Inclusion means ensuring all voices are heard, with opinions considered and the value of all made evident.
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Inclusion means ensuring all voices are heard, with opinions considered and the value of all made evident, according to the Society for Human Resource Management. The checklist of workplace inclusion includes training managers and holding them accountable; forming an inclusivity council; and identifying underrepresented groups’ needs, then offering support. Here are some inclusivity practices to start this week.
Whether physical or virtual, create safe spaces. These include gender-neutral bathrooms for non-binary and genderqueer inclusion, lactation rooms for new mothers, and prayer or meditation areas. Some workers may be distracted or overstimulated in an open-floor plan environment, so quiet workspaces would be helpful, suggests KazooHR. Introverts need a voice, too. “To fully understand the needs of everyone at your company, partner with managers to learn more about their teams,” suggests the human resources platform provider. “Employees may feel awkward advocating for themselves, and managers – who have a close eye on their reports’ skills and needs – can communicate these to you.”
Run inclusive online meetings. A SHRM expert suggests helping those to whom English is a second language or introverted employees by distributing meeting materials and soliciting questions in advance. Rotating meeting times for workers in different time zones reflects an inclusionary culture, as does recognizing who shared an idea originally if that idea is referred to again later in the meeting. Hold colleagues accountable when they interrupt others, to ensure employees are heard equally.
Have recordings and transcripts of virtual meetings available, says Dolly Chugh at Ideas.Ted.com, to fully include those working from home who are parenting or caring for another family member, and likely multitasking. “The recording allows them to listen later and stay in the loop without burdening others. Of course, recording may make some uncomfortable or be problematic for other reasons … Be sure to have permission before recording,” she advises.
