Inclusion in the Workplace
Inclusion Doesn’t Mean Including Everything and Everyone
Inclusiveness is not about thought policing. It’s also not about turning everyone into a liberal.
It’s a normal learning process for humans to apply our latest discovery to everything we encounter for a while.
When my former neighbor’s young daughter learned about the physical differences between boys and girls, for days she did nothing but talk about anatomy and ask adults in the supermarket about theirs. When my dad learned about the cultural differences between generations, he processed everything he observed from that perspective for several weeks. An incessant social scientist, I chuckle every time I notice the way I filter the latest current event through the lens of my “latest religion” with the zeal of a recent convert.
Typically, we integrate our latest discovery into a richer, more balanced worldview. But when it comes to diversity and inclusion, too many organizations stay stuck in their own “latest religion” with potentially dire consequences. They embark on the well-intended mission to create a more inclusive culture, and soon find themselves off the path hitting landmines or sinking in quicksand because they’re indiscriminately inclusive.
Creating a more inclusive culture is not about including everything and everyone. To obtain meaningful results that matter without causing more problems than it solves, inclusion must be strategic, rooted in your existing organizational identity, values and business goals. High-performing organizations and teams are effective because they have a clear sense of purpose, expressed in clear goals. Having a clear identity is necessary to fulfill those goals, and identity is influenced by values. Whether conscious or not, every organization has values that are expressed in rules that dictate which behaviors are rewarded and which are rejected.
Organizations should not abandon their values, identity or goals for the sake of inclusion; in fact, being serious about inclusion will hone them. This may result in new rules. Just as it’s OK to exclude employees who come to work inebriated or who punch customers in the face, it’s not just OK to exclude employees who speak and act in alignment with white supremacist, misogynistic or homophobic belief systems (if those are counter to your values). It’s necessary. Expecting employees to share a certain set of values and behave in a particular way is effective leadership and is not oppressive or exclusive. While it’s always critical to review policies with legal counsel, in general you’re not depriving anyone of their freedom or right to work by taking a clear stand on what’s acceptable in your organization, just depriving them of their freedom or right to work for you. You’re also depriving them of their ability to disrupt your culture and interfere with your goals. To allow such disruption and interference is poor leadership that lets down your high performers and loyal customers!
While taking a clear stand on what and who you will include, there are three important considerations.
- Be clear and honest about your purpose, identity, values and goals. Such clarity allows you to be strategic in deciding which behaviors are acceptable and which aren’t, instead of making fear-based, knee-jerk decisions based on the latest media frenzy or trendy fad. It will also help you communicate the business-critical rationale for why certain behaviors aren’t acceptable. Be honest about your culture in the process. Many organizations espouse one set of values and goals, yet live another, leading to conflict, low morale, poor talent retention and reduced productivity. Have the courage and curiosity to see what your culture really is, and choose to either operate accordingly or commit to changing it.
- Use a scalpel instead of a carpet bomb to differentiate what and who you will include. Conservatives are sometimes right to criticize liberals for our hypersensitivity to language. Even progressive darlings like Chimamanda Adichie experience what she terms the “cannibalism of the left” in how we excommunicate allies over petty, rigid notions of correct vocabulary. While words should be taken seriously for their power to shape reality through thoughts and behaviors, censoring all “non-PC” speech or controversial ideas not only reduces diversity, it creates a mistake-intolerant culture that interferes with the learning and relationship-building necessary for true inclusiveness. Too many incidences of one-time inappropriate behavior are mishandled by firing the person responsible instead of using the situation to reflect, examine the big picture, learn, and create more accountability and trust. Of course there are behaviors that require serious and immediate consequences for the actor. Even then, leaders should pause to consider the roles and identities of all actors, identify root causes, seek patterns and ponder consequences.
- Focus on behavior. Cognitive diversity is what causes diverse teams to outperform non-diverse teams, and millennials are particularly keen on “diversity of thought.” People can, and should, have differing beliefs and ideas (religious, political, etc.) at work. Inclusiveness is not about thought policing. It’s also not about turning everyone into a liberal, since science shows diversity plus inclusion gets better results regardless of people’s political beliefs. The key is finding a balance between difference and similarity, with enthusiasm for the organization’s purpose and values held as an essential similarity. Ultimately, a person’s thoughts and beliefs only become problems once they translate into unacceptable behaviors. Having clarity around which behaviors are unacceptable and why (from a business standpoint) will allow you to think, speak and act more effectively. Then you can move beyond mere zeal and find success on your mission to create a more inclusive culture without losing yourself in the wilderness.
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7 Ways to Incent Employees to Feel and Act as Owners Building accountability into your business culture is a leadership process. It can't be driven..
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Mar 16, 2018Don’t Shuffle People Into…
Don't Shuffle People Into the Wrong Job Just Because They're Already on the Payroll You grow your company by putting proven performers where you need..
