An inclusive culture is where all people can feel comfortable to discuss issues outside of the work context should they choose to. In my department, I previously worked with Staff Networks and HR to come up with a set of ‘top tips’ to help foster an inclusive workplace culture, here are some of the highlights:
- Set out a team code of conduct which demonstrates a common level of respect for all individuals, no matter their background.
- Role model positive behaviour and openness to discussions about backgrounds – it makes conversations much easier if leaders and managers are open about their own background before asking about it from their employees; moreover, it can help disarm the more threatening elements of questions (‘where are you from’?)
- Create safe spaces to discuss backgrounds and open up the conversations. For example, some teams hold lunch’n’learns where individuals can talk about their backgrounds in an open, curious and non-judgemental manner.
- Create an environment where employees with disabilities and long term health conditions feel able to come forward and discuss their disability, and any reasonable adjustments that they might need. Avoid making assumptions about their condition and ask them to explain how they experience it and what support, or reasonable adjustments they need.
- Ensure that conversations and social activities are inclusive as far as reasonably possible. E.g. holding ‘breakfasts’ as well as the usual pub gathering to capture parents. Ensure you include everyone as much as possible in work related discussions and avoid ‘water-cooler’ decision making.
- Create clear mechanisms to deal with discrimination, and/or Bullying and Harassment within your team. Ensure that such mechanisms are used properly and aren’t simply viewed as a ‘tick-box’ exercise. This can be through effective use of countersigning mechanisms or an anonymous ‘agony aunt’ style point of contact to raise issues within the team.
How do you foster a warm, inclusive workplace environment within your team?