Inclusion: It’s a term that’s been echoing through boardrooms and team meetings, becoming a buzzword for modern organizations. But what does true inclusion look like? And why is it so crucial?
The Importance of Inclusion
Inclusion is not just about assembling a diverse team but ensuring that every team member feels valued, heard, and treated equitably. Studies have consistently shown that inclusive teams are more innovative, more productive, and have higher employee satisfaction rates. It’s not just about doing the right thing morally; it’s also about harnessing the potential of diverse perspectives for better business outcomes.
Where Many Organizations Miss the Mark
It’s a common scenario: An organization ramps up its diversity recruitment efforts, believing that once they have a diverse team, the work is done. However, if these individuals don’t feel integrated into the team or see clear opportunities for growth, the churn rate spikes, and morale dips. Inclusion isn’t just about having diverse team members; it’s about ensuring they have a genuine place at the table.
Promoting inclusivity within a company isn’t just a moral imperative; it’s also a business one. Diverse teams lead to better decision-making and financial outcomes. Here are a few evidence-based strategies that companies may want to consider:
- Diversity Training Programs: These can be beneficial, but they need to be well-designed and implemented consistently. A study from the National Bureau of Economic Research showed that diversity training can have a positive effect on the diversity of hires and promotions, especially when it’s not mandatory and emphasizes the societal context of discrimination.
- Structured Interviews: According to a study in the Journal of Applied Psychology, structured interviews, where each candidate is asked the same set of questions in the same order, reduce bias and result in better hiring decisions compared to unstructured interviews.
- Blind Recruitment: Removing names and other demographic indicators from job applications can reduce bias. A report from the Harvard Business Review indicates that blind recruitment can lead to a more diverse workforce by preventing initial biases.
- Inclusive Benefits Programs: Offer benefits that cater to diverse needs, such as parental leave (for both mothers and fathers), health insurance that covers healthcare for all, and flexible hours for caregivers.
- Employee Resource Groups (ERGs): These are groups formed around shared characteristics or experiences, like race, gender, or sexual orientation. According to a 2016 Deloitte report, ERGs can foster inclusion and understanding, help in talent development, and even lead to business growth.
- Mentorship and Sponsorship Programs: According to a study in the Harvard Business Review, sponsorship, where senior leaders advocate on behalf of individuals, can be especially powerful for women and minorities in advancing their careers.
- Collect and Analyze Data: Regularly collect and analyze data on the company’s diversity and inclusion metrics. A McKinsey report found that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. By understanding current demographics and tracking changes, companies can make informed decisions.
- Promote Work-Life Balance: Flexible work schedules and remote work opportunities can cater to a diverse workforce with varying needs, according to the Society for Human Resource Management (SHRM).
- Zero-Tolerance Policy on Discrimination and Harassment: Establish and enforce strict policies on discrimination and harassment and enforce them. Ensure that everyone is aware of these policies and the consequences of violating them.
- Leadership Accountability: Leaders should be held accountable for diversity and inclusion goals. The same McKinsey report mentioned earlier found that commitment from the CEO boosts the chances of success in diversity and inclusion initiatives.
- Seek External Feedback: Invite external experts or consultants to audit the company’s practices and offer recommendations.
- Inclusive Job Descriptions: A report from Zurich UK found that certain phrasings in job descriptions can deter a diverse range of applicants. Ensure that the language used in job descriptions is neutral and inviting to all.
Incorporating these evidence-based strategies can help companies not only foster a culture of inclusivity but also tap into the many benefits that inclusive cultures promote.
Companies that Have Been Intentional About Inclusion
Several companies have adopted innovative approaches to inclusion. These companies understand that fostering a diverse and inclusive environment isn’t just ethically right; it’s also beneficial for business. Here are a few examples of companies and their groundbreaking approaches:
- Salesforce: Salesforce implemented an innovative approach to promoting gender equality. They initiated a comprehensive audit of their entire workforce to assess if men and women were paid equally for comparable work. As a result of their findings, they spent millions of dollars to equalize compensations. Additionally, they introduced the “Equality Ally” program to encourage all employees, regardless of background, to promote inclusion in the workplace.
