CoachHub’s 5 keys to creating an inclusive workplace

1. Recognise and celebrate individuality 

As contradictory as it seems, one of the key steps to creating an inclusive workplace is to recognise the unique skills and perspectives each individual employee brings to work. This could involve directly acknowledging a personal achievement, or highlighting how their talents have helped the efforts of the team. When people feel valued individually, their desire to work together for collective success skyrockets!

2. Active listening  

Managers should operate an open door policy, and should actively encourage feedback and suggestions from staff on how they can feel more included at work. When people are given a voice it demonstrates the businesses’ commitment to genuine change and not just piecemeal reform, and can go a long way to fostering a sense of unity and belonging.

3. Coaching and mentorship  

Coaching and mentorship are vital tools in any D&I toolkit, and can significantly improve satisfaction at work. Coaches can be tailored to an individual’s needs, and it can be truly empowering to have someone on your side who is committed to furthering your personal growth. Specific programmes such as women in leadership courses can target areas where confidence may be lacking, and can be highly effective both in upskilling your team, and in increasing employee retention.

4. Ongoing training   

Ongoing training is vital to ensure that your business is up-to-date with the latest developments in D&I, and provides a constant reminder that the work to be inclusive is never over. You could hold training on unconscious bias for managers, invite interesting keynote speakers or coaches to share their experiences of overcoming challenges, or host a happy hour where members of the team can brainstorm ideas to keep everyone as active participants.

5. Commitment to change  

Underpinning all of the above, a commitment to change must be in place for inclusion initiatives to be successful. As great as we may feel our D&I strategies are, there are always areas for improvement. Complacency is a real danger here, and leaders must make sure they continually demonstrate to employees that their inclusion matters. Designating a day or session per month to re-energise inclusion efforts is a great idea, along with bringing in outside help from expert organisations to support you.

If you’d like to continue learning about how to successfully implement inclusion policies in order to drive satisfaction and performance, we’ve put together a whitepaper explaining all you’d need to know, along with how we can help you.

To download the whitepaper, click here .