10 Ways to Foster an Inclusive Workplace Culture

/in /by

Many employers understand the importance of assessing their workplace culture and the need to promote inclusion. An inclusive workplace culture offers benefits to both employers and employees by fostering engagement, productivity, retention, and innovation. In an inclusive workplace, all employees are treated with respect and have an opportunity to contribute. An inclusive workplace accepts and values individual differences in race, ethnicity, religion, national origin, sex, gender identity or expression, sexual orientation, age, and disability. 

By contrast, exclusion in the workplace leaves workers feeling marginalized and devalued. Disrespectful behavior that goes unchecked can lead to a toxic environment, particularly when workers do not have sufficient options to report, address, and resolve workplace problems. This dysfunction in the workplace may cause talented employees to leave the organization. Exclusion can take many forms. Some employers fail to convey a commitment to organizational values. Employers may fail to set clear expectations about appropriate conduct. Gaps in policies, benefits, technology, and training can exacerbate internal problems. Employers may be unaware of problems with the workplace culture because they fail to seek feedback. 

To avoid these problems, employers can take concrete steps to promote inclusivity in meaningful ways. 

  1. Lead from the top. Leaders must visibly model respectful behavior and practice organizational values. Managers should promote inclusion at all levels and across all departments.
  2. Put clear expectations in writing. Employers can establish a code of conduct and recommit to organizational values. The strategic plan should promote inclusion, and the employer should periodically evaluate progress toward meeting stated goals. Job descriptions and performance evaluations can address responsibilities to promote diversity, equity, and inclusion. 
  3. Seek input and value contributions from diverse talent. The organization must go beyond simply ensuring that it employs a diverse workforce. Everyone should have a seat at the table. Seeking out diverse perspectives helps to amplify marginalized voices. Working groups and teams should include a diverse cross-section of the workforce. 
  4. Assess the culture regularly, accept critical feedback, and take action to address concerns. Anonymous surveys, focus groups, and informal discussions can help to identify concerns about the workplace climate and potential solutions. Employers should ensure that a diverse cross-section of the workforce is involved in identifying problems and implementing responses. Inclusion should be a regular focus of discussion.
  5. Ensure that employees have accessible options to report, address, and resolve workplace problems. Managers may not be aware of problems that go unreported. Employees must have trusted and effective channels to report concerns.
  6. Ensure accountability. Employers must act quickly to address problems at all levels within the workplace.
  7. Update policies to use inclusive language and make the workplace more welcoming. For example, employers should review benefits policies to ensure equity for LGBTQ+ employees and offer opportunities for employees to provide the pronouns they use. 
  8. Build a culture of accessibility for applicants and employees with disabilities. Employees with disabilities should have access to any needed technology or other accommodations, but don’t wait to be asked. Make accessibility a regular part of planning for meetings, events and activities, and standard workplace practices.  
  9. Foster inclusivity in informal situations. Workers may feel excluded when it comes to social situations at the lunch table, at happy hours, or even in casual conversations. Employers can seek to disrupt office cliques through team building opportunities.
  10. Offer training that provides tools and skills to address problematic behavior. Employers should move away from compliance-focused training to ongoing and regular education that equips workers with the knowledge and skills to take action. For example, bystander intervention training can equip workers with methods to act as an ally in support of a colleague who faces harassment or bullying.

By taking concrete steps to promote an inclusive workplace culture, employers can build a stronger workforce.

Working IDEAL provides trusted and innovative advice on inclusive workplaces, diverse talent, and fair pay. Contact us to learn more about the services we offer.

Author: Sarah Crawford

Support the Call to Dismantle Systemic Racism

/in , /by

By Pamela Coukos

Here at Working IDEAL, our work is national but our home is Washington, DC. We support the thousands who are gathering in the streets of DC and across the nation to demand justice that is long overdue. The government must respect the rule of law and the right of all to freely assemble and be heard.

Our mission is to help organizations build more diverse, inclusive and equitable workplaces. That requires changing the workplace culture, by addressing the structures and practices that can enable privilege and perpetuate racism and injustice.

We support the call to dismantle systemic racism in our police departments, our workplaces, and our national culture. We recommit to the work of transforming systems and practices to ensure equity and justice for all.

COVID-19 Resources for Employers and Employees

/in , /by

By Sarah Crawford

Working IDEAL has compiled a resource guide for employers and employees regarding implications of the coronavirus for the workplace. This guide provides links to resources offered by federal agencies (included resources in Spanish), state and local governments, and public interest organizations that explain legal obligations and best practices for employers and legal rights and benefits for workers. 

Recent legislation provides relief for employers and employees. The CARES Act provides enhanced unemployment benefits for workers and forgivable loans to small business owners to continue to pay employees and cover certain costs under the Paycheck Protection Program. The Families First Coronavirus Response Act expands workers’ rights to paid sick leave and paid family and medical leave. 

The Center for Disease Control released guidance for employers to prevent the spread of the virus. The guidance encourages employers to actively encourage sick employees to stay home, identify where and how workers might be exposed to COVID-19 at work, separate sick employees, educate employees about how they can reduce the spread of COVID-19, identify a workplace coordinator, implement flexible sick leave policies and practices, assess essential functions, determine how to operate if absenteeism spikes, consider establishing policies and practices for social distancing, etc.

The Department of Labor has released guidance relating to workplace safety, expanded sick leave and family and medical leave rights, unemployment benefits, etc.

The EEOC has provided updated technical assistance, including a pre-recorded webinar, that addresses the Americans with Disabilities Act and what information employers may request from employees who call in sick, when employers may take employees’ temperature, whether employers may require employees to stay home if they have symptoms, and whether employers may require doctors’ notes certifying fitness for duty upon employees’ return to work. 

In addition to reviewing these federal resources, employers and employers should review applicable state and local legislation and programs regarding unemployment benefits, paid sick leave, workers’ compensation, teleworking, identifying “essential” workers, etc.