Broadening understanding of inclusion in the workplace

Diversity and inclusion has become more visible as a topic of discussion in the boardroom. Yet, organizations that encourage a diverse workforce aren’t necessarily fully diverse, nor are they inclusive. In this article, we explore how to put more ‘I’ in your ‘D&I’ agenda.

Over the past decade, companies have made great strides in embracing diversity in their hiring practices. The importance of hiring people from various social and ethnic backgrounds, genders, sexual orientations, and more has been emphasized by pressure groups and organizations like the National Diversity Council, who recognize the value of diversity as a business imperative. Increasing diversity in the workplace is not only the right thing to do, but also a smart business decision.

Recent research conducted by the Boston Consulting Group backs the argument that increasing the diversity of leadership teams is good for business.

• Leads to more and better innovation.
• Improves financial performance – companies with diverse management teams have 19% higher revenue due to innovation.
• Increases adaptability, due to different viewpoints and solutions.

Sometimes, however, adopted agendas to choose from a wider talent pool fall short of creating an inclusive workplace that is accepting and comfortable for people of all backgrounds.

Often overlooked types of diversity

Cognitive and Neurodiversity

Cognitive and neurodiversity refer to the variations in how individuals think, learn, and process information.

For example, some individuals with autism may excel at repetitive tasks or have strong attention to detail, while others may struggle with social interactions or adapting to change.

Managers should consider the unique strengths and challenges of neurodiverse individuals when forming a diverse and inclusive workforce. This includes providing accommodations and support for people with dyslexia, ADHD, or autism so they perform their best at work.

In addition, promoting a work environment that values different ways of thinking and processing information can benefit all employees. For example, providing opportunities for alternative work arrangements, like remote work or flexible schedules, can help neurodiverse individuals to better manage their workloads and boost productivity.

Behavior and Ethodiversity

Behavioral diversity refers to the differences in how individuals approach tasks, solve problems, communicate, and interact with others in the workplace.

For example, some individuals may prefer to work independently and require minimal supervision, while others may thrive in a more collaborative and team-oriented environment. Some individuals may be more assertive in expressing their opinions and ideas, while others may be more reserved and prefer to listen and observe before contributing.

Hiring managers should recognize and value behavioral diversity, as it can promote a more dynamic, innovative environment. Your workplace culture should support and celebrate diverse approaches to work, and provide accommodations and support for those with different needs and preferences. By doing so, companies can foster a more inclusive and productive workplace for all employees.

Personality and Thought-style

People think in different ways. Personality and thought-style can have a big impact on a person’s work life.

Cultural background

There are many cultural norms that can impact how people work and function at work, including:

1. Communication styles: Different cultures may have different communication styles, such as being more indirect or formal. Hiring managers should be aware of these differences and be willing to adapt to ensure effective communication within their team.
2. Work-life balance: Some cultures prioritize a strong work-life balance, while others place more emphasis on working long hours. It’s important for hiring managers to understand the expectations of their team members and try to create a work environment that supports their needs.
3. Hierarchical structures: In some cultures, there is a strong emphasis on hierarchy and deference to authority. Hiring managers should be aware of this and make sure that everyone feels heard and valued, regardless of their position.
4. Individualism vs. collectivism: Some cultures prioritize individual achievements and recognition, while others value the success of the group as a whole. This can impact how people work and collaborate within a team.
5. Attitudes towards time: Some cultures place a high value on punctuality and deadlines, while others have a more relaxed approach. Hiring managers should be aware of these differences and try to create a work environment that respects everyone’s approach to time management.

It’s easy to fall into the habit of expecting individuals from diverse backgrounds to work in accordance with your cultural norms. All this does is put pressure on people to work when they’re less able to perform, which isn’t the best way to achieve optimum productivity. A diverse and inclusive workplace values and respects different cultural norms and perspectives.

Taking Inclusion the Extra Mile

The best way to transition to an inclusive culture is to include your workers in decisions on the norms of behavior that should exist in your organization.

The way we work together as teams in a business is often dictated by management. Unfortunately, management often comes from the same background and cultural upbringing. This can lead to workforce behaviors and assumptions on hiring that come from a small pocket of cultural and behavioral understanding.

Even when personal biases are swept aside, the consequence of dictating behavioral policies and expectations is that it fails to engage your people in a discussion on what standards of behavior are acceptable. As a result, it falls short of the mark. Instead, businesses should strive to create an inclusive environment where all employees can have a say in the team’s culture and standards of behavior. By doing so, you will create a stronger, more effective team that is reflective of the diverse and unique perspectives of its members.

It is imperative to establish hiring panels comprised of a diverse range of decision makers. This should help reduce bias in recruiting new hires.

You can also go the extra mile and create a policy panel made of people from different backgrounds, or run inclusivity workshops to reset the latent understanding of what norms of behavior are acceptable within your company culture.

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