- Accenture: Recognizing the importance of a diverse workforce, Accenture has made public its goals for gender and ethnic diversity, aiming for full gender parity by 2025. They also employ a unique tool using artificial intelligence to highlight and rectify areas in the recruitment process where bias may emerge.
- Google: To combat unconscious bias, Google developed a program named “re:Work,” which offers a range of resources, from workshops to guides, that other companies can use to create a more inclusive environment. Although Google has faced criticism and has acknowledged the need for improvement in its diversity statistics, its efforts in creating tools for others signify an innovative approach.
- AT&T: They have implemented a “micro-mentorship” program. Unlike traditional mentorships, these are short-term, focused relationships designed to address specific issues or skills. This approach has been especially beneficial for inclusion, as it allows employees from underrepresented groups to build wider networks within the company.
- Ernst & Young (EY): EY’s “Neurodiversity Centers of Excellence” initiative is an innovative program designed to employ people with autism in technology jobs for which they are especially suited, such as data analytics. Recognizing the unique skills and perspectives of neurodiverse individuals, EY has created an environment where they can thrive.
- Vodafone: They have initiated a global maternity policy, offering 16 weeks of fully paid maternity leave to employees across the world. Additionally, new mothers can work reduced hours at full pay for the first six months after their return. This approach goes beyond conventional maternity leave policies and shows a deep commitment to gender inclusion.
- Airbnb: Airbnb has been proactive in combatting racial bias on its platform. They’ve revamped their product to reduce the visibility of guest photos during the booking process and emphasized other relevant information. They’ve also rolled out an “Open Doors” policy, guaranteeing accommodation for any guest who feels discriminated against.
While many companies have initiated steps toward inclusion, these few stand out for their innovative and proactive approaches. However, it’s essential to remember that the landscape of diversity and inclusion is continually evolving. Agile companies will want to stay adaptive and open to change to ensure that everyone feels valued and included. Simply put, inclusion is a journey, not a destination.
Inclusive Decision Making
Inclusive organizational decision-making is not just about incorporating a diverse range of opinions; it’s about establishing processes, structures, and a culture that consistently values and seeks out those varied perspectives. Here’s how companies can embed inclusivity into their decision-making processes:
- Inclusive Meetings:
- Invite Diverse Participants: Ensure that team members from different backgrounds, departments, roles, genders, ethnicities, and experience levels are present and encouraged to speak.
- Rotate Meeting Leaders: This can ensure varied leadership styles and voices guide the discussion.
- Feedback Channels:
- Anonymous Platforms: Tools like suggestion boxes or digital platforms can allow for anonymous feedback, which can be particularly useful for those who may feel uncomfortable speaking out. Just be sure to follow up or at least acknowledge suggestions.
- Open Door Policies: Leaders should encourage team members to voice concerns, ideas, or feedback directly.
- Collaborative Decision-making Tools: Tools like Confluence or Trello can allow multiple team members to contribute their thoughts, feedback, and insights in a structured, transparent manner.
- Representation in Leadership: If diverse voices are present in leadership positions, it’s more likely that a broader range of perspectives will be considered in decisions.
- Diverse Committees & Task Forces: For major decisions, consider forming committees that pull from various departments and demographics within the company.
- Training & Workshops: Regular training sessions on topics like unconscious bias can help team members become aware of their own biases, which could influence decision-making.
- Consensus-driven Decisions: Rather than top-down decision-making, aim for consensus where everyone’s voice is heard and considered. This doesn’t mean unanimous agreement but rather arriving at a decision that the team can support.
- Transparent Communication: Decisions, especially major organizational ones, should be communicated transparently. Even if everyone doesn’t agree, understanding the “why” behind a decision can lead to greater buy-in.
- Feedback Loop: After decisions are made, create avenues for feedback to understand the effects and any unforeseen consequences. This feedback can inform future decisions.
- Inclusive Data Collection: Use data analytics tools that collect a wide range of data points. For instance, if doing market research, ensure the sample is diverse and representative of the entire target audience.
- Encourage Dissent: Cultivate a culture where dissent is not just tolerated but encouraged. Often, the best decisions come after a range of opinions, including contradictory ones, are considered.
- Flexible Policies: Understand that one-size-fits-all policies might not cater to everyone. Wherever possible, be flexible. For instance, strict 9-5 office hours might not be suitable for everyone, and flexible timings might lead to better productivity and job satisfaction.
