Inclusion - The overlooked but key underpinning element in DEI

It's important to go beyond the current myopic view of Diversity, Equity, and Inclusion (DEI) and delve deep into the often overlooked but crucial element of Inclusion.

In the world of business and management, the "I" in DEI carries a weight that few acknowledge, yet it can be the cornerstone of a thriving organization.

As Seth Godin would say, it's time to challenge the status quo and redefine our understanding of Inclusion in the workplace.

The Role of Inclusion in DEI

Inclusion, the "I" in DEI, is often overshadowed by its more prominent counterparts. Still, it is the glue that holds the entire framework together.

Inclusion is not just about checking boxes, but about creating an environment where every employee feels valued and appreciated for their unique contributions.

Let's explore how building a good company culture facilitates a sense of inclusion among employees and how it enhances performance.

Building a Good Company Culture

A strong company culture is the secret sauce that empowers organizations to thrive in a rapidly evolving world as it enable team members to work together through business challenges.

It is more than just a set of values framed on the wall; it's the heartbeat of the organization.

It could be argued that a good company culture is one where the employees are not just part of a team but are part of a family, where each person's voice is heard and respected.

Main Characteristics of a Good Company Culture

Open Communication

In a culture that thrives on inclusion, an open, and two way flow of communication is non-negotiable.

Employees should feel comfortable sharing their thoughts and ideas without fear of backlash.

Transparency

A good company culture promotes transparency at all levels.

When employees are kept informed about the organization's goals and challenges, they feel more connected to the company's mission.

It's also very important for employees to be made aware of the wider impact their contribution has on business results. This promotes a sense of responsibility within individuals

Diversity

A diverse workforce is essential for achieving creative solutions to business problems.

Different perspectives, backgrounds, and experiences enrich the workplace and stimulate innovation when they are channeled towards a defined purpose.

However, based on research, diversity has less impact on business performance if not underpinned by inclusive practices.

Respect and Empathy

Respect is the cornerstone of an inclusive culture. It goes beyond treating people equally; it means treating them equitably, recognizing and valuing their unique qualities.

Continuous Learning and Growth

Encouraging employees to continuously learn and grow not only benefits them but also the organization. It creates a culture of self-improvement and innovation.

Management should be able to recognize the strengths of individuals and skills gaps within their business and use this to provide development opportunities for their staff.

Management of Productivity and Social Aspects

A great company culture is not built overnight; it requires ongoing effort and a commitment from the management.

True leadership involves recognizing the value of balancing productivity and social aspects within teams.

Balanced Workload

Overloading employees can lead to burnout and hinder inclusion. A good company culture ensures a balanced workload that promotes well-being and job satisfaction.

This can be difficult to achieve, especially within a venture backed startup where the main objective is growth.

This is why having a strong company culture where all employees understand the value in supporting one and other with heavy workloads is so important.

Flexible Work Arrangements

Inclusion means recognizing the diverse needs of employees. Providing flexible work arrangements allows everyone to find a work-life balance that suits them.

This flexibility needs to be coupled with the achievement of important KPI's. Having a focus on outcomes instead of micromanagement of hourly productivity can be a good approach.

Mentorship and Support

Managers should be mentors, not just bosses. They should provide guidance and support to help employees grow and thrive.

An effective way of doing this is to get to know your employees on a personal level to understand their motivations and ambitions.

Once of the main reasons for high staff turnover apart from a toxic work environment is the lack of support and opportunity for career growth.

Celebrating Achievements

Recognizing and celebrating achievements, both big and small, fosters a sense of accomplishment and belonging within the organization.

Multiple studies prove that recognition of the contributions of an individual makes them feel valued and likely to go above and beyond the requirements of their job role.

This positive reinforcements breeds the desired behavior for effective teams providing that management is aware of this.

The Risks of Neglecting Inclusion in DEI

Neglecting inclusion within DEI can have profound consequences. When diversity is not complemented by a strong company culture, it can lead to a host of issues.

Employee Disengagement

In a culture that lacks inclusion, employees often become disengaged.

When people feel undervalued, unheard, or sidelined, their motivation wanes, affecting their productivity and commitment.

This feeling of disengagement has the tendency to spread to other members of staff creating a cascade effect of negativity among the workforce.

High Turnover

An inclusive culture retains talent. In its absence, employees are more likely to leave in search of a more welcoming work environment, resulting in increased turnover and recruitment costs.

This is one of the most detrimental things that destabilizes a business experiencing growth.

The time it takes to not only hire a new employee, but also train them up to the point where they are producing the same level of productivity as their predecessor is costly.

This is compounded further if a company is experiencing multiple departures across various levels and key roles in the business.

Missed Innovation

Diverse teams are a breeding ground for innovation.

Without an inclusive culture, employees might hesitate to share their unique ideas, resulting in missed opportunities for growth and creativity.

Internal creative hubs can be implemented so that when a business is experiencing a difficult period, the collective diverse perspectives can be incorporated can considered by upper management when developing strategies or decision making.

Management often overlook the input of people lower down the hierarchy and often make big decisions for the business without taking into consideration the potentially valuable input of staff on the front line.

Legal and Reputation Risks

Ignoring inclusion can lead to legal issues and harm an organization's reputation.

Discrimination and harassment claims can damage a company's brand and result in financial setbacks.

There have been a number of high profiles cases where damaged was caused to not only the company brand, but also the stock price due to legal action taken by ex-employees.

Conclusion

Inclusion is not an afterthought; it is the foundation upon which the entire DEI framework rests.

A good company culture is the catalyst that nurtures inclusion, enhancing performance, and driving business success.

We need to be reminded that to succeed in today's world, we must rethink our approach to DEI. Inclusion is not just a checkbox; it's the key to unlocking the full potential of our employees and our organizations.

Team within a business must be flexible and have the ability to adapt to changes in the market and economy so it's important to remember, the "I" in DEI is not an option; it's an imperative.

Embrace it, nurture it, and watch your organization flourish as a beacon of true diversity, equity, and inclusion.