What makes an inclusive workplace?

An inclusive workplace is one where every individual feels valued and empowered to contribute. It thrives on a culture of respect, open dialogue and recognition of diverse perspectives.

An inclusive work setting encourages equality and respectful treatment, where employees have access to the same company resources and opportunities. Inclusive companies hire employees from diverse backgrounds because they understand different perspectives can add value to the business. By fostering equitable practices and creating opportunities for all employees to grow, organizations build environments that celebrate differences and promote collective success.

Inclusive leaders aim to treat every employee as an integral part of the team and recognize their unique qualities, talents and contributions.

Benefits of inclusion in the workplace

An inclusive workplace may result in the following benefits:

• Increased employee retention rates

• Boosted employee morale

• Improved engagement

• Interest from quality candidates

Employees who feel comfortable at work may be more likely to share unique ideas, perspectives and insights that inspire innovation.

How to increase inclusion in the workplace

Inclusion in workplaces is an ongoing activity that generally evolves with the organizations. These steps may help you support a diverse team.

1. Implement programs and policies that celebrate differences

Official policies on diversity and inclusion create standardized methods for hiring and workplace culture. They clarify the organization’s position, expectations and boundaries for behavior.

Examples may include:

• Equal employment opportunity (EEO) policy to prevent discrimination

• Employee conduct policy to ensure safety and professional behavior

• Standard promotion and pay raise policy

• Disciplinary policy

• Complaint policy

It may be helpful to implement the policies consistently to show your organization is committed to creating inclusion in the workplace. Consider offering special programs to make every employee feel included. Here are a few examples:

• Provide breakroom snacks and company meals that accommodate dietary restrictions related to religious, cultural or health needs.

• Create a safe space for employees to share concerns and suggestions with an anonymous feedback system.

• Encourage the use of preferred pronouns and neutral terms like “spouse” or “partner.”

• Ensure entryways, office spaces and facilities accommodate employees with disabilities.

• Offer leave options for parental and adoption needs, religious observances, cultural events and personal or health-related circumstances.

• Provide paid time off (PTO) for employees to support causes they care about.

2. Ask employees how you can support them

You might invite employees to share concerns or suggest how to make the workplace more inclusive and comfortable. Consider the following methods:

• Brainstorming sessions

• An open-door policy

• An anonymous comment box or online feedback form

• One-on-one meetings with employees

• Employee surveys

Your organization can use feedback to create new policies, programs or systems.

3. Hold inclusive and respectful meetings

Consider these strategies to help make meetings more inclusive:

• Distribute agendas and materials in advance: This lets employees prepare for meetings and potential topics they want to address.

• Give every employee an opportunity to speak: Consider asking for input from each person. This may help all team members share their thoughts and receive equal consideration.

• Offer credit and praise equally: Look for ways to recognize the entire team’s accomplishments and contributions.

4. Create an inclusion council

On an inclusion council, a team of leaders and employees help implement policies, activities and training courses designed to make employees feel appreciated and accepted. You might encourage employees with diverse backgrounds to join this council for various perspectives.

The council may determine how to:

• Make the hiring process more inclusive

• Monitor diversity in the workforce

• Give underrepresented employees a voice

• Help employees feel more comfortable

• Celebrate employees’ backgrounds and identities

5. Create resource groups for employees

Employee resource groups (ERGs) offer membership to employees with a particular quality or background. You might also encourage employees to suggest new groups. They can offer a safe place to build friendships, discuss workplace challenges and share advice.

Examples of potential resource groups may include:

• Culture, race and ethnicity-based

• LGBTQIA+ employees

• Parental status

• Religion or faith-based

6. Educate leadership on the importance of inclusivity in the workplace

Leaders and executives generally have an influential role in supporting inclusion. Arranging diversity and inclusion training for your leadership team may teach them principles they can implement. When your executives and managers practice inclusion regularly, other employees may also use the same strategies.

Implement regular training sessions on inclusive communication, focusing on reducing unconscious bias in both written and verbal exchanges. Encourage employees to adopt gender-neutral language, such as using “they/them” pronouns, and be mindful of inclusive terminology in all internal communications.

How to create an inclusive hiring and onboarding process

The hiring and onboarding process offers additional ways to build a diverse team. Inclusive recruiting strategies can help your hiring managers find candidates from diverse backgrounds. Meanwhile, inclusive onboarding prepares new employees to join a welcoming company culture.

1. Set diversity goals and find strategies to meet them

Diversity hiring goals can guide your HR team to create processes that support inclusion. Goals might include increasing the diversity of applicants, reducing bias in applicant screening and incorporating diversity, equity and inclusion (DEI) training during onboarding.

Specific strategies that can help achieve those goals include:

• Identifying skills the organization needs

• Considering applicants from different educational backgrounds

• Writing inclusive job descriptions

• Expanding the company’s job posting strategy to reach a broader pool of diverse applicants

• Welcoming applicants of all ages

• Reaching out to community groups to find more candidates

• Creating an inclusive interview process

2. Mention diversity and inclusion in hiring and marketing materials

An accessible diversity and inclusion policy lets candidates understand the company’s position. Being direct and detailed could help attract candidates who value inclusion and working with a diverse team. It may also encourage people from underrepresented groups to apply by helping them understand your company’s work environment.

3. Integrate diversity and inclusion training into the onboarding process

Consider adding a diversity and inclusion education component into new employee training. This can establish employee expectations and teach new team members how to use inclusive strategies.

Topics for inclusivity training might include:

• Respecting employee differences

• Using appropriate language

• Appreciating other perspectives

• Overcoming stereotypes

• Accommodating people with different abilities

4. Help employees get to know new hires

Helping new hires feel included can support your inclusion initiatives. You might help your team get to know new employees with optional questionnaires. New hires may also write short introductions about themselves. With permission, you can read their answers to the team.

Another option is to host a welcome event, such as a team meal or meeting. You can invite new and current employees to share details about themselves.

Inclusivity beyond the workplace

To extend inclusivity beyond the workplace, ensure your external partnerships—such as those with vendors or clients—align with your company’s values. This may include working with diverse suppliers and ensuring your outreach and advertising reflect a broad range of communities.

FAQs about an inclusive workplace

What are other examples of inclusion in the workplace?

Your organization can take specific actions that can help employees feel included, such as:

• Celebrating a wide range of holidays

• Writing an inclusive dress code policy that accommodates personal, cultural and religious expression

• Hiring diverse guest speakers and trainers

What are some examples of inclusive behaviors?

The way employees and managers act can impact how included team members feel. Positive examples may include:

• Showing interest in people’s differences: Having simple conversations and asking questions may help you understand an employee’s skills or areas of expertise.

• Respecting boundaries: Consider discussing boundaries with the team and providing guidance on how to respect them.

• Listening carefully: Considering input from all team members can help encourage more sharing.

Helping others have a voice: Company leaders typically have the power to elevate the voices of all employees, particularly those who may be underrepresented.