- Regular Reviews: Periodically review decision-making processes to ensure they remain inclusive. Get feedback on the process itself and adjust as needed.
Inclusivity in organizational decision-making leads to more robust, comprehensive, and effective decisions. It ensures that decisions aren’t just made for a segment of the organization but are reflective of the diverse needs, challenges, and insights of the entire team.
Research on Inclusion and Collective Decision-Making
In her book, Collective Genius: The Art and Practice of Leading Innovation, Linda A. Hill in collaboration with Greg Brandeau, Emily Truelove, and Kent Lineback, discusses the essential qualities and practices that leaders must embrace to foster innovation within their organizations. Through extensive research, including interviews with leaders from various innovative companies such as Pixar, Google, and IDEO, Linda A. Hill and her co-authors identify that the key to innovation isn’t about the genius of an individual but rather about the collective effort of a diverse group. Hill coins terms like Creative Abrasion, the capacity to generate ideas through discourse and debate; and Creative Agility – the ability to test and refine ideas through quick pursuits, iterations, and adjustments – to describe how the most creative companies cultivate ideas and innovate.
“Collective Genius” underscores that true innovation in organizations doesn’t come from top-down directives but from collaborative, inclusive environments where every individual’s potential to contribute is recognized and nurtured.
The Forest Retreat Corporation: Missing the Trees for the Forest
On the outskirts of the city, lay the headquarters of Forest Retreat Corporation, a company known for its eco-friendly outdoor equipment. Their slogan, “For the adventurers, by the adventurers,” was emblazoned
in bold green letters on their building. Inside, the ambiance was serene, with a workspace designed like a forest, giving employees a sense of tranquility and connection to nature.
Every quarter, the top executives of Forest Retreat would gather in the ‘Treehouse’, a majestic conference room with a panoramic view of the city. Here, the fate of new products and company initiatives was decided. As their quarterly meetings approached, these leaders made sure to place a wooden “Suggestion Box” at the heart of the office, inviting employees to drop in their ideas.
And ideas did flow! From innovative designs to eco-partnerships, the employees were never short of suggestions. Once a month, a meeting was held to discuss these ideas, but this meeting was exclusively for the top brass.
Anna, a product designer, dropped a detailed proposal into the suggestions box. It was about a new tent design that would be lightweight yet more durable, perfect for high-altitude terrains. She did preliminary research, spoke to members of the extreme hiking community, and even drafted a few potential designs. She had previously shared her design idea with the Vice President of Product Development, but she never heard back.
Weeks turned into months, and Anna heard nothing from the leadership team. Whispers started around the office. It wasn’t just Anna; many felt that while the company claimed to value their input, most suggestions seemed to fall on deaf ears.
An external consultant was brought in to assess the company’s innovation strategy. After days of observation and interviews, she presented her findings to the executive leadership team. “What process do you use to assess suggestions made by your employees?”, she asked. “You seem to have a goldmine of insights and expertise right here among your employees.” Members of the executive team shared that they wanted employees to feel like they had a voice in the company, but no one could answer how suggestions were being managed.
The message was clear. Forest Retreat had been missing out on the real essence of inclusion. Realizing their oversight, the executive team implemented a process where ideas were formally reviewed, and employees would be given the opportunity to share their ideas at the leadership retreat. Managers were instructed to solicit ideas throughout the year and formally review each idea. Of course, not every idea would be implemented, but a process for follow-up would ensure employees knew their voice was being heard. Executive leaders began inviting various departments to their retreats to hear new ideas and collaborate.
The shift was transformative. Not only did product quality and innovation soar, but employees also felt a renewed sense of belonging and value. Forest Retreat Corporation learned that for a company to truly flourish, every voice must not only be heard but actively included in the decision-making.
A Collective Call to Action
True inclusion requires ongoing effort, commitment, and reflection. But the rewards – a thriving, innovative, and harmonious workplace – are well worth the investment.
Ask yourself today: Does your organization merely talk about inclusion, or does it genuinely practice it? If you see room for improvement, be the voice of change. Advocate for training, create opportunities for collaboration, encourage open dialogues, and celebrate the unique differences that each team member brings. Remember, inclusion is more than just a buzzword; it’s the bedrock of successful organizations.
