Inclusion in the workforce: Insights and strategies for organizations to consider

Amidst the fallout from the pandemic, the Great Resignation and uncertainty across industries, companies are in heavy pursuit of strategies to enhance company culture and overall productivity — to keep their most valuable team members around long-term and ensure organizational efficiency stays high. An increasingly important area of focus for companies is their commitment to inclusion.

An inclusive working environment that maintains shared beliefs of trust, decency, kindness and respect is a linchpin in ensuring employees feel seen, heard, welcomed and valued — which ultimately boosts employee morale and retention. Read on to learn more why an inclusive workforce is essential today and the top strategies for organizations working to foster greater inclusion based upon equal dignity and respect. .

What do we mean by an inclusive workforce?

Broadly, workforce inclusion refers to the collective mixture of employees' differences and similarities — which includes the variety of values, beliefs, experiences, backgrounds and behaviors that inclusion encompasses. It has become clear that creating a truly inclusive workplace requires more than just employing workers of different backgrounds and experiences — but rather dedicated time and effort on the part of employers, managers and organizations to ensure all voices are heard and utilized in an environment of equal dignity and respect.

Why is an inclusive workforce an essential aspect of the workplace?

Inclusion not only gives your organization access to a wider range of talent but also provides valuable insights organizations need to succeed in today's quickly changing work environment. You may ask - what, here, is meant by "access"? By the strict definition of the term, it means that an organization that prioritizes inclusion looks to recruit and retain qualified talent from all candidate pools. In a broader sense, access means - how the organization "accesses" the full talent and potential of every single employee. Inclusive teams learn, discover and contribute best in different ways, so it is not enough to simply hire individuals from different backgrounds. Organizations must then also engage employees in ways that enable each to access their top-level capabilities by supporting the employee’s initiative, skills and hard work so that the sum of the community is greater than its parts.r

Inclusive teams are more likely to understand your customers' needs and identify ideas to fulfill them. Moreover, employing a well-represented staff from all walks of life creates an environment where employees feel comfortable being completely themselves.

The benefits of a more inclusive workforce

Prioritizing inclusion efforts is not only a valuable way to support all candidates and team members but also helps organizations see a host of valuable benefits. Employing workers with different perspectives and backgrounds can lead to significant advantages including:

• Opening access to a wider range of talent: The value of broad talent pools can't be understated. As companies continue to search for qualified candidates amid the Great Resignation and war for talent, ensuring they consider all qualified candidates will be a key element in reaching capable workers — to avoid costly vacancies or employees who are a poor fit for the role.
• Generating a positive company brand: Showing support and advocating for all employees is not just the right thing to do - it is an exceptionally prudent business decision. Generation Z job seekers are more discerning than ever when it comes to an organization's inclusion practices, so showing tangible, good-faith efforts is imperative for company growth.
• Fostering greater innovation: With a homogeneous team, you run the risk of becoming an echo chamber of similar ideas. Teams that take advantage of all voices not only make better decisions but are also more likely to be innovation leaders in their market.
• Improving talent acquisition: As organizations commit to inclusion initiatives, access a wider pool of talent and improve their company reputation, recruitment will see significant impacts. According to a survey from Deloitte, 80% of respondents indicated inclusion was an important factor when choosing an employer.
• Boosting employee engagement and performance: A work environment where employees see the representation of varied backgrounds and different perspectives allows everyone to be comfortable being themselves. This ultimately leads to happier, more motivated and more productive employees.

Challenges and strategies for organizations trying to foster a more inclusive workforce

While the copious benefits that inclusive companies experience are clear, organizations must put in the effort so they can enjoy the advantages a more inclusive workforce can offer. For organizations working on these initiatives, here are some of the common pitfalls to avoid and the best practices for establishing greater workplace inclusion:

Common challenges to expect

• Moving from planning to implementation: Designing a comprehensive inclusion program is only the first step. Implementation requires the right teams, support and resources in place to carry out these initiatives successfully.
• Training management: True organizational development necessitates cooperation from all individuals across the corporate ladder — but especially from business leaders who serve as a significant example to lower-level employees. Legal compliance and inclusion training is becoming increasingly important to help employees understand what's expected of them to achieve these objectives.
• Overcoming unconscious bias: Unconscious bias, also known as implicit bias, has a way into our thoughts and behaviors — whether we like it or not.  Understanding one's own implicit biases improves legal compliance and promotes an inclusive company culture.
• Mitigating confusion: Frequent communication and education surrounding legal compliance and the benefits of an inclusive environment are key to helping employees keep an open mind and shared respect for others.

Top strategies for prioritizing inclusion in the workplace

• Prioritize inclusive recruitment: For more successful results, inclusivity should touch all aspects of your efforts. This includes within your job descriptions, interview process and continuously in the workplace. HR professionals can focus on networking and building relationships.
• Hire inclusive leaders: Business leaders that prioritize inclusion actively create a company culture where workers have a sense of belonging and are able to be completely themselves at work.
• Utilize reward systems that cover the needs of all of your team members:  This is a significant strategy for keeping performance, engagement and motivation high throughout your workforce.
• Foster open communication: An inclusive workforce necessitates an environment where employees feel free to express their opinions and speak their minds. Opening the lines of communication and paying attention to employee needs will be critical to creating an inclusive workplace.
• Organizing Employee Resource Groups (ERGs): ERGs are a beneficial way to allow individuals of similar cultures, ethnicities, religions, interests and more to communicate with each other across an organization. Discussing common issues and sharing ideas will facilitate a sense of belonging for employees, while an employee resource group can also provide a valuable opportunity to address and improve recruitment. ERGs, and their activities, should always be open to all employees to foster understanding, support and appreciation for equal dignity and respect across the workplace.  

Streamline your sourcing for talent to drive better business results

Despite the clear need for an inclusive workplace, organizations often struggle to implement inclusion successfully. This is often because the effort and commitment required can feel daunting. However, working with dependable partners can help your organization significantly streamline and simplify the process of fostering a more inclusive workplace. At Beacon Hill, we are not only passionate about solving your workforce challenges but we are dedicated to encouraging inclusion though equal dignity and respect.

Integrated staffing and talent solutions from Beacon Hill can help your organization build inclusive teams effectively with:

• Access to a wider pool of talent than most individual employers — we speak with candidates every single day, all across the country.
• A larger recruiting team than individual companies, allowing us the ability to scour more qualified resources, in a shorter period of time.
• Our experience supporting an array of companies — building a solid foundation to draw from when determining how to employ an effective inclusive hiring program.

Beacon Hill provides custom-built solutions for your unique talent needs. 

Reach out today to get started!