Create an Inclusive Team
Most of the ways of making people feel included are very simple and completely free. Here are some low-cost tips to create an inclusive team
Many organisations are trying to tackle the diversity piece when building a team. They are hiring more diverse candidates and focusing on “cultural add” not “cultural fit.” But a diverse team composed of individuals from different backgrounds and characteristics who bring their unique voices to an organisation, doesn’t necessarily create an inclusive team.
Organisations that wish to create an inclusive team, where everyone is respected, recognised, and valued takes time, commitment, and intention. It takes time, commitment and in some cases a different way of doing things.
Most of the ways of making people feel included are very simple and are completely free. Here are some low-cost tips to create an inclusive team
1. Lead by example
Leaders in any organisation should lead by example and model the behavior they expect from their employees. This includes treating everyone with respect and dignity, valuing diversity, and fostering an inclusive workplace culture. I have worked with people whose boss didn’t even say good morning to them, or worse still greeted some (in-group employees) but not others (out-group).
This extends to all stakeholders including suppliers, job applicants, and outside authorities. Inclusion isn’t a Ted Talk.
2. Practise attentive listening
Many leaders don’t realise that it’s just about getting the basics right. Listen and ask questions but above all to quote Simon Sinek, “leaders speak last.”
In meetings, a good warm-up strategy is to practise the High, Low, Grow exercise which helps find the mood of the team. What are their wins (high), what are the disappointments or challenges (low) what did they learn (grow.)
Instead of leading the meeting yourself, rotate the role. You speak last.
3. Encourage open communication
Encourage employees to express their thoughts and ideas freely. This can be done by setting up regular feedback sessions, having an open-door policy, and creating a safe space where employees can speak up without fear of retaliation.
4. Celebrate the whole person
Recognise and value each individual employee, their personal circumstances, goals, values, and career aspirations. Remember that the professional person is only part of someone’s identity. Understand that they have other things going on for them outside the workplace.
It’s also important to help individual team members see their work as part of the wider vision of the organisation and to think of the impact of their role, not focusing on the input.
3Plus offers professional unconscious bias training programmes. Find out more HERE.
5. Provide equal opportunities
Ensure that all employees have access to the same opportunities for growth and development, regardless of their gender, race, or background. This can be achieved by creating fair and transparent performance evaluation systems which are biased managed, and providing equal access to training and development programmes.
6. Seek feedback
Consult widely, seeking collaboration and input from a wide range of contributors. This means genuinely actively listening to what people have to say and reporting back to the outcomes of their ideas. What worked – what didn’t. Or even what could you accept. Sometimes the background thinking to some decisions has to be confidential. If that is the case – say so.
Worth a read: The difference between feedback and feedforward – 3 Plus International
7. Celebrate diversity
Celebrate the diversity of your workforce by recognising and valuing the unique contributions of each employee. Encourage the sharing of cultural traditions and create an inclusive work environment where everyone feels welcome.
8. Foster teamwork
Create a culture of collaboration and teamwork where employees work together towards common goals. This can be achieved by promoting cross-functional teams, providing opportunities for team-building activities, and recognizing the contributions of each team member.
9. Provide support
Provide support to employees who may be struggling with work-related or personal issues. This can include access to counseling, flexible work arrangements, and other forms of support that can help employees feel valued and supported in the workplace.
By implementing these measures, an organization can create a workplace culture that values and includes all employees, leading to increased engagement, productivity, and job satisfaction.
