Diversity and Inclusion: Best Practices
Did you know that companies with a healthy staff balance of men and women are 21% more likely to outperform their business competitors? This number increases to 33% when companies hire employees from a mix of different ethnic backgrounds. That’s because teams that are diverse — not just in gender and ethnicity, but age, ability, race, sexual orientation, and other attributes — are 87% more likely to make better decisions for their business.
The numbers don’t lie.
Making your business a diverse and inclusive one is the right thing to do and it yields pretty impressive results. Diverse companies are better able to capture new market audiences, yield higher sales revenue, and decrease turnover rates. But the work doesn’t start and end simply by hiring diverse workers.
Take a critical look at your workplace culture. What can you do to make it a more inclusive one for your team?
If you aren’t sure where to start, try your hand at the following steps for cultivating inclusiveness in your workplace.
Educate Your Leadership
A healthy workplace culture stems from emphatic and well-educated leadership. Are you the head of your own business? Outsource an HR practitioner to examine why inclusivity is important. Educate yourself on how unconscious bias affects the hiring process and day-to-day workplace interactions.
Education should not end with you — set up ongoing quarterly diversity and inclusion training meetings with your team leaders. Use this time to share new learning resources and workshop new ways to encourage inclusive behavior between staff members. Hold yourself and the other leaders in your business accountable for giving your diverse employees equal opportunities.
Hire Individuals Based on Contribution not Fit
No workplace culture fits anyone perfectly, so why look for a candidate that does? When we hire in search of the “right fit,” we are setting our new hires up to fail. Our biases kick in and we begin to exclude, choosing instead to focus our attention on our current employees who already fit our list of set expectations. We often become so used to the norm of our company structure that we fail to see the inequities that form as a result.
Instead of searching for the right fit, consider the ways in which your business can adapt to the needs of your new hire.
What changes can you make to help them feel more welcome? What might your new hire be able to contribute to your workplace culture?
Celebrate Your Differences
Appreciation is a vital part of inclusivity. Your employees shouldn’t just feel tolerated — they need to feel embraced and celebrated. When we give each other the opportunity to be our most authentic selves, we give way to a more prosocial and innovative workspace.
Establish a sense of belonging for your employees by giving them opportunities for inclusivity. Try hosting a potluck, so that your team can share foods that reflect their cultures and home lives. Consider setting up a prayer space to give religious employees a private place to worship. Find ways to celebrate periods of historical recognition like Pride, Black History Month, or Women’s History Month.
Listen Actively to Your Coworkers
A good leader is always in search of feedback. However, not all of our coworkers will feel safe bringing up issues. Though you might be fine with the impromptu conversation, it’s important to give others different avenues of interaction. Many larger businesses utilize anonymous feedback surveys to give everyone a chance to speak freely about their concerns. Smaller teams might hold town hall-style meetings to workshop ideas in a more intimate group setting.
Whichever way your team members reach out, remember to be empathetic. Don’t listen to respond — listen actively. Write down your coworkers’ key points if you need to. We can often get defensive when we feel that the work culture we work hard to maintain is questioned. If you are not able to give an appropriate answer, simply thank your team for their criticism and get back to them with a solution at a later time. However, don’t keep them waiting — get back to your team with a follow-up conversation.
There are plenty of ways you can work to make your business a more inclusive one. These four tips are just a start, but they’ll guide you toward a healthier workplace, and happier staff. Our team at Valcre is working hard to instill positive change — we hope you’ll join us.





