Inclusion a buzzword?
The terms diversity and inclusion often appear in corporate narratives. But inclusion isn’t merely a buzzword, it’s a critical strategy for building healthier workplaces and thriving communities. Companies embracing inclusivity go beyond surface-level changes, creating a systemic transformation that fosters employee engagement, innovation, and sustainable success.
What is inclusion?
Inclusion ensures that every individual, regardless of background, identity, or ability, feels valued and respected. It’s not just about welcoming diversity but fostering an environment where everyone can contribute meaningfully and authentically. Inclusive workplaces see individuals as whole persons, valuing their unique talents and perspectives.
This isn’t limited to hiring practices or workplace policies; inclusion integrates deeply into a company’s culture, from leadership to communication and even decision-making processes. The seven pillars of inclusive HR are needed to implement Inclusive HR successfully. Such as:
Purpose: Aligning personal and company goals to foster a sense of shared mission. Purpose underscores the unique roles and responsibilities that individuals have within the larger organizational ecosystem.
(Personal) Leadership: Encouraging responsibility for growth and contributions at all levels. Leadership isn’t confined to roles—it’s about inspiring and supporting others.
Talent Development: Providing opportunities for employees to cultivate their unique skills and growth potential. This includes tailored learning programs and continuous development.
Inclusive Communication: Promoting equality, transparency, and respect in every interaction. Clear and inclusive communication ensures everyone’s voice is heard.
Mental Health and Wellbeing: Supporting employees’ physical, mental, and emotional health. Fostering work-life balance is essential for productivity and overall wellbeing.
Data-Driven Decision Making: Using qualitative and quantitative data to inform inclusive strategies. This helps identify barriers and measure progress.
People-Community Driven: Focusing on collaboration and connection among diverse individuals. True innovation arises when people with different perspectives work together.
The business case for inclusion
Research shows that companies with inclusive cultures achieve higher employee engagement and satisfaction., drive better innovation, thanks to diverse perspectives and experience lower turnover, as employees feel seen and supported. Yet, the reality is stark: a third of the global workforce feels disengaged. Inclusion can bridge this gap by addressing systemic barriers, promoting mental wellness, and fostering purpose-driven workplaces.
Inclusion as a competitive advantage might surprise you. Millennials and Gen Z, now dominating the workforce, prioritize inclusivity in their job searches. They seek employers who commit to equity, innovation, and personal development. Companies that fail to meet these expectations risk losing top talent and falling behind.
Conversely, businesses that embed inclusion into their DNA attract talent, retain skilled employees, and drive a culture of continuous growth. They also align themselves with global movements toward equality, sustainability, and corporate responsibility.
How to transform inclusion from a buzzword to a practice
Inclusive leadership: Leaders should model empathy, transparency, and authenticity. They play a crucial role in setting the tone for an inclusive workplace. Leadership is not management—these are two distinct areas of expertise. Leadership stems from innate talent, while management is a skill that must be trained. A leader can be a manager, but a manager is often not a leader.
Keynote and workshops: Participate in sessions that offer insights into the future of work, focusing on culture development and talent acquisition. These programs allow employees to discover and develop their talents and skills in a fun and practical environment.
Inclusive talent acquisition: Remove bias wherever possible, creating an efficient, data-driven, and engaging candidate process. With DIEP-inclusive talent acquisition, companies precisely define the candidate profiles they need while broadening their talent pools. Millennials and GenZ are the current and future dominant groups on the labor market and they demand DIEP. Companies will have a great advantage when they do invest in Inclusive HR and DIEP activities.
Training and education: Offer learning opportunities that address personal leadership, management skills, inclusivity, mental health, and well-being aligned with DIEP values. Combine online learning modules with personalized training for softer skills.
Data-driven people-centered decision-making: Leverage qualitative and quantitative data to track progress and adapt strategies effectively.
Employee wellness activities: Promote mental health and work-life balance, recognizing the unique challenges faced by today’s workforce.
Culture development activities: Develop a company culture that prioritizes mental health, employee engagement, and improved performance. Begin with personal leadership and training for managers, emphasizing that management requires specific training in governance, people, and processes. A word of advice: if a manager lacks strong people management skills, consider repositioning them. Management is the single most influential factor in fostering an inclusive culture. Often, poor management is the reason employees leave, sometimes with micro or macro trauma.
Download our Ebook and get started!
Start crafting your workplace where every individual can discover, develop, and deploy their full potential.
