6 tips on how to promote diversity and inclusion in the workplace

Over the last few years, building an inclusive workplace has been a top priority for organizations, and it’s one aspect workers want to see more of with 56% of workers saying increasing diversity, equity, and inclusion is a good thing.

Whether your organization operates from home, the office, or both, creating a safe environment that welcomes all backgrounds, perspectives, and experiences is paramount for building a stronger workforce. In our recent Talent Trends report, only 32% of US respondents believe their workplace is inclusive, reinforcing the need for improvement.  

While promoting an inclusive workplace ensures you fulfill a moral responsibility, doing so also yields a range of benefits, including enhanced performance, employee engagement, and company culture. Keep reading for six tips on how to ensure a more inclusive workplace and reap the rewards of happier, engaged employees.  

Incorporate inclusivity into your core values

Rather than making inclusion something you do to check a box, make it part of what your company stands for by incorporating it into your company’s core values. Clear communication regarding your stance on inclusivity along with measurable goal setting will reassure existing and prospective employees that your organization cares about fostering a space that allows everyone to thrive.

Use inclusive language

We can’t discuss diversity and inclusion in the workplace examples without discussing how we speak to one another. Take the time to learn workers’ preferred pronouns and avoid using ableist or gendered language. This is especially beneficial for industries dominated by one gender, age, race, etc.

For example, while the tech industry has been largely dominated by men for decades this is no longer the case, and so using more gender-neutral language may help women feel more like they belong.  

On the same note, opting for gender-neutral pronouns when addressing a group ensures every individual, regardless of how they identify, feels acknowledged. Such small gestures can make a big difference in creating a work culture that embraces everyone.  

Create safe spaces  

Creating safe spaces in your workplace shows you recognize people’s experiences and want to ensure each person feels supported. Some examples include non-binary bathrooms, private lactation rooms for nursing mothers, and quiet spaces for workers who feel overstimulated by an open floorplan. As an employer, providing meaningful accommodations goes a long way in illustrating you care about your workers’ comfort and well-being.

Refine your recruitment strategies

Remember it’s crucial to display your dedication to inclusion internally and externally. A way to expand on the latter is by reevaluating your recruitment tactics and ensuring they align with your goals to improve diversity and inclusion.  

When striving for a more inclusive workplace, bear in mind the following:  

• Create job descriptions with gender-neutral, jargon-free language and use bold, enlarged text where possible to improve the reading experience for applicants who have dyslexia or are visually impaired.  
• Use a standardized interview process to assess candidates fairly. When possible, asking candidates the same or similar questions will make it easier to evaluate candidates without bias.
• Provide existing employees with opportunities for vertical or horizontal growth and encourage all high performers to apply (not just those who have a certain background or experience level).
• Create a diverse hiring team to allow for varying perspectives and help candidates feel more comfortable during the interview process.
• Partner with recruitment agencies like Michael Page that have a broad and diverse network and a strong understanding of inclusive hiring practices.

Encourage feedback

The topic of inclusion may feel intimidating, which only further emphasizes its significance. Show that you are open to making your workplace more inclusive by inviting your colleagues to share their thoughts, whether through an employee survey, one-on-one meetings, or an open, “all hands on deck” conversation. Most importantly, show you value their input by putting their ideas into practice, addressing their concerns, and working to fill any gaps.  

Partner with a DE&I consultancy

Creating an inclusive workplace is nuanced and often takes time. If you want to maximize your efforts, enlisting help from a DE&I consultancy like Michael Page can provide immense value.  

As a people-first business, inclusion is at the heart of everything we do. Our team has the insight and experience to help you build a more inclusive workplace. Click here to learn more about our expertise or request a call back to start a conversation about your needs.