Inclusion in the workplace is about building a supportive environment in which everyone feels accepted, welcomed, and valued. We are all different, we all have a story, and we all need to be valued and included to achieve our full potential at work.
Becoming inclusive is a journey rather than a destination. It takes time to develop, raise awareness, and grow. We all have things we enjoy and things we struggle with. But some colleagues contend with even greater challenges every day at work, and most of us are unaware of what they are dealing with.
Here are some dimensions of diversity to take into account when thinking about inclusion:
Achieving Gender Equality – a level playing field for men and women – remains an ongoing struggle across the globe, underscored by disparities in pay, employment, education, healthcare, and other freedoms and opportunities. In the workplace, while the number of women in influential positions has improved throughout the last few decades, high-level offices continue to be dominated by men.
Inclusive workplaces are safe places for all lesbian, gay, bi, trans and queer or questioning (LGBTQ+) people. No LGBTQ+ colleagues (whether they are ‘out’ at work or not) should ever have to fear discrimination, harassment or bullying for who they are, who they love, how they look, or how they express their gender identity.
Cultural differences are the various beliefs, expressions, and practices that are shaped by our backgrounds. These might be influenced by our ethnic and national heritage and our upbringing. The term “cultural diversity” refers to having different cultures respect each other’s differences. In the business world it is often used to describe the inclusion of different cultural perspectives in an organization.
A physical disability is a limitation on a person’s physical functioning, mobility, dexterity or stamina. Physical disabilities can be both visible and hidden, and include impairments which limit other facets of daily living, such as respiratory disorders, visual impairment, epilepsy and sleep disorders. People with disabilities should feel confident, valued, and included at work.
This category in the context of D&I relates to ensuring that all employees are treated equally and are included regardless of where they work. For example, on-site employees should not receive preferential treatment to remote workers, and a team based overseas should be treated equally to a team at HQ.
Neurodiversity is the concept that all humans vary in terms of our neurocognitive ability. Neurodivergent people learn and process information differently, and they tend to find some things very easy and other things incredibly hard. In an inclusive and supportive environment, this can provide a competitive advantage. But too often, neurodivergent colleagues contend with extra challenges at work.
Ageism is when someone treats you unfairly because of your age. If you experience ageism, it can impact on your confidence, job prospects, financial situation, and quality of life.
Each generation contributes in unique ways. Typically, younger generations are considered to bring new skills, enthusiasm, and innovative ideas, while older generations are seen to possess vital experience, honed skills and knowledge, and wide networks.
This theme embraces all the different forms of families and family life that exist in society.
D&I in this category relates to our efforts to support pregnant women, workers with caring commitments, and other groups whose lives and careers are impacted by their family status.
Inclusive workplaces proactively promote better wellbeing, balance and mental health.
Talking about our mental health and taking action to maintain positive wellbeing is not always easy. Supporting our colleagues, opening up about our struggles, and discussing our needs are vital in the collective effort to support mental health in the workplace.
Building an inclusive workplace requires an ongoing effort to raise awareness, provide support, and adapt to new demands. Inclusive businesses evolve, celebrate successes, and learn from things that don’t go to plan. With all parts of the team working together, they foster inclusion as a collective, providing a platform for all colleagues to feel valued and comfortable. Only then can a company achieve its full potential.
“Beat the Hacker” is an interactive training game. It is designed to raise awareness around Diversity & Inclusion and is a great conversation starter. Played online in teams of 3-6 people, the participants are challenged to solve up to 15 exciting missions relating to D&I and eventually “escape the room”.
Looking for a more interactive way to deliver your D&I training? Diversity & Inclusion Training Game is a fun and engaging way of helping new staff understand the importance of a diverse and inclusive culture.
Energize your new hires with an interactive introduction to the Purpose, Strategy, Products/ Solutions, Organizational structure and Values.
Bring your Values to life in 60 minutes. Using dilemmas, group discussions and fun on-brand trivia the game makes the Values and Behaviours tangible for more in-depth learning.
