs. Additionally, in 2022 only 21 percent of CEOs were Latino or Hispanic.
- LGBTQIA+: Individuals from the LGBTQIA+ community are underrepresented in the workforce and often encounter microaggressions and discrimination. Inclusive workplace cultures create a welcoming environment for individuals of varying sexual orientations and gender identities.
- Generation and Age: Inclusive workplace cultures recognize the unique strengths and perspectives brought by different generations, including Gen Z, millennials, Gen X, and baby boomers. More than 75 percent of older workers in an AARP poll report experiencing ageism that held them back. In fact, older workers experience long-term unemployment at significantly higher rates than younger job seekers. This often results in older workers taking positions that pay them less than they made at their previous jobs.
- Religion: To create an inclusive environment for individuals from diverse religious beliefs, organizations need to take actions that demonstrate respect such as offering holidays based on various religious affiliations.
- Ability: It’s important to make workplaces accessible and barrier-free for individuals with disabilities to foster their full participation and inclusion.
- Socioeconomic Background: Organizations should take steps to provide equitable opportunities for individuals from lower socioeconomic backgrounds and recognize that such individuals face barriers in accessing education and job opportunities.
By nurturing critical DEI skills and implementing equitable practices, leaders can create work environments where everyone’s unique contributions are celebrated.
Benefits of an Inclusive Workplace Culture
The value of workplace diversity and inclusion extends far beyond ethical considerations; it yields tangible benefits for businesses as well. A diverse mix of individuals brings with it a diversity of thinking, fostering creativity and innovation within the organization.
Consider the following findings detailing some of the specific advantages of an inclusive workplace culture:
- A study from Cloverpop found that teams with the most diversity, in terms of gender, age, and geographic location, who incorporate those diverse views make better decisions 87 percent of the time.
- Research published in the Academy of Management Journal found that organizations with diverse lower and upper management are 1.32 times more productive than organizations without diversity at either level.
- A McKinsey study shows that companies with diverse executive teams have a 25 percent higher likelihood of generating greater profits compared to those with executive teams lacking in diversity.
- According to a Glassdoor survey, more than three-quarters of job seekers and employees consider DEI an important factor when deciding to accept or decline a job offer. When companies can point to successful DEI examples within their organization, they can often better attract and retain top talent.
Tips for Creating an Inclusive Workplace Culture
It takes intentional effort to cultivate an inclusive workplace culture. By implementing the following tips and practices, organizations can create environments where every employee feels valued and empowered to thrive.
Promote a Diverse Workforce
Inclusive workplace cultures start with a diverse workforce. Implementing diverse hiring practices can help organizations attract a broader range of candidates, reduce unconscious biases during the recruitment process, and create a talent pool that reflects the diversity of society. Diverse hiring practices include:
Blind Hiring
Blind hiring involves removing details from a resume or cover letter that can reveal a candidate’s identity, such as their name, photo, address, and personal information. This approach helps to create a level playing field for all applicants and helps ensure candidates are evaluated solely on their qualifications and merits.
Setting Diversity Goals
Establishing targets to increase diversity and tracking progress enables organizations to hold themselves accountable and make measurable strides toward building a more inclusive workforce.
Structured Interviews
To further eliminate bias in recruitment, organizations can adopt structured interviews. Using the same set of predetermined questions and a consistent and objective method for evaluating candidates’ responses can help ensure a fair hiring process.
This method also helps minimize the potential for unequal treatment of candidates based on factors such as their appearance, mannerisms, or other personal characteristics unrelated to their qualifications for the role.
Employee Resource Groups
In addition to hiring practices, creating affinity groups can also foster an inclusive workplace culture. Employee Resource Groups (ERGs) serve as voluntary platforms that support underrepresented employees, such as those from diverse racial and ethnic backgrounds, LGBTQIA+ individuals, people with disabilities, or various other identity groups.
For example, an ERG for LGBTQIA+ employees can provide a safe space to discuss LGBTQIA+ issues in the workplace and advocate for policies that promote LGBTQIA+ inclusivity. Similarly, an ERG for employees with disabilities can work toward improving accessibility and accommodations within the organization.
These groups bring together individuals who share common backgrounds, experiences, or identities. They also make room for employees to build meaningful relationships, share insights, and seek support from one another.
Cultivate a Culture of Belonging
DEI initiatives that cultivate cultures of belonging enhance the well-being and performance of employees. By creating an environment where employees feel included and valued, organizations can boost employee engagement, leading to overall organizational success. Additionally, these efforts send a powerful message about the organization’s commitment to equity and inclusion.
Encourage Open Communication
Open communication is fundamental in an inclusive workplace culture. When employees know their voices will be heard and their contributions valued, they are more likely to actively engage and meaningfully contribute to the organization’s success.
Strategies that encourage open communication and create supportive and transparent environments include:
- Establishing an open-door policy that encourages employees to approach management to discuss their ideas, concerns, and feedback
- Regularly seeking employee feedback through surveys, focus groups, or town hall meetings so employees understand their opinions are valued
Promote Psychological Safety
Psychological safety is essential for fostering an inclusive work environment where employees feel comfortable taking risks, sharing their ideas, and expressing themselves without fear of negative consequences. Some specific ways to promote psychological safety include:
- Leading by Example: Leaders and managers can model vulnerability and humility. This may involve acknowledging their mistakes and showing that it’s acceptable to make them. This can encourage employees to do the same, and it can promote a culture that values learning and growth.
- Promoting Feedback and Recognition: Providing regular feedback and recognition for employees’ contributions encourages employees to continue sharing their ideas.
- Creating a No-Blame Culture: When mistakes happen, leaders and managers can focus on learning and improvement rather than placing blame. This helps employees learn from their errors and share the lessons learned with others.
Offer Employee Support Programs
Through employee support programs, organizations can show employees that they care about their overall well-being and not just their work performance. By offering resources and assistance for personal challenges, the organization shows employees that it recognizes and values them as individuals with unique needs and experiences.
Employee support programs that help cultivate a culture of belonging in the workplace include:
- Employee Assistance Programs (EAPs): EAPs offer confidential counseling and support services to employees facing personal challenges such as stress, mental health issues, family problems, or financial concerns.
- Mentorship and Coaching Programs: Pairing employees with mentors or coaches helps connect employees across different levels and departments, facilitating relationship-building and knowledge-sharing.
- Work-Life Balance Initiatives: Offering flexible work arrangements, telecommuting options, or paid time off for personal reasons supports employees in managing their personal and professional lives.
Embrace Inclusive Policies and Practices
Inclusive policies and practices build workplace cultures where employees can best collaborate as a team. These policies and practices set the foundation for a workplace where diverse perspectives and backgrounds are celebrated.
Some deliberate steps organizations can take to embrace inclusive policies and practices include:
Creating a Diversity and Inclusion Task Force
These teams can develop strategies, set goals, and regularly assess progress to drive diversity and inclusion initiatives within the organization.
Reviewing and Updating Policies
By regularly reviewing existing policies and procedures, organizations can identify and eliminate any biases or barriers that may hinder inclusivity.
Conducting Pay Equity Audits
Assessing compensation practices identifies wage gaps based on gender, race, or other factors. This helps organizations begin to address issues and ensure fair and equal pay for all employees.
Take Action to Build a More Inclusive Future
DEI advocates have a critical role in building more inclusive workplace cultures. With the necessary skills, professionals at various levels can advocate for inclusive policies and work toward achieving diversity, equity, and inclusion in their organizations.
Explore how the Suffolk University Center for Continuing & Professional Education (CCPE) DEI certificate program prepares individuals to contribute to thriving, diverse, and inclusive work environments.
Sources:
AARP, “As Economy Improves Age Discrimination Continues to Hold Older Workers Back”
AARP, “How and Where Women Feel Discrimination’s Heavy Impact”
Business, “Benefits of an Employee Assistance Program (EAP)”
Cloverpop, “Hacking Diversity with Inclusive Decision-Making”
Forbes, “What Is Pay Equity, And Why Does It Matter?”
Fortune. “Black CEOs on the Fortune 500 Reach New Record High in 2023—Meet the 8 Executives”
Gallup, “One in Four Black Workers Report Discrimination at Work”
Glassdoor, “Glassdoor’s Diversity and Inclusion Workplace Survey”
Handshake, “How to Remove Hiring Bias from the Recruiting Process”
Harvard Business Review, “The Forgotten Dimension of Diversity”
McKinsey & Company, “Diversity Wins: How Inclusion Matters”
McKinsey & Company, “Women in the Workplace 2022”
Recognize, “How Does Diversity Impact Employee Retention in 2022”
SAP, “Workplace Diversity: The Statistics Are In”
U.S. Bureau of Labor Statistics, Persons with a Disability: Labor Force Characteristics — 2022