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Feb 26, 2018Minimise Workplace Negativity
Tips for Minimizing Workplace Negativity To Deal with Negativity in the Workplace, Use These 9 Tips Nothing affects employee morale more insidiously than persistent workplace..
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Feb 23, 2018Leadership Role but Unprepared…
You Were Promoted To A Leadership Role But You Feel Unprepared - Don't Panic You’ve been at the job for years. As much as you..
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Feb 16, 2018Fail at Switching Jobs?
This Is the No. 1 Reason Why People Fail at Switching Jobs (and What to Do About It) There's a reason changing careers is so..
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Feb 9, 2018The future Workspace
Why a Coffee Shop Will Probably Be Your Workspace Within 10 Years As the gig economy grows, there are both social and scientific reasons why..
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Feb 2, 2018A Technique To Get…
Didn't Get Your Dream Job? This 1 Technique Could Get You a Second Chance Every job seeker experiences this at least once, if not several..
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Jan 19, 2018First Hour, Day, Week,…
Do This In Your First Hour, Day, Week, And Month Of Your New Job Getting settled into your new job is the ultimate act of..
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Jan 12, 2018Make 2018 a Productive…
11 Expert Tips To Make 2018 Your Most Productive Year Ever Could eating cake for breakfast and never listening to your voicemail help you get..
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Dec 29, 2017Grateful Workplaces and Engaged…
Grateful Workplaces and Engaged Employees All leaders need to ask themselves why happy and engaged employees are worth their weight in gold. If you’re a..
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Dec 22, 2017Career Goals for 2018
How to Set Your Career Goals for 2018 and Achieve Them Each New Year offers the opportunity for a fresh start—and that includes your career...
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Dec 15, 2017Employee stress during Christmas
Managing employee stress during the festive period More than half of employees feel stressed in the weeks leading up to Christmas, with most calling for..
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Nov 24, 2017HR Function in 2024
Will You Be Leading an HR Function in 2024? Here are five things to look at to examine and determine if you’ve got what it..
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Nov 17, 2017Employee Appraisals
Importance of Effective Employee Appraisals The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically..
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Nov 10, 2017Your Impact at Work!
What Is Your Impact? We keep throwing this word around called "impact." Do you know what your impact is and how would you define, discover,..
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Nov 2, 2017The workplace is changing
From Cubicle To Coffee Shop - How The Workplace As We Know It Is Changing In the past few years we have seen a major..
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Oct 27, 2017Inspiring Career Advice
LinkedIn CEO Jeff Weiner's 3 Best Pieces of Career Advice Jeff Weiner, LinkedIn's CEO, has had nothing short of a successful career. After graduating from..
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Oct 13, 2017Working for small companies
Why You Should Consider Working For A Small Company Eighty-four percent of small-business employees are happy in their current job, according to the 2017 Aflac..
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Oct 6, 2017HR’s key role in…
HR's key role in enlightened office design HR magazine and Landid's roundtable on the workspace of tomorrow explored how HR can positively influence facilities management..
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Sep 22, 2017Workplaces still hamper productivity
Workplaces still hamper productivity Noise, lack of privacy and space are some of the factors causing the greatest dissatisfaction among office workers Nearly half of..
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Sep 15, 2017Lost your Job?
Nine Things You Should and Shouldn't Do If You Lose Your Job Most of us wouldn’t think to associate the words "joblessness" and "fun," but..
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Sep 8, 2017Why Risk Is A…
Why Risk Is A Necessary Component To A Successful Career - And How To Balance Risk With Reward Taking at least some risk is necessary..
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Aug 25, 2017Top 10 Benefits Of…
Top 10 Benefits Of A Workplace Wellness Program When Google opened up in the 90s it took a unique approach to employee satisfaction. In an..
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Aug 16, 2017Write your first CV
It's all about potential: how to write a CV with no work experience Follow these tips to stand out among competing candidates – from research..
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Aug 10, 2017Friends and Career
Being Too Busy for Friends Won’t Help Your Career Friendship matters. Everything we do to succeed in our careers is improved when we’re supported by..
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Jun 30, 2017Career Development
Think Strategically About Your Career Development In a world where the average employee sends and receives 122 emails per day and attends an average of..
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Jun 2, 2017Advance Your Career
How To Advance Your Career In A Crappy Entry-Level Job Yes, you can still bring yourself one step closer to snagging that dream job even..
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May 8, 2017Interview Preparation
Interviews are generally regarded as the primary decision-making event in any recruitment process. Regardless of your academic credentials or career thus far, it is crucial..
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May 2, 2017Employee Burnout
What causes burnout and how it can affect both the employees and the organisation How HR Can Help Prevent Employee Burnout An engaged workforce. It's..
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Apr 3, 2017Interview questions you have…
Studies have shown that structured interviewing is more than twice as reliable a predictor of future employee performance than unstructured interviewing. That is why most..
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Mar 19, 2012Job Search Tips That…
Cyprus unemployment has been steadily increasing monthly since 2008 and is getting closer to double digits (January 2012 Eurostat figure – 9.6%). However